The senior vice president wants to keep this employee because of his expertise but will let him go if turnover is not significantly reduced. How can the training and development office best address this issue?
Recruitment in Business Communication
The process of discovering and employing the finest and most competent individual for a work opportunity fairly and cost-effectively is referred to as recruitment in human resource management. It is also known as the act of locating potential individuals and motivating and pushing them to compete for positions within a firm. It is a complete process with a complete life cycle that originates with the assessment of the organizational requirements in relation to the position and continues with the employee's engagement with the organization.
Recruitment
Recruitment is the most important part of Human Resource Management (HRM) which is done by HR (Human Resources) of a company, firm, or industry. To understand the policy, HR needs to understand and analyze the requirement of a profile who can fit into the position as per the company’s objectives and goals. Recruitment involves shortlisting, hiring, and analyzing candidates' skills along with experience and qualifications and comparing them with the organization's requirements or job profile. The objective of the recruitment process is to find the right candidate for the right job.
One of Avondale Industries’ senior vice presidents over avionics has requested training for one of her directors in Fort Lauderdale, FL. The director has been with the company for more than twenty years, has a fantastic understanding of the challenges the company faces and what needs to be done, but has a hard time retaining employees who work directly with him. Employee exit surveys indicate employees recognize the director’s expertise but fear him because he does not listen to their ideas, easily angers, and does not allow them opportunities for growth. The senior vice president wants to keep this employee because of his expertise but will let him go if turnover is not significantly reduced. How can the training and development office best address this issue?
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