Chapter 8, Problem 1.3CFA

Due to organizations’ increased demand for talent, it has become essential for organizations to look for ways to save time and money at each stage of their recruiting process. The best strategies for improvement dig into the data to identify opportunities for unification and structure, then plan for addressing those concerns with efficient solutions. As a result, creating an efficient recruitment process is becoming more and more important for maintaining company profitability. Vacant positions cost money, strain resources, and stress existing staff. And, the longer positions are open, the higher the price. With every employee having a direct and measurable impact on a company’s bottom line, organizations must find new ways to discover quality talent faster. But, building a better recruiting process can be an overwhelming undertaking for any human resource/ talent acquisition department. Explain contemporary recruitment and selection process to save time and resources and get the best…

Jack and Linda are working on the HR strategy for the coming year, and they are having an argument over which motivational tools to use in the company next year. Jack is planning on increasing the compensation package for employees (salary, benefits, and bonuses for tasks which are often done voluntarily) so as to make them encouraged to work harder and be more productive. He is also considering holding more social events (to increase employees’ feeling of belongingness) and changing a few policies in favor of employees to make them feel that their rights are protected. On the other hand, Linda is planning on enrolling employees in training courses related to their daily tasks so that they could become more skilled and effective at doing their jobs. She is also considering adding 1 challenging goal to each employee’s job to increase their feeling of responsibility and challenge) followed by a recognition ceremony where trophies are distributed to those who successfully achieve their…

You receive four applications for the three positions. You have read their resumes and conducted interviews. Who do you hire for each role? Students will use a categorization table to match the right job to the right person. Pat is outgoing and likes working with people. Pat is friendly, organized and wants to be a part of a growing team. Teddy is creative and is interested in culinary arts. Teddy is interested in joining a new company in the hopes of helping develop the next great food destination. Robin likes working with numbers and is interested in joining a large organization with a clearly defined career path. Lee is detail oriented and likes working with numbers. Lee works well independently and wants to work for a start-up. Customer Bookkeeper Service Taco None Maestro

The HR director at Clearwater Electronics has had negative feedback from employees about perceived inequalities in compensation among its company subsidiaries. While the HR director believes compensation is already consistent and fair, a review of the compensation and benefits packages will be conducted and shared with the employees. Which of the following statements gives the best reason for conducting and sharing the compensation assessment?     It is important that employees see that their contribution is valued.   It is important that employees see that something is being done because of their feedback.   It is important that employees perceive they are being treated equitably.   It is important that employees believe their opinions matter.

Imagine that you are a member of the HR department of a small retail company and upper management has asked you to create a new employee customer service training class for all new employees.   Write a FIVE to Six (5-6) page paper in which you: Justify the use of a needs assessment of your company’s proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies. Develop a customer service training implementation plan and determine the method of training (i.e., presentation, discussion, case study, discovery, role play, simulation, modeling, or on-the-job training). Justify why you selected the training method that you did. Propose two (2) ways to motivate an employee who has no interest in attending a training class. Develop a survey to collect feedback from the employees who attend the training. Use at least three (3) quality…

For  the following scenarios, determine if any would be considered harassment or would be creating a hostile work environment from an employment law standpoint. Be sure to cite any applicable employment laws and fully explain your rationale.   Matt is a Software Developer at an IT firm that is required to work weekends on a fairly regular basis. After careful consideration, Matt joined the National Guard. Since that time, there have been several instances where his obligations to the National Guard conflict with his work schedule. When this happened, his Manager, Tonia, joked with the team about Matt getting out of work. On one occasion, she said to the team, you can thank Matt for having to work extra hours this weekend, since you need to do your work and then cover for him.

One of the first problems Jennifer faced at her father’s Carter Cleaning Centers concerned the inadequacies of the firm’s current HR management practices and procedures.  One problem that particularly concerned her was the lack of attention to equal employment matters. Each store manager independently handled virtually all hiring; the managers had received no training regarding such fundamental matters as the types of questions they should not ask of job applicants. It was therefore not unusual for female applicants to be asked questions such as “Who’s going to take care of your children while you are at work?” and for minority applicants to be asked questions about arrest records and credit histories. Nonminority applicants—three store managers were white males and three were white females—were not asked these questions, as Jennifer discerned from her interviews with the managers.  Based on discussions with her father, Jennifer deduced two reasons for the laid-back attitude toward…

When it comes to hiring middle managers today, Indian software services giant Wipro Ltd. does more than just discuss pay and benefits; the company also conducts a thorough interview process that includes assisting the new hire with housing needs, compensating those who do not give enough notice when quitting their previous jobs for lost wages, and even assisting with their children`s school admissions. According to Banerjee, president of Wipro`s enterprise solutions, we must provide them with virtual valet service.Given that the outsourcing industry in India grew by 35% in 2004 as big multinational firms and smaller U.S. and European businesses switched businesses to Indian organizations, Wipro should be more active in recruiting new clients. Over the last two years, entry-level salaries have increased by a similar amount, whereas midlevel manager salaries have increased by 30% annually, reaching a median of $31,131. According to Chitanjit Banerjee, director of human resources at Quest…

Suppose honesty test gives you a precise picture of who is honest and who is not. Being an HR manager of a large college what could be the consequences of not taking a honesty test during selection phase of lecturers, for that college?