Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
Describe 5 importance of organizational structure in an organization
Key terms of organizational structure
Key terms of organizational structure
Don’t take our word for it - see why 10 million students trust us with their essay needs.
A vital factor in organizational structures is to have a strategy for training employees. Arrow Electronics, with their initial sprout program, targeted an audience with valid credentials, however, their failure was due to flaws in their planning. The training program can only function correctly if the recruiting process in place is efficient and reliable. The training program should provide clear goals for the employee and welcome feedback from them. Employees should be involved in decision making and recognized as a valuable resource for the company.
Recruitment is an important tool in the selection process for any company looking to hire the best. The old program targeted freshly graduated college kids and Arrow did this to upgrade the professionalism of their salesforce. However, the program encountered many problems due to lack of skills specific to each location and the insecurity of old employees, stemming from new recruits holding stronger credentials. Arrow should screen new recruits because it is more profitable when the stakes are higher and small differences in talent can lead to large differences in productivity such as in sales. Developing and implementing multiple screening is an effective strategy in order to sort applicants, from the low skilled applicants compared to the high skilled applicants. A common misconception when recruiting is judging an applicant’s behavior as true or a façade to acquire the position. With multiple phases of screening, it will signal applicants that have high confidence in their abilities to strive for the position and repel those who do not.
Screening should be done to stymy adverse selection, which arises due to asymmetric information between parties. To mitigate this problem, Arrow ...
... middle of paper ...
...lls into the trainees; however, these acquired skills will be applicable solely to Arrow because they are learnt them through real life situations.
Secondly, new employees won’t be seen as a threat to veteran employees, instead they will create competition and motivate the entire workforce to work harder to increase productivity. This is accredited to the equality of opportunities created by continuous evaluations performed on employees to distinguish between those prepared for larger responsibilities and those who are not. Furthermore, the majority of the training will be completed by previous employees, which will reinforce Arrows promise to creating opportunities and remaining loyal to veteran employees. In conclusion, the new training program assures employees a higher compensation, equal opportunities and practical knowledge to achieve Arrows goals.
The training and development of employees in William Hill is imperative for the performance or the company as they are in a competitive market. William Hill has to inform workers to be aware of surroundings in the area that they work. Training and Development Training Training is essential for both employees and employer if they want to be effective within the organisation and also for a company like William Hill to stay competitive within their market. The reason why training is important to employees is to enable them to achieve their maximum potential in their current position, it is needed also to develop them to create further opportunities within the organisation because employees are likely to be better educated and become multi-skilled. Training should be ongoing within William Hill in developing the employee’s skills within the business.
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...
This method also empowered the employees giving them an opportunity to increase their skill levels and an opportuni...
Recruitment strategies for the company will be arranging the group interaction with talented and interested candidates, handpicking the dream candidates, actively searching the profiles of each candidate, attracting the candidates through different attractive offers (Cohen, & Cohen, 2007).
It is estimated that “large organizations spend an estimated 7 percent of their external recruitment budgets on applicant tracking systems”(Phillips & Gully, 2015, p. 372), but these organizations are conscious technologies such as PeopleSoft, SAP, and Oracle will not only reduce the cost but will also increase the speed of the hiring process and improve the company’s ability to match the best candidates to each position. Through the use of these technologies, Cherns can present candidates with a questionnaire during their application process to ask care questions that pertain to the job and company values. These questions can then automatically be score and ranked by the software to present the best
Training gives members the knowledge to be successful, and with knowledge comes power to take action and change things
The University of Queensland Recruitment and Selection Manual. (n.d.). Retrieved from The University Of Queensland Australia: http://www.uq.edu.au/shared/resources/personnel/recruitment/RecruitmentandSelectionManual.pdf
Unfortunately, the development of screening tools in the selection process is not valued enough in many companies. The main goal is the selection process is to hire the best candidate that fits the job duty and or culture of the company. It is extremely important companies make the right use of selection tolls and develop them effectively.
Recruitment and Selection is the process of attracting (sourcing) and choosing (placing) candidates for employment with the desired knowledge, skills and experience to fill job vacancies against defined position descriptions and specifications. Although linked together they are two distinct functions. These two distinct functions are areas of decision-making that requires thorough attention and best practise guidelines. These best practise guidelines are primarily designed to assist in implementing effective and fair recruitment and selection processes, which will contribute to the success in appointing the best candidate.
Recruitment is a serious issue for an organization and one that ought to be afforded a considerable amount of planning in order to successfully achieve desired outcomes. Recruitment is a costly process for an organization and poorly executed recruitment can result in selecting candidates that are not appropriate for the organization. A poorly executed recruitment can also reflect negatively on the organization’s reputation, which can cost the organization solid future candidates. Due to the cost both in time and in resources, a recruitment process deserves a solid training program that covers a variety of issues. Thought should be given to the topics to be covered in a training program, aids or materials recruiters will need, practical skills to be covered in the training, the person most appropriate to conduct the training, and any additional needs to be considered to ensure the training is most effective in achieving the goal of developing strong recruiting skills.
Summary The current memo explains the need for research on the effectiveness of the ongoing training and education programs at the organization where it establishes the research problem that will be addressed by the study. The memo also creates the significance of the research to different stakeholders by identifying the advantages that will emerge from the execution of the current research. There is also the review of the secondary and primary research approached that will be conducted on the proposed study and some of the research findings that can be used in resolving the research problem. With your permission, I would like to research the effectiveness of the current education and training programs in enhancing the performance of organization
This strategy will be beneficial not only to employees, but also for the company because it helps reduce company compliances. The third strategy will be training/ learning activities. Employees will receive extensive training to prepare them for their desire position. Training will consist of activities that will help employees learn the material and technology better. Employees will be given an assessment at the end of training to test their knowledge and give them feedback on how they can improve.
Therefore, it is very important for the company to invest and encourage the employees to attend training, so that every employee could know how to properly perform more than one or two steps when building the
Managers and higher heads should make it their duty to keep each member of the organization abreast of all the operations of the business and the goals to be met. During the recruiting and training process of a job, there should be an orientation section that not only welcomes the new employees to the organization but also informs them of the values and goals that should be met. When employees are educated about the standards of the company, they will aim to reach similar levels. They will be eager to learn new techniques and accept responsibility. Furthermore, communication about the policies set for the expected behaviour among the staff is vital for the total efficiency and effectiveness of
By understanding the organizational needs not individual, development of the training process begins. This requires identification of critical skills need for the organization to maintain competitiveness and remain successful. By placing the future needs of the organization in perspective, the next step in the development process consists of evaluating the current workforce and establishing how the existing skills knowledge and abilities fit into organizational goals. Through engagement, explanation and expectation everyone knows up front what standards are expected, individuals are involved in the decision making process that affects them and explanation provides a forum for understanding final decisions providing clarification of penalty for failure. (AIU Online, 2006)