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Literature review topics on organizational diversity
Literature review topics on organizational diversity
Literature review topics on organizational diversity
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Introduction
Founded in 1991, Riordan Manufacturing, Inc. is an industry leader in the field of plastic injection molding. With a current total workforce around three hundred employees and a turnover rate that increased from 3.7% in 2002 to 8.8% in 2004, it is obvious that Riordan's three recruiting team members are very busy. This paper will evaluate the staffing strategies currently used by Riordan's recruiters for efficiency and legal compliance. In addition, the paper will consider what staffing needs Riordan may have in the future to determine if their current strategies can be used or if they will need to evolve based on the growth of the company.
Riordan Introduction
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Riordan Recruitment Strategy
Riordan's management team realizes that the company's most important asset is their employees. HR's proactive approach to recruiting the best and brightest candidates will help to provide future leaders for the company as they continue to grow. Riordan currently uses the following methods for their staffing needs:
1. Analyze every position within the company and establish future needs based on retirement age of the incumbent and future growth impacts.
2. Analyze the diversity of the positions within each occupational group. Although the company does not have an affirmative action plan, it would be prudent to establish the fact that diversity helps the company grow.
3. Develop a mentor program by first selecting and training veterans of the company and then pairing with protégés that are company fast-trackers.
4. Using the established job analysis on file to develop job postings for internal and external candidates.
5. Establish relationships with the employment contacts with all colleges within the area to establish communications of company job needs.
6. Develop newspaper articles detailing future job opening, include company benefits and adding educational reimbursement for certain situations.
7. Meet with company's Information System's manager to create web announcements of job openings.
8. Create an employee pool with the applicants submitting for consideration for job openings.
9. Conduct background check immediately following accepting application from an applicant that there is an interest in.
10. Conduct interviews of applicants passing background checks.
11. Narrow candidate pool to three candidates and submit names to the department heads for final selection.
12. Hire and provide orientation for new hires.
13. Monitor the process. (Sullivan, 2006)
The process above provides the steps needed to recruit proactively which will better serve the company now and as they grow. At this time HR makes recommendations based on attrition, correcting the imbalance of diversity within the corporate office. All other areas of the company show a very strong make-up of diverse groups.
Still in the preparatory stage, review the details given in the vacancy and match up your skills to what they are looking for in a candidate. Pick out ...
Response: The process consists of screening and interviewing potential candidates through online posting boards and third party listing sites. Once a candidate pool is acquired the top qualified individuals are passed onto the Directors of the respected department. Once the candidates resumes are reviewed they are called in for a first round interview. Members present at the interview at the department heads and the CEO/Executive Director of the organization. A second and third round interview is conducted to narrow down the candidates based on strategic questions.
...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.
Objectives (job description, number of positions needed, type of applicants: level of education, experience and knowledge, etc.),
Before hiring the best candidates for an organization, it is important to assess the needs of the organization. The HR department can begin by organizing a meeting along with stakeholders and departmental managers to brainstorm and to develop a structured plan to decide what are the needs for each department. The committee should develop an organization of the organization detailing all the positions needed and to whom people need to report.... ... middle of paper ...
Hire the right people first time around for profiles and reduce the risk of bad hires.
After the need for the job is recognized and a job description is generated the recruitment process can begin. There are two types of recruitment, internal and external. Then the selection process starts with the application, formation of a search committee, reviewing of applications, a short list is developed, interviews are conducted, references are called, and the job offer is made to the final applicant. The recruitment process has changed significantly over the last 15 years with technology becoming more advanced and organizations using more creative ways to recruit new
Within all techniques, attracting a diverse set of applicants is extremely important. “Whether an organization adopts an active or passive diversity strategy, there are several ways that workforce diversity should be taken into account in the staffing planning process” (Heneman lll, Judge , & Kammeyer-Mueller, 2012). Using the different techniques will enhance a diverse pool of applicants.
With over 36,000 employees, Dell is a member of the rapidly changing and expanding computer technology industry. This industry had achieved enormous growth in the last decade. Dell’s stock rose 29,000 percent in the 1990’s and as of the second quarter in 1999; Dell was tied for first place in the market. Dell faces stiff competition from technology giants such as IBM, Hewlett Packard, and Compaq. With such robust expansion in the technology industry and the economy, it is becoming increasing difficult for companies such as Dell, who experienced a 56 percent growth in workforce in 1999, to fill positions with quality applicants. Dell is currently seeking applicants for positions in sales, corporate finance, engineering, manufacturing, and most especially, information technology. Dell currently hires approximately 2000 employees a quarter. With such rapid growth and expansion the temptation surfaces to simply fill a position with a body. “Unless you have a good process in place, you run the risk of not always hiring the best people. There can be a tendency to say ‘We need people so badly, a fresh body is better than no body,’” as summed up by Steve Price, vice president of human resources for Dell’s Public and Americas International Group. To avoid this scenario, Dell has created a web-based Organizational Human Resource Planning (OHRP) process. These processes help a business unit focus on and anticipate growth and staffing needs. In addition the OHRP process allows managers to do their own succession planning, identify key jobs, and formulate competency planning and employee development. The OHRP process also tries to pick out qualities new employees will need by analyzing the skills and qualities of current top performers.
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
To make themselves best and top choice, an organization has to adopt better and efficient recruitment process. As an employer to be acknowledged in the employment business, the recruiter should target the cutting edge approach of inviting applicants, estimating and describing job profile and finally creating a brand image for themselves. As a result, it is an organization’s obligation for the top management to search better candidate and develop an effective recruitment process and play an important role in organizations productivity and success in future (K, 2010).
Recruitment: The aim of such a policy is to ensure that a transparent and unbiased selection process is followed. Consistency is required in the recruitment processes by using a pre-determined process helps reduce the risk of discrimination and builds credibility. Unfortunately there are still too many employers who run unstructured interviews. I prefer recruitment interviews for key leadership positions to be behavioral based interviewing, competency based interviewing, and techniques assessments that focused on results. I encourage the best candidate based on merit and fits the organization values and goals.
Some global companies, will put great emphasis on the process of selecting and orienting new recruits for the different field for example executive leadership and front line sales. However, there are a lots of pitfalls that many organization include Lush would fall into when making recruitment and selection.
Despite today’s weak job market, competition for viable talent based on skills and knowledge is still one of the biggest concerns employers have. In most instances, employers certainly believe that these dimensions are very crucial when it comes to predicting the success of a potential hire. Therefore, you need to ask yourself if you possess the required skills and knowledge to handle the job at hand and become a productive employee within a reasonable amount of time. For an employer who wouldn’t like to spend more money training a new hire, demonstration of skills and knowledge concerning the job through analysis of previous employee experience is indeed a vital conce...
When the candidate accepts the offer, then some sort of physical examinations that may especially contain drug and alcohol abuse tests must took place, to make sure there will be no issues that can affect his/her work performance.