ecruitment of a Star
Analysis of the Case Study, ecruitment of a Star

Stephen Conner, research director at New York investment banking firm ubin, Stern and Hertz (SH) must replace their star semiconductor analyst Peter Thompson quickly in order to ensure revenues form clients continues to be earned by the firm. Stephen is research director and is responsible for a significant proportion of revenue that Peter had been generating. While initially considering a counteroffer, Stephen decided to not pursue that strategy and promote ina Shea, the junior analyst reporting to Peter, to a senior analyst role to cover semiconductors immediately. Evident from the e-mails and discussions Stephen is having with other analysts, sales and members of the firm, ina is not meeting expectations. The pressure is on Stephen to hire a replacement quickly to keep the revenue stream moving, make sure one of the most strategically important clients the company has, the…...

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References

Anders, G. (2011, Oct 17). The rare find: Reinventing recruiting. Business Week,, 1.

Ezulike, G. (2012). How to hold on to your key information-technology specialists. Human Resource Management International Digest, 20(4), 21-23.

Kumar, S. (2003). Managing human capital supply chain in the internet era. Industrial Management + Data Systems, 103(3), 227-237.

Langan, S. (2000). Finding the needle in the haystack: The challenge of recruiting and retaining sharp employees. Public Personnel Management, 29(4), 461-464.

ecruitment and Selection
As Brezina (2011, p.240) cites if the Human esource department is to remain efficient and intact, the levels of teams must be consistent and allow co-operation and consultation between the line managers and the Human esource Manager. However, this is rather different in the case of ecruitment and selection as H managers, or even the external specialists can play a significant role of applying modern knowledge and expertise, for instance in making significant legal decisions about the organizations. In the perception of the organization, recruitment and selection functions as a planned coherent activity, that includes certain sequentially connected segments within a series of employee resourcing.

In broader terms, Antoniou & Cooper (2005, p. 273) provides a distinction between two words prior to establishing an apparent connection between them in the following ways; ecruitment is the procedure that managers use in generating a team of capable people expected to apply…...

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References

Antoniou, A.G. & Cooper, C. L, 2005, Research companion to organizational health psychology (p. 273), Edward Elgar Publishing.

APA, 2009, Psychological effects of unemployment and underemployment Retrieved from http://www.apa.org/about/gr/issues/socioeconomic/unemployment.aspx

Brezina, C, 2011, America's recession (pp. 4-6), The Rosen Publishing Group.

Benedict, A, 2006, 2006 Weapons in the workplace survey report. Alexandria, VA: Society for Human Resource Management.

ecruitment is a critical component of any human resources strategy. A good recruitment strategy should seek to find the right workers for the available roles within the company. For many firms, finding the right workers is essential to gaining and maintaining competitive advantage. For such companies, recruitment is essentially a competition for scarce resources, so it is necessary to outcompete rivals in order to win and sustain competitive advantage. While a basic way of explaining recruitment strategy is to "find the best people possible," a good recruitment strategy will refine this by understanding what it means to find the best people (Peterson, 2013). ecruitment strategies therefore need to be taken in the context of organizational objectives. Further, recruitment strategies need to weigh constraints as well. Most organizations must formulate a recruitment strategy with a budget in mind, and there are often constraints either external or internal relating to the diversity…...

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References

ICMR. (no date). Human resource management -- best practices at the FedEx Corporation. ICMR India. Retrieved November 16, 2013 from http://www.icmrindia.org/casestudies/catalogue/Human%20Resource%20and%20Organization%20Behavior/Human%20Resource%20Management-Best%20Practices-FedEx%20Corporation-Case%20Studies.htm#FedExs_HR_Practices

Knox, S. & Freeman, C. (2006). Measuring and managing employer brand image in the service industry. Journal of Marketing Management. Vol. 22 (2006) 695-716.

Murphy, C. (2013). FedEx makes strategic shift. Information Week. Retrieved November 16, 2013 from http://www.informationweek.com/it-leadership/FedEx-makes-strategic-shift/d/d-id/1109834?

Peterson, J. (2013). Recruiting goals and objectives. AZ Central. Retrieved November 16, 2013 from  http://yourbusiness.azcentral.com/recruiting-goals-objectives-11083.html

ecruitment and Selection
The Los Angeles Police Department (LAPD) is one of the largest law enforcement agencies in the United States, and in terms of local agencies, is smaller only than the New York and Chicago police departments. As a result, it is constantly recruiting and has not only a robust application process, but also a number of different programs and resources meant to assist applicants as they make their way through the process. To get a better idea of the LAPD's recruitment and selection process, as well as the career development programs for officers who work at the agency, one should examine the seven steps of the applications process in detail, as well as the seven rungs of the LAPD career ladder.

The first step in the application process is the Preliminary Background Application (PBA) and Job Preview Questionnaire (JPQ), which are intended to help applicants determine in they "have a…...

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References

City of Los Angeles (2012). Candidate assistance program (CAP). Retrieved from  http://www.lapdonline.org/join_the_team/content_basic_view/23954 

City of Los Angeles Personnel Department. (2011). JoinLAPD: Academy training. Retrieved from  http://www.joinlapd.com/academy.html 

City of Los Angeles Personnel Department. (2011). JoinLAPD: Prepare for the tests. Retrieved from  http://www.joinlapd.com/application.html 

City of Los Angeles Personnel Department. (2011). JoinLAPD: the LAPD career ladder.

The recruiter must understand why people take jobs with organizations "(Human esources Management - ecruiting / Staffing ). In other words, the recruiter as well as the placement officer must have a certain degree of psychological expertise in order to make correct decisions about employee selections.
Coupled with this is a growing awareness and ethos in the arena of human resources as well as in the business world in general of the importance of the individual in the company. As one critic puts it, " More than ever before, organizations are of the belief that their people are a significant differentiator -- that they are the business" (Human esources Management - ecruiting / Staffing ).

The recruitment philosophy in a business or organization can also involve many aspects and offer numerous possibilities and choices. For example, the policy decision about recruiting internally or externally. This refers to the decision whether to…...

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References

Drucker, P.F. (1992) the new society of organizations. Harvard Business Review

(September -- October), pp. 95 -- 104.

Clarke, H.W., & Layman, M. (2004). Recruitment: Tools, Tips and Practical

Application. Corrections Today, 66, 80+. Retrieved March 10, 2010, from Questia database:  http://www.questia.com/PM.qst?a=o&d=5006792613

ecruitment
Increasing Level Participation Clinical Trials Delays completion a clinical trial typically caused lack patient availability. In fact, studies 10% eligible patients participate clinical trials.

ecruitment: Methods and challenges

One of the most common recruitment strategies when soliciting individuals to participate in experiments is offering financial compensation through general advertisements on the web, radio, or in other publications. Financial compensation encourages individuals to participate in clinical trials and other types of research studies because it compensates them for the loss of job income, as well as for any possible risks that might be posed by the experiment. For individuals who are between jobs, or for college students, money can be a significant motivator to encourage them to participate.

One experiment specifically comparing the response rates "emphasizing pecuniary and the other non-pecuniary benefits of participation" of a study found that "the former resulted in higher response rate and the strength of this treatment effect was…...

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References

Geurts, M., & Blowers, L. (2009). Global subject recruitment. Applied Clinical Trials, 18(3),

S17-S19. Retrieved:  http://search.proquest.com/docview/201533236?accountid=10901 

Hussain-Gambles, M. (2003). Ethnic minority under-representation in clinical trials: Whose responsibility is it anyway? Journal of Health Organization and Management, 17(2),

138-43. Retrieved:  http://search.proquest.com/docview/197365932?accountid=10901

ecruitment
The first aspect of the training plan is the budget. The organization has an expected net revenue of $1.3 million. The current workforce is 650 people. There will be 20% turnover, and 20% expansion, meaning that there will be 260 new people that will need to be trained. This means that the training cost per employee needs to be fairly low, in order that the company can remain profitable. For example, a cost of $100 per person will cost the company $26,000, which will probably be noticeable on the bottom line. With only $300,000 more in revenue, the new people will only generate an incremental $2,300 per employee, which means that the company will need to get them up to speed quickly so that they can be more productive -- and the company also needs to ensure that turnover is reduced as well.

The customer is located in Arizona -- the…...

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References

Moser, K. (2005). Recruitment sources and post-hire outcomes: The mediating role of unmet expectations. International Journal of Selection and Assessment Vol. 13 (3) 188-197.

US Census Bureau. (2014). Arizona. Retrieved November 23, 2014 from http://quickfacts.census.gov/qfd/states/04000.html

Wilson, T. (2007). Weak ties, strong ties: Network principles in Mexican migration. Human Organization.. Vol. 57 (4) 394-403.

ecruitment and Selection Process
Piotrowski, C. & Armstrong, T. (2006). Current ecruitment and Selection Practices: A National Survey of Fortune 100 Firms. North American Journal of Psychology, 4(3), 489-496.

Major Thesis

In recent times, opinion has largely been split on whether organizations should adopt emerging personnel selection methods or stick to the time-tested selection process. Of particular concern is the utilization of online testing as well as the Internet personality testing approaches when it comes to selection. It can be noted that the attempt by some companies to adopt emerging personnel selection methods has largely been informed or driven by the growing popularity of the Internet in recent times. In that regard, the internet is increasingly being viewed as a technological application whose adoption could be critical when it comes to bringing down costs associated with the recruitment and selection process.

According to the authors of the above article, not all research features have…...

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References

Bohlander, G.W. & Snell, S. (2007). Managing Human Resources. Cengage Learning.

The hotel's website should also have a section for job postings as well. Other cutting edge options are building real time conversations with hiring managers into the process, sending information through non-email methods, and tying the employment brand to the consumer brand (EBO Editor, 2009, b). There could be backlash, however, among internal candidates if they no longer receive seven days to apply before an external search is begun. This may have a demotivational effect on internal candidates.
The internal hiring strategy can be improved with managers improving their knowledge of employee competencies. Such competency-based hiring allows firms to identify internal candidates who may otherwise not apply because they are weak on a technical skill (No author, 2007). This will require a review of existing employees, and all new employees. This step is less feasible than some of the other recommendations given the current economic environment, but is a good…...

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Works Cited:

Bonn, M. & Forbringer, L. (2002). Reducing turnover in the hospitality industry: an overview of recruitment, selection and retention. International Journal for Hospitality Management, Vol. 11, 1, 47-63.

Sullivan, J. (2006). 12 best recruiting practices to copy. Ere.net. Retrieved November 5, 2009 from  http://www.ere.net/2006/09/25/12-best-recruiting-practices-to-copy/ 

Sullivan, J. (2008). Best practices in recruiting: 2008 ERE award winners. Ere.net. Retrieved November 5, 2009 from  http://www.ere.net/2008/04/07/best-practices-in-recruiting-2008-ere-award-winners/ 

Huselid, M. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal. Vol. 38,3,635-872.

Firstly, the professors in the nursing schools should use gender-neutral language, since addressing nurses as she sometimes makes the male students to doubt their career. Therefore, there should be gender-neutral image. It is also very significant that male and female students share the same learning experience. Irrespective of the efforts of the nursing schools in such direction many of the nursing programs put substantial discriminatory barriers in the field of clinical experience. Moreover, many male students still fear that examining a female student may give rise to the claim of inappropriate touching. The classroom teaching therefore, should cover the basic elements of appropriate touching. He advocates the nursing faculty to visualize for common signals of stress in their male students such as change in attitude, grades or that of attendance. (Williams, 2006)
It has increasingly been realized that nursing has missed the opportunity of being a stronger as well as…...

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References

Eveloff, Dani. (August 11, 2003) "Males in Nursing

Game Over: Nursing is NOT just a Female Profession"   Accessed 10 November, 2006http://www.nursingschools.com/articles/malesinnursing/ .

Hart, Karen. A. (November/December, 2005) "Study: Who are the Men in Nursing?   Accessed 10 November, 2006http://www.nsna.org/pubs/imprint/novdec05/imp_nov05%20breakthough.pdf .

Men in Nursing" The University of Iowa College of Nursing Accessed 10 November, 2006http://www.nursing.uiowa.edu/students/men.pdf.

The following list of key competencies would represent the initial selection criteria:

1.

Assist in developing and monitoring the Department's budget.

2.

Work with all levels of management to develop budgetary needs of existing and new activities, including analysis and forecast of revenue and expenditure trends and program modifications.

3.

Prepare written and oral summaries of base budget increases and/or reduction options and summarize into required budget format.

4.

Assist in the development of budget packages, current service level exceptions, fund shifts, narratives and program option package detail reports.

Would you use any employment tests? Which ones? For which KSAs? Why?

Because this is a degreed position, no employment tests would be administered.

Develop a set of 6-8 interview questions (e.g., behavioral, situational, etc.) to ask so you can determine if the candidate has the KSAs required to perform the job and if they would be a good fit for the organization.

A useful way to gain further insights into a given…...

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References

Arthur, D. (2006). Recruiting, interviewing selecting and orienting new employees. New York:

AMACOM.

Davidson, M. J & Fielden, S. L (2003). Individual diversity and psychology in organizations.

Hoboken, NJ: John Wiley & Sons.

Instead, by using such technology as the IM program, the airline is able to become "more flexible and adaptive while focusing on their core business."
This idea of outsourcing is not unique to the airline industry and often times does not necessarily mean outsourcing to a computer program. Many of the airline industry's traditional jobs are now being outsourced to private companies. For example, such services as food services, maintenance and even ticketing are being outsourced to private companies that specialize in these services by contractual agreement. This trend clearly effects the airline human resources manager's role in that instead of working to recruit, train and supervise multiple departments internally, they now have the role of receiving bids from private independent contractors, working with the legal team to develop a contractual agreement, and then ensuring that the private contracted company is meeting the general need of the airline by working…...

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Bibliography

Behune, Gordon. (1999): From Worst to First: Behind the Scenes of Continental's Remarkable Comeback. New York: Wiley, John & Sons, Inc.

Flouris, Triant G., Oswald, Sharon. (2006): Designing and Executing Strategy in Aviation Management. Ashgate Publishing, Ltd.

Freiberg, Kevin, Freiberg, Jackie. (1998). Nuts!: Southwest Airlines' Crazy Recipe for Business and Personal Success. New York: Bantam Doubleday Dell Publishing Group.

"IBM and American Airlines Sign Human Resources Services Agreement." Red Orbit Breaking News. 2 March 2007.

Recruitment and Selection Process in Interviewing
Anyone who has ever hired an employee -- or, for that matter, anyone who has ever been hired for a job -- is aware of the fact that there is often a very poor fit between the newly hired person and the job. his is often true despite the best efforts of the person tasked with the hiring, and despite careful consideration of past employment records, the training and education of the worker, recommendations, background checks, and various tests that may be given to the person during the interview process.

People hired for jobs for which they are not suitable cause a number of problems for the company, which may well invest a considerable amount of resources in the person hoping to correct the problems that arise from a bad fit between position and employee, only to have to fire the person in the end (which…...

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The solution to such problems -- for both the company and the applicant -- is to put into place a hiring system that facilitates the best possible fit between the needs of an employer and the strengths that an applicant can bring to the position. This paper examines one of those techniques, that of the one-on-one interview. This technique can also be used in other forums, including a range of scholarly work, for its purpose -- to fit a person about whom an interviewer knows relatively little into a position that is significant to the interviewer -- is a highly useful one in a number of circumstances.

This interviewing technique is generally referred to as the recruitment and selection technique, and both of these aspects of the process are equally important. The general utility of a method that successfully targets the best possible employee is described by Schmidt and Hunter (1998):

From the point-of-view of practical value, the most important property of a personnel assessment method is predictive validity: the ability to predict future job performance, job-related learning (such as amount of learning in training and development programs), and other criteria. The predictive validity coefficient is directly proportional to the practical economic value (utility) of the assessment method & #8230;. Use of hiring methods with increased predictive validity leads to substantial increases in employee performance as measured in percentage increases in output, increased monetary value of output, and increased learning of job-related skills (p. 262).

ecruitment From Different Backgrounds
"The global competition facing many organizations today as well as the changing demographics of the workforce and global skill shortages have made recruitment a top priority. An organization must attract qualified candidates from a variety of backgrounds and differing work experiences."

In the past, recruitment consisted of a simple method of talking to a potential employee over a cup of coffee and discussing the advertised job in an informal manner. This simple method is certainly not too old-fashioned and it works in many situations today as well. However, many organizations today have become multi-national, and the increasingly globalized world, with high-tech communication means, requires that recruiters develop more effective and efficient methods of recruiting job-seekers from all available sources, different backgrounds, including those who may face additional barriers in searching for jobs (women, minorities, older workers, and people with disabilities), and stay competitive in advertising their companies. This…...

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References

Buckley, P. et al., 2004. The Use of an Automated Employment Recruiting and Screening System for Temporary Professional Employees: A Case Study. Human Resource Management, 43(2/3), pp. 233-241.

Cober, R.T., Brown, D.J., Levy, P.E., 2004. Form, Content, and Function: An Evaluative Methodology for Corporate Employment Web Sites. Human Resource Management, 42(2/3), pp. 201-218.

"Hiring People With Disabilities Can Be An Asset" 2009, OfficePro, 69, 8, p. 6, Business Source Premier, EBSCOhost, viewed 24 December 2010.

Ho, C., 2007. A Framework of the Foundation Theories Underlying the Relationship Between Individuals Within a Diverse Workforce. Research and Practice in Human Resource Management, 15(2), pp. 75-91.

" Candidates have to undergo personal interviews, medical examinations, "counterintelligence-scope polygraph examination," urinalysis test to screen for possible illegal drug use, and other procedures that the agency finds necessary to meet suitability, security and other educational, technical and work qualifications. (Carland; Faber, 2008); (ichfield, 2007)
Amongst all civilian federal agencies, one of the most recent ones is the Department of Homeland Security -- DHS which deals with Homeland Defense. This agency was created in 2003 by President George Bush as a response to the 9/11 attacks in 2001 and was meant to deal with security programs and domestic policing. According to the former President, this department was meant to carry out four main tasks: emergency and disaster preparedness, transportation and border security, centralized storage and analysis of potential threat information supplied by other federal agencies, and development of countermeasures for biological, nuclear and chemical warfare. This department was supposed to consolidate…...

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References

Carland, Maria Pinto; Faber, Candace. (2008) "Careers in International Affairs"

Editorial Board, WSW. (2002) "Bush's new Department of Homeland Defense: the scaffolding of a police state" Retrieved 14 March, 2009 at  http://www.wsws.org/articles/2002/jun2002/bush-j08.shtml 

N.A. (n. d.) "Contact the NRO" National Reconnaissance Office" Retrieved 14 March, 2009 at  http://www.nro.gov/contact.html 

N.A. (n. d.) "Federal Bureau of Investigation -- Strategic Plan 2004-2009"

Government can support schools in rural areas in various ways to help them provide quality education. Here is a suggested answer with proper spacing and formatting:

1. Infrastructure development: The government should allocate funds to improve the infrastructure of schools in rural areas. This includes constructing well-equipped classrooms, libraries, laboratories, and administrative buildings. Adequate spacing within the school premises should be ensured to accommodate a sufficient number of students and facilitate their learning experience.

2. Technological support: Governments should invest in providing schools with necessary technological infrastructure such as computers, projectors, and internet connectivity. This will enable teachers in rural areas to....

There are several ways in which governments can help education in schools located in rural areas. Here is a formatted response with proper spacing:

1. Increase funding: Governments can allocate more resources and funding specifically for schools in rural areas. This could be done through the establishment of special funding programs or grants that are solely dedicated to improving education in these regions.

2. Improve infrastructure: Governments can invest in upgrading the infrastructure of rural schools by constructing new buildings, renovating existing facilities, and providing necessary equipment and resources. This includes ensuring access to electricity, clean water, and proper sanitation facilities.

3. Enhance....

Title: Embracing Diversity in the Workplace: A Catalyst for Growth and Innovation

Introduction:
In today's rapidly evolving global economy, workplace diversity is no longer a mere aspiration but a business imperative. Organizations that embrace diversity reap numerous benefits, including enhanced productivity, better decision-making, and increased innovation. This essay delves into the importance of workplace diversity, exploring the various dimensions of diversity, the challenges organizations face in promoting diversity, and the strategies they can implement to create a more inclusive and diverse workplace.

Body:

1. The Significance of Workplace Diversity:
Workplace diversity goes beyond race, gender, and ethnicity. It encompasses various dimensions, including age, socioeconomic background,....

Certainly! Here are some potential essay topics related to gangs:

1. The impact of gangs on communities and neighborhoods
2. The role of social media in gang recruitment and communication
3. The relationship between poverty and gang involvement
4. The effectiveness of gang prevention programs and initiatives
5. The connection between drugs and gang activity
6. The influence of music and pop culture on gang behavior
7. The evolution of gang culture and symbols
8. The portrayal of gangs in the media and pop culture
9. The experiences of former gang members and their efforts to leave the gang lifestyle
10. The intersectionality of race, class, and gender in gang....