Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
Conclusion On Employee Job Satisfaction
Employee engagement theory literature review
Employee engagement theory literature review
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: Conclusion On Employee Job Satisfaction
I work for a large global IT company that employs about 325,000 individuals worldwide. The hiring process is cumbersome at best; it can take up to six months to get an open position filled. The human resources department has gone though a transformation; similar to a call center, a ticket is opened and a representative is randomly assigned to the hiring manager. Job descriptions are very general, and do not adequately describe the specific duties of a position. Over-booked HR representatives work with the hiring managers and do their best to understand the job requirements, and screen candidates. After the pre-screening step the hiring process is generally the responsibility of the hiring manager. Although I’ve never hired anyone at my current company I understand quite frequently the qualifications of the pre-screened candidates do not match the hiring manager’s criteria. Because we are a global company many interviews are conducted over the phone line. Lack of in-person interviews makes communications reliant solely on verbal cues. According to glassdoor.com, a website that rates companies via anonymous input from employees and candidates the human resource department doesn’t always tell interviewees of the outcome. Eventually they just assume they didn’t get the job. Even if the candidates land the job they sometimes turn it down because it took such a long time to get an offer, and have been hired by competitors (glassdoor inc., 2011). The employment process at my company is not the most pleasant for candidates as well as hiring managers. The process takes a long time, and quite frequently human resources are unable to take the time to understand the job requirements or follow up with candidates after the fact. ...
... middle of paper ...
...hat person could be in a position to purchase our goods or services and could remember how our company treated them. Interviews are frequently conducted virtually so it is sometimes difficult to get an open dialogue between the candidate and the hiring manager. The greatest opportunity for improvements is changes in the human resources department. Recently there was a shake-up in management at our company, and the head of human resources left the company “to pursue personal interests”. Hopefully some improvements will be made with a new leader.
References
Glassdoor Inc., (2011), Glassdoor.com an inside look at jobs and companies, interviews.
Retrireved from http://www.glassdoor.com/Interview/index.htm
Hynes, G.E. (2011). Managerial Communications Strategies and Applications (5th ed.).
New York, NY: McGraw-Hill Irwin.
When going into a store, one would expect that the employees would know what they are doing and are reliable. When companies hire based on looks, they do not realize that although the person may look astonishing, they may not have the competence to complete the job. The person may be the most gorgeous person on Earth, but they may not have the skill set required for the job. For those who...
Last year Marianne delegated on-site campus interviews to three department managers to be recruiters preparing them only with a briefing to keep their questions specific to qualifications for the job. The three managers conducted 64 interviews over one week at four different college campuses and most failed to file interview reports in a timely manner. This year Marianne recognized that last year’s schedule was perhaps too rigorous for only three managers so this year she has instead selected twelve managers to be recruiters on just one college campus each. Marianne’s poorly managed campus recruiting program, has led her to seek the advice of professional HR colleagues to improve her efforts during this year’s campus recruiting program.
I have taken an interview of the Human Resources Manager Mr. John Smith of a respected University. I asked him to come for a coffee at Starbucks coffee shop. He did not refuse me and came at time. First, I shared my course content and whatever I knew about course and career. I started with explaining many things regarding human resource management, as he is the most competent Human Resources Manager in my eyes. I started by describing about what our College is teaching about Human Resource Management.
Recruitment questions for large operational startups include, what are the jobs, how is the employment market today, what is our competition locally providing, how can we get the best talent and finally how to do we retain them. The challenge for the Borgata was multi-faceted, a tight labor market in the surrounding area, a small local population of 40,517 of which only 63% where capable of working and the need for 5000 workers to staff the hotel in short time. (US Census Bureau. 2012). To compound the challenge the quality expectation was high, the “best of best” was required. Once applicants were enticed to apply and applications were received, the question became how do quickly identify the candidates to a manageable qualified number? How do we ensure the interview time is appropriate and effective for unto a hundred different job descriptions? To begin this monumental task of recruiting applicants, screening quickly for the appropriate criteria research must be conducted. Development of strategic hiring plans, tasks assigned to appropriate individuals and accurately executed with a c...
...greater number of people in an economic, efficient, and effective manner. This paper has provided a background and understanding of employment recruiting, the styles, methods, and tools available to allow customization of interviewing methods applicable to the situation or needs of the organization or project. An overview of the creative large scaled employee recruitment project Borgata Hotel and Casino notably made history and a study of best practices in employee hiring, recruiting and interviewing process that enhances corporate strategy.
Managers should understand an employee’s skills and abilities to make an informed decision on whether or not to hire him. Once hired a manager uses skills and abilities as a deciding factor for an employee’s job placement within the corporation. Secondly, an evaluation of an employee’s personality helps the manager in his leadership approach of that employee. Thirdly, perceptions can be the deciding factor of whether or not a candidate is hired and or promoted. An individual perceived as fitting in may be hired to negotiate business deals. Particularly, if the individual shows a favorable attitude through actions and deeds and has strong values and behaves
The Utopian land is divided into two main terrains: farmland and cities. The farmlands, of course, are where most of the country's resources are produced. The services of the economy, smithing, carpentry, clothmaking, etc., are mainly produced in the cities. Iron is the only resource which must be imported abundantly. All of the resources, except iron, that the nation requires, it produces on its own.
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
Selection is an integral part of every organizations functioning, as it is the process by which suitable individuals are chosen, from a pool of applicants, of whom HR officers predict will most successfully perform within their job, as set out in the job description and person specification [Torrington, et al., 2002: 188]. While the duration and method of the selection process is versatile and may vary depending on the type of job and type of organization, there tends to be a common 5 stage process by which individuals are chosen. Using current HR models and economic theory on job description and person specification, this essay will examine the main characteristics of the selection process and how these are applied in organizations, such as “Lloyds TSB,” “ScottishPower,” and “Enterprise Rent-A-Car.”
For many, personal morality is something left unexamined except in difficult situations which runs contrary to Socrates great admonition. The prophet Isaiah wrote, “Come now, let us reason together, says the LORD.” This examination is healthy but a worthy discipline for every human being. My moral philosophy is derived from a creator God revealed through the person of Jesus Christ as revealed in the Bible.
Some people can’t get hired because they don’t have an education and they are not qualified to do the work required. Most companies call a person’s references and if they don’t have a good work record they are not likely to get hired. Employees will always hire the most qualified person based on their resume, or brief account of one’s education and professional experience.
At my organization, the City, managers look to HR to provide effective staff. Managers at the City are often employees who have worked their way up the career ladder and achieved promotions through proven skill, education and ability. They are not schooled in the field of human resources. The managers rely on HR to help satisfy staffing needs for departments and to help determine how best to use existing human assets. HR can determine if existing staff can be used, create a business case for a new position or job description and develop processes for identifying suitable employees. The expectation is that HR be able to identify qua...
Collective security is one type of coalition building strategy whether global or regional in which a group of nations agree not to attack each other and to defend each other against an attack from one of the others, if such an attack is made. The principal is that "an attack against one is an attack against all." It differs from "collective defense" which is a coalition of nations which agree to defend its own group against outside attacks. It can also be described as a system where states attempt with its use to prevent or stop wars. Examples of Collective defense are NATO and the Warsaw Pact .The United Nations (UN) is the best example at an attempt at collective security. Many nations enter into such an agreement in an effort to maintain the status quo and to secure their best interests. Collective security is achieved when states come to an agreement on the need for same. As a result an international organization is formed under the rules of international law. The collective security organization then becomes an arena for diplomacy, balance of power and exercise of soft power. The use of hard power by states, unless legitimized by the Collective Security organization, is considered illegitimate, reprehensible and needing remediation of some kind. This idea of collective security was posited by people such as Immanuel Kant and Woodrow Wilson. There are a few basic assumptions as it relates to collective security, including , In an armed conflict, member nation-states will be able to agree on which nation is the aggressor another basic assumption is that each member state has freedom of action and ability to join in proceedings against the aggressor. Also of great importance is the fact that all member nation-states are e...
...n process is very important for an organization to hire new members, as employees need to select the right person to do the right job. Therefore, employees need to read through applicant’s document and qualifications, hence organize an interview to be more close with the applicant, to know more about the applicants, see if they are suitable for the job position. Selection process can help the employees not to make wrong decisions, this is a good opportunities to assess skills, aptitude and abilities. (John, 2007)
As I reach the seemingly boring age of 19, I am able to look back and reflect on how my choices in the past have gotten me to where I am today. One of the most significant decisions I have made in my life was to minimize my friend group. Now, losing friends is something you hear about before you even hit junior high. The common phrase is repeated over and over again, when referring to high school, “You find out who your real friends are.” As a scrawny little freshman, with no sense of reality, I refused to believe that that phrase would ever apply to my life. The end of my sophomore year is when my then, sixteen-year-old self, realized that that overused phrase was more relevant to my life than I wanted it to be. So I did something about it.