Running Head: ABC, INC. CASE STUDY 1 ABC, Inc. Case Study Randolph Coppett COM215/Essentials of College Writing 27 Feb 2014 Valery Reed ABC, INC. CASE STUDY 2 Introduction ABC, Inc. is a progressive company that relies heavily on its recruiters to bring the best possible talent they can find into our fold. Our recruiters are the heart and soul of our company. They work very hard to give us the edge in our target areas and help to keep us at the forefront of a very competitive market by finding the best employees available to push our product to the masses. One of the ways we ensure our production stays high is that we hire the best recruiters on the planet, who in turn bring other like-minded people into our company. That is a huge part of our formula for success.
This may ‘include initiatives such as employee training, career development, coaching, mentoring, succession planning, key employee identification, and organisational development’ (Mohammed et all, 2013). The aim of HRD is to produce competent and qualified employees who perform assigned jobs and contribute to the organisations’ development and goal accomplishment efficiently and effectively (Scully-Russ, 2012). In recent years, HRD has moved beyond a narrow conception of training and development to a view that embraces the idea of learning at individual and organisational levels as a source of competitive advantage (Scully-Russ, 2012). A number of forces such as economic changes, technology, globalisation, e-commerce, attracting and retaining talent, changing demographics and diversity of the workforce, and the development of knowledge have all contributed to the view that learning is the only strategy to cope with change and organisations can respond by viewing themselves as a total learning system
MANG 6469 Samantha Chiasson Final Exam 1.) What is the staffing model? Staffing is a critical organization function concerned with the acquisition, deployment, and retention of the organization’s workforce of sufficient quantity and quality to create positive impacts on the organization’s effectiveness. Organizations are combinations of physical, financial, and human capital. Human capital is the knowledge, skills, and abilities of people and their motivation to do the job.
Literature Review – Internal and External Recruitment BUSI643-D01-201230 Workforce Planning and Employment Liberty University August 12, 2012 Abstract Internal recruitment is probably viewed as the most favored recruitment process used in human resource management. This type of recruitment improves morale and promotes productivity within the organization. Internal recruitment provides an opportunity for an employee to remain with the company and to take advantage of continued benefits. External recruitment allows an organization to clearly define the role being sought and brings new employees to the company. This recruitment process is labor intensive and costly.
They developed a training and leadership program called the American Express Learning Network (AELN) to assist their employees in developing the skills that set them apart from other companies. The mission of AELN is to “ready all those who serve”. (Nelson & Quick, 2011, p. 215). American Express takes leadership quite seriously at every level and in every role in the company. AELN was developed primarily to enrich the abilities of their workforce and was instrumental in the company’s global success.
This includes ensuring customer service practices are well established and followed by customer service employees as well as ensuring excellence in customer service (General Electric, 2012). The duties of the customer service manager are vast and will include several aspects that must be applied on a daily basis. One of these aspects is that of establishing an environment in which trust, teamwork, and self confidence can be applied by all employees. Employees are also be empowered to take ownership of the tasks that they are given and apply their skills in their individual job functions so as to perform well for their division under the guidance of his or her manager. A second duty of the customer service manager is to create and implement programs that stimulate employees and
Staffing is defined as “the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organizations effectiveness” (Heneman & Judge, 2010, pg 8). Staffing an organization does not come without its challenges. As organizations embark on staffing activities, the HR department must have a well thought out strategy prior to implementation. The who, what, when, where, and how an organization is going to staff its vacancies needs to be answered first. Is a person/job match or the person/organization match the right strategy, or is it a combination of both?
This essay is going to discuss the importance of employability skills for the newly graduates who wants to enter the industry for employment. Employability Skills are one of the most important skills when enters in the workplace. Some big companies such as BBC and Target Jobs have undertaken surveys. According to them, with these employability skills graduates become capable to deliver satisfactory work at their workplace, on the other hand some define that the skills are required for successes, understandings and individual qualities that make persons more likely to increase employment and to be successful in their chosen professions. In the current economic environment there is great importance of employability skills than ever.
Therefore, in this volatile market, having engaged employee proves to be a key to competitive advantage. Works Cited MARKOS, Solomon and SRIDEVI, M. Sandhya (2010). Employee Engagement: The Key to Improving Performance. International Journal of Business and Management, 5 (12),. PFEFFER, Jeffrey and VEIGA, John F. (1999).
Training bond supports and makes possible the development of new skills and knowledge. I want to execute the training bond because I know it will polish my abilities at various levels within the organization and assist me in developing the necessary skills and proficiency to be successful in my careers as well as prepare for new responsibilities. I support the reasonable implementation of training bonds or training agreements simply because I agree that companies must secure the recovery of their training investments. When they send people to training and the employees acquire important skills, they naturally increase their market