You are a human resources professional helping to improve the performance management system of a company that sells and services office equipment. The company operates a call centre, taking calls from customers who are having problems with their equipment. Call centre employees are supposed to verify the problem is not one the customer can easily handle (e.g. unplugged equipment). When unresolved problems occur, the employees arrange for service technicians to visit the customer. The company can charge the customer only if a service technician visits, so performance management of the call centre employees focuses on productivity - how quickly they can complete a call and move on to the next caller. To measure this performance efficiently and accurately, the company uses employee monitoring. A. Identify 3 concerns that employees may have, in reaction to the monitoring. How might the organization address each of these concerns ? B. Besides productivity in terms of number of calls, identify 4 other performance measures that management should include in the performance management system .
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.
You are a human resources professional helping to improve the performance management system of a company that sells and services office equipment. The company operates a call centre, taking calls from customers who are having problems with their equipment. Call centre employees are supposed to verify the problem is not one the customer can easily handle (e.g. unplugged equipment). When unresolved problems occur, the employees arrange for service technicians to visit the customer. The company can charge the customer only if a service technician visits, so performance management of the call centre employees focuses on productivity - how quickly they can complete a call and move on to the next caller. To measure this performance efficiently and accurately, the company uses employee monitoring. A. Identify 3 concerns that employees may have, in reaction to the monitoring. How might the organization address each of these concerns ? B. Besides productivity in terms of number of calls, identify 4 other performance measures that management should include in the performance management system .
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