Staffing/Recruitment

In: Business and Management

Submitted By lacarlton
Words 1186
Pages 5
HRM 470-52 Organizational Staffing Principles and Practices Staffing/Recruitment program Capstone

University of Michigan

September 4, 2011

Contents Executive summary 3 Background of the company 4 Identification of six staffing/recruitment strategies 5 Identify research tools used to determine current background information 6 Identify best practices 7 References 8 Appendix 9

Executive summary
Successful recruitment involves several processes which involves development of a policy of recruitment and retention and determining the current and future need of the organization. The University of Michigan has set these policies in place in order to recruit and retain the best faculty and staff.
“Diversity matters at Michigan. It is a core value of our distinguished university and a key factor in assuring the excellence, inclusiveness, and welcoming environment that make Michigan a great place to work and learn. Their web site has been created to demonstrate the University of Michigan’s commitment to ensuring diversity in recruiting, selecting and retaining a diverse and highly engaged staff community”(University of Michigan, Diversity, 2011). The University of Michigan’s recruitment site is based on a six-step process which I have listed below. Their website provides a wealth of tools and resources provided to guide their staff in recruiting and retaining valued staff members who will contribute their ideas, experience, and talents to making the Michigan Difference. 1. Building Awareness and Knowledge 2. Developing Your Recruitment Strategy 3. Investigating Sourcing Options 4. Creating and Assessing the Diversity of Your Candidate Pool 5. Screening and Selecting the Right Candidate 6. Planning for Employee Onboarding and Retention

Background of the company

In order to provide exceptional patient…...

Similar Documents

Recruitment

...Recruitment Strategy and Job Offer Process HRM/548; Recruitment and Retention Practices Recruitment Strategy and Job Offer Process Organizations such as education, business, and engineering use diverse recruitment techniques to transform operations and the demand for employees vary depending on direction of company. This paper addresses how business establishments use recruitment strategy to fill job vacancies. In addition, in the paper is a suggestion that would be the best recruitment strategy to achieve the goal of drawing qualified personnel from within this industry. Finally, a detail approach to offering a position to an applicant Recruitment Strategies Recruitment is deciding on the need for personnel in one or more job openings. It is essential for a company to recognize whether an open or targeted recruitment strategy is effective, and to understand which one will succeed in meeting the company’s requirements. For instance, if a company has to fill more than 35 vacancies, the only true option for it is to choose an open recruitment policy. The open recruitment policy helps in attracting a number of applicants, including an assorted group of people (Heinemann & Judge, 2009). In this way, a pool of employees with differing standards of knowledge, skills, aptitudes, and other characteristics (KSAOs) from which they can select to fill vacancies. Hiring via newspaper, television, job fairs, radio, and media channels will attract numerous candidates to......

Words: 936 - Pages: 4

Recruitment

...Job Advertisements One of the most common recruitment methods for businesses is job advertisements placed in local and national print and online publications. The key is to advertise in places that are more likely to attract the kinds of candidates sought by the company. For example, technical businesses tend to advertise in specific trade publications and websites with high traffic rates. Advertisements and promotions typically include important information such as the location, job title, description, compensation package and instructions on how to apply for jobs. Internal Bulletins and Personal Recommendations Businesses sometimes use internal bulletins to alert staff to positions available. Their reasons are usually twofold: to pose an incentive for those seeking advancement to apply, and to seek referrals from employees. This can be a very effective way to isolate some of the best job candidates. Both existing staff and those they refer already have a relationship with someone connected to the company. This can easily save companies time and money in their recruitment efforts. Recognizing this, some firms even offer bonuses for referrals who become employees. Employment and Recruitment Agencies Companies sometimes use employment and recruitment agencies as part of their staffing strategy. An employment agency can save businesses the hassle involved with the initial screening of outside resumes, assessing qualifications and testing, and checking references.......

Words: 283 - Pages: 2

Staffing

...QUESTION: Why is staffing critical to organization performance? SOLUTION: “Staffing is the process, through which competent employees are selected, properly trained, effectively developed, suitably rewarded and their efforts harmoniously integrated towards achieving the objectives of the business.” Staffing has been an important aspect in an organization’s performance. They are: 1. Staffing enhances other managerial functions: The Staffing function is very closely related to other managerial areas of the business. It influences the direction and control in the organization. The effectiveness of the other managerial functions depends on the effectiveness of the staffing function the organization performs. 2. Training and development: Staffing in an organization provides training and development to the employees and enhances the employees to work effectively and this in return enhances the performance of the organization. 3. Effective coordination: The Staffing function in the organization helps to build proper human relationships in the organization. An Effective human relation is the key to better communication and coordination of managerial efforts in an organization. This enhances the performance of the organization. 4. Effective recruitment and placement: Staffing provides effective recruitment and placement which selects the right person for the right job which enhances the performance of the organization by having or selecting talented employees for......

Words: 431 - Pages: 2

Recruitment

...prospects will be to advertise with an external company that will be able to attract the quality of applicants that the school’s needs, such as krgstaffing.com “Strategic and Tactical Services, every business today needs solutions to staffing challenges. At Key Resource Group our professional staffing consultants have the right answer at the right time” (KRG, 2006). The price that we will pay to this company will be $3000 in order for them to advertise the position within the colleges in the city for 30 days and outside colleges for a week. There are college placement offices around the city that we will be using to advertise the position and that will come at the price of $4000 for four different offices that will be able to advertise for the quality of applicants that we are seeking, the total cost of finding the right person for the position will be $10,000 total, this quality of exposure will guarantee the pool needed and the will generate the faculty member that the college needs. A job analysis needs to be done to pick the best candidate who would best serve as member of the faculty team for the college also, to ensure that a realistic message is portrayed for the position without leaving and taking too much information out of the position recruitment of a faculty member needs to be done with all the information of the college, location and competitive salary upfront in order to ensure that we have a low turnover rate of the new prospect and to retain and to attract......

Words: 1442 - Pages: 6

Staffing

...Staffing Paper University of Phoenix Facilitator: Justin Doane MGT/431 Katrece Wade August 2, 2010 In this paper, I will develop a plan for Dell’s computer company, determine how many people is needed to hire and in what functional areas, such as manufacturing, operations, customer service, distribution, marketing, and accounting. I will also develop strategies to recruit the appropriate applicants. I will finally include a discussion of how the strategy is legally compliant. Dell was founded in 1987 by Michael Dell in order to directly serve their customers with computers that meet their needs. The company was called PC’s Limited and he was still a student at University of Texas. In the year of 1987, Dell came out with their very first computer called the Turbo, which had an eight mega hertz processor. The major goal was to produce personal computer systems that were IBM compatible and were produced or entirely stock parts. The company grossed 73 million dollars in the first year. The company went public in 1988 offering shares of stock for $8.50 a piece. The first Dell laptop made its debut in 1991 and by 1993; it became one of the top five computer companies in the world. By 1995, those $8.50 shares of stock were worth $100. The progress of the business was rapid and in 1997, Dell had shipped its ten million systems. In the Industry Identifications both manufacturing and consumption, Asia/Pacific represents the most dynamic region of the worldwide PC......

Words: 1240 - Pages: 5

Staffing

... Chapter 01 Staffing Models and Strategy The Nature of Staffing   True / False Questions   1. Human capital refers to the knowledge, skill, and ability of people and their motivation to use them successfully on the job.  True    False   2. For the average organization, employee costs (wages or salaries and benefits) are under 10% of its total revenue.  True    False   3. Staffing is the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization's effectiveness.  True    False   4. Acquisition activities involve external staffing systems that govern the initial intake of applicants into the organization.  True    False   5. Internal staffing systems work in fundamentally different ways than external staffing systems.  True    False   6. Organizations should attempt to eliminate all employee turnover if at all possible.  True    False   7. Employee turnover does not represent a significant cost to most organizations.  True    False   8. Staffing is more of a process than an event.  True    False   9. Staffing the organization requires attention to both the quantity and quality of people brought into, moved within, and retained by the organization.  True    False   10. Staffing systems exist primarily to fill specific vacancies, and are not closely linked to overall organizational profitability and growth.  True    False   11. Quantity or quality labor shortages can mean lost......

Words: 3837 - Pages: 16

Recruitment

...Police Chiefs Desk Reference 14 Recruitment & Retention of Qualified Police Personnel A Best Practices Guide 14. Recruitment & Retention Best Practices Guide International Association of Chiefs of Police Services, Support and Technical Assitance for Smaller Police Departments Recruitment and Retention of Qualified Police Personnel by Chief Jack McKeever & Lt. April Kranda (Ret.) This project supported by a grant from: BJ A Bureau of Justice Assistance Office of Justice Programs U.S. Department of Justice Police Chiefs Desk Reference Best Practices Guide for Recruitment and Retention of Qualified Police Personnel By Chief Jack McKeever, Lindenhurst, Illinois Police Department and Lt. April Kranda (Ret.) Fairfax County Police Department The IACP is working with the Department of Justice, Bureau of Justice Assistance, to provide Services, Support and Technical Assistance to Smaller Police Departments. The project Advisory Group, comprised of chiefs from smaller police departments around the country, identified Recruitment and Retention of Qualified Police Personnel as one of the most challenging issues facing smaller police departments. This document contains suggested best practices provided by our authors and by the many chiefs form smaller departments who have attended our symposiums. Introduction One of the greatest challenges facing law enforcement organizations today is the successful recruitment and retention of highly qualified employees. Community safety......

Words: 5147 - Pages: 21

Recruitment

...RECRUITMENT PROCESS AT TMI GROUP Talent Management Inputs & Services Pvt.Ltd.,Begumpet B.Megha Reddy       [pic] Project Report Submitted To Dhruva College of Management In Partial Fulfillment Of PGDM Program (2013-2015 DECLARATION I do hereby give the undertaking that the present study is a bona fide work and I have not submitted it for the award of any degree or diploma in any college or University.  (Full signature)  B.MEGHA REDDY ACKNOWLEDGEMENT A Good start leads to a Fine end. The ideal way to begin documenting this project work would be to extend my earnest gratitude to everyone who has encouraged, motivated and guided me to make a fine effort for successful completion of this project. I would like to thank Aparna Reddy.B Manager-HR, Ganeshan Madhavi Assistant Manager-HR, Sowmya.G Executive-HR of TM Inputs & Services Pvt. Ltd. for giving me an opportunity by taking me as an internee in their organization. This proved to be a very good learning experience for me, where I could get an exposure to all the aspects of real time Core HR activities. I am very thankful to Dr.U.B.Raju, Dean of Dhruva College of Management for guiding me throughout the project. My sincere Gratitude to the College Management for...

Words: 9809 - Pages: 40

Report on Staffing Strategy & Hrp Job Analysis Recruitment & Selection Human Resource Forecasting of Texisland

...department. 1 CHAPTER 1 BACKGROUND 0F THE REPORT 2 Background of the Report 1.1 Objective of the study: i) Primary objective: The primary objective of the report is to analyze Textile industries HR functions in the light of Manpower planning and forecasting. Here, we will explore the overall staffing activities of the TEXILAND. ii) Secondary Objective: The secondary objective of this report is to know about the actual scenario of the HR practice in the Textile industries of our country. It will help us to compare our theoretical knowledge with the real HR practices.   How are job objectives/standards set by the company Various job analysis process and role of HR activities that the company is using and reasons for that    How do the companies ensure a fair and equitable evaluation Methods of internal and external recruitment How is the staffing strategies determined for each level/rank of employee Determine the gap and develop action plans for demand and supply forecasting of the organization 1.2 Scope The scope of this report is limited to the overall descriptions of the logistic firm, its services and its HRP strategy, job analysis, recruitment and selection device, human resource forecasting. . 3 1.3 Methodology In the organization part, much information has been collected from journals, brochures and web sites. All the information incorporated in this report has been collected both from the primary sources and as well as from the......

Words: 5336 - Pages: 22

Recruitment

...● TANGLEWOOD CASEBOOK for use with STAFFING ORGANIZATIONS ● ● th 8 Ed. Kammeyer-Mueller 1 TANGLEWOOD CASEBOOK To accompany Staffing Organizations, eighth edition, 2015. Prepared by John Kammeyer-Mueller Carlson School of Management University of Minnesota Minneapolis, Minnesota Telephone: 612-624-4171 E-mail: jkammeye@umn.edu Copyright ©2015 Pangloss Industries, Inc. 2215 Waters Edge Court Mishawaka, IN 46545 Tanglewood Casebook to Accompany Staffing Organizations, 8e 1 INTRODUCTION TO THE CASE CONCEPT Rationale for the Tanglewood Case Many of the most important lessons in business education involve learning how to place academic concepts in a work setting. For applied topics, like staffing, learning how concepts are applied in the world of work also allows us see how the course is relevant to our own lives. The use of these cases will serve as a bridge between the major themes in the textbook Staffing Organizations and the problems faced by managers on a daily basis. The Tanglewood case is closely intertwined with textbook concepts. Most assignments in the case require reference to specific tables and examples in the book. After completing these cases, you will be much more able to understand and apply the material in the textbook. With this in mind, it should be noted that the cases are designed to correspond with the types of information found in work environments. This means that for many important decisions, the......

Words: 11846 - Pages: 48

Staffing

...Week 4 Assignment 2: Staffing Organizations Part 2 XXXX Strayer University XXXXX Staffing Organizations August 18, 2014 Staffing Organizations Part 2 Introduction The aim of this paper will outline the strategy and recruitment plan that can be utilized to implement a strategic workforce for the coffee shop initially and throughout the next three years. The implementation and creation a communication message (realistic, brand, or targeted) to attract applicants to the open positions are executed. In addition, the selection of the communication medium for the recruitment effort and explanation as to why the method was chosen over others are addressed. The selection processes are utilized for the coffee ship and the identification of the advantages and disadvantages using the process are outlined. The paper will also propose the types of initial and substantive assessment methods are used to select external candidates for each position and explanation of how the assessments align with my staffing strategy. Identification the predictors that are used to assess KSAOs are also defined. Recruitment Plan For triumphant implementation of the recruitment plan, it is critical for the coffee shop a recruitment strategy put in place. Implementation of the strategic recruitment plan will utilize internal and external resources so that victorious work territory can be expanded with the assistance of performance based possibilities, strategic management, skillful......

Words: 1460 - Pages: 6

Recruitment and Staffing

...Assignment Week 4: Recruitment and Staffing American Public University System Abstract Human Resource Management have wide roles in organizations, and depending on the organization they may have overlapping responsibilities or they could have specific Human Resource management roles. A few of these functions are staffing, development of workplace policies, compensation and benefits administration, retention, training and development, and dealing with laws affecting employment and worker protection. The function of staffing focuses the acquisition, deployment, and retention of the organization’s workforce, and according to Heneman, Judge, & John D. Kammeyer-Mueller, (2012, p. 6) is “arguably the most critical function underlying organizational effectiveness, because “the people make the place,” because labor costs are often the highest organizational cost, and because poor hiring decisions are not easily undone”. Thus, the primary purpose of this paper is to discuss (a) what comprises a job description, the planning that goes into defining a job, (b) advantages of external recruiting, and (c) discuss which recruiting methods organization’s with low turnover rates prefer. Keywords: Job description, recruiting methods and external recruiting advantages Assignment Week 4: Recruitment and Staffing Define what comprises a job description, and what planning must go into defining a job? Heneman, Judge, & John D. Kammeyer-Mueller, (2012, p. 164) state that......

Words: 1729 - Pages: 7

Recruitment

...Unit 6 Recruitment Organisation Selection processes for organisations are usually handled by the Human resource department. It is vital to companies that the best staffs are employed in right positions. This varies with the nature of the business and size but also it is possible to identify essential stages. The recruitment process depends on the job that is available and mostly it uses the internal recruiting method. Most jobs look for an Internal Talent plan to fill the vacancies; which lists the current employees that are looking for a move either at same level or promotion. If there isn’t any suitable person internal management develop a training and development program and use internal E-recruitment method to advertise post in the organisation. Organisations often use external recruitment methods used to advertise in their public web site. They also use the external vacancy board and made applicant online for managerial positions, chosen applicants must have an interview followed by attendance centre. People interested in store-based jobs, usually approach the store with their CV / register through the job centre. Identifying company needs All companies should have staffing plan giving numbers of staff within the organisation. When a vacancy arises the impact of the vacancy is considered against the staffing plan this is because the post’s nature should change or is no longer needed. Due to changes in the business, major restructurings sometimes take place......

Words: 1560 - Pages: 7

Recruitment

...must-know activities - Provides new employees; New ideas to the organization HUMAN RESOURCE PLANNING (HRP) Before putting up or before conducting a recruitment and selection process, the first step that an Hr must do is planning. HRP is a both a process and set of plans. It is how the organizations asses the future supply and demand for human resources. Human Resource Planning determines the number and type of employees to be recruited into the organization. • WHY conduct HR PLANNING? 1. For more effective and efficient use of human resources 2. For more satisfied and better developed employees • HR Planning Process (4 Distinct Phases or stages) 1. Situation Analysis and environmental Scanning. The strategic plan must adapt to environmental circumstances, and HRM is one of the primary mechanisms that an organization can use during the adaptation process. Without an effective HR plan to support the recruitment and selection functions in the organization, it will be impossible to move fast enough to stay competitive. 2. Forecasting Demand for Employees This is estimating not only how many but also what kinds of employees will be needed. Forecasting yields advanced estimates or calculations of organization’s staffing requirements. 3. Analyzing the Current Supply of Employees/ Inventory of Manpower. This is to determine how many and what kinds of employees the company currently has in terms of......

Words: 1240 - Pages: 5

Recruitment

...significant synergies to the combined entity. The proposed merger would further improve the franchise and customer proposition offered by the individual banks.” QUALITY POLICY • SECURITY: The bank provides long term financial security to their policy. The bank does this by offering life insurance and pension products.  • TRUST: The bank appreciates the trust placed by their policy holders in the bank. Hence, it will aim to manage their investments very carefully and live up to this trust.  • INNOVATION: Recognizing the different needs of our customers, the bank offers a range of innovative products to meet these needs.  • INTEGRITY • CUSTOMER CENTRIC  • PEOPLE CARE “ONE FOR ALL AND ALL FOR ONE”  • TEAM WORK • JOY AND SIMPLICITY RECRUITMENT PROCESS AT HDFC BANK LTD. HDFC Bank is a young and dynamic bank, with a youthful and enthusiastic team determined to accomplish the vision of becoming a world-class Indian bank.  Our business philosophy is based on four core values - Customer Focus, Operational Excellence, Product Leadership and People. We believe that the ultimate identity and success of our bank will reside in the exceptional quality of our people and their extraordinary efforts. For this reason, we are committed to hiring, developing, motivating and retaining the best people in the industry. Mission and Business Strategy: Our mission is to be "a World Class Indian Bank", benchmarking ourselves against international standards and best practices in......

Words: 6845 - Pages: 28

20 der verrücktesten Dinge von Aliexpress, die dich verblüffen werden | 76 Filmes HERÓIS | Querlenker Satz Audi A4 B5 A6 C5 Vw Passat 3B 3Bg + Kombi 14-Tlg