Recommended Recruiting Methods
The advantages of recruiting, is that a company can use both internal and external recruiting resources for acquiring effective employment positions for potential employees. In this case, we will be analyzing both methods for the position of a human resources manager for within your company. Depending on your company’s budget, we will be able to provide cost-effective solutions for recruiting in-house and out-house employees. In addition, each method or resource described is, designed to reach hundreds, if not thousands of potential employees for this position. Please review the methods below.
Recruiting Methods
Section One-B: Sample Interview Questions | the Interview Process
To begin the interview process for a potential candidate for the position of a human resource manager, it is always good to begin the interview process by breaking the ice with salutations for both the interviewee, as well as the interviewer. Salutations are the most important and effective way for breaking the ice for the interviewer, as well as for the interviewee. In addition, salutations are the process of clarifying the pronunciation of the interviewee’s name. Below you will find a list of appropriate interview question within the selection process of hiring employees for the position of a human resources manager for your company. Please view the section below.
Table Three
Selection Tools
The selection tools, which will be, used for the employment position of a human resources manager, are as followed (see table three below). However, to determine which tools are the most effective in the selection process, depends on the individual job itself. The same methods that can be, used for selecting employees for a managerial position would not necessarily be appropriate for selecting employees for an hourly position. Moreover, the same methods used for selecting hourly employees would not be, considered for selecting employees for an employee in management; their qualifications differ.
Investigating Employees
Compensation, Incentive & Benefit Plans
The importance of compensation, incentive and benefit plans introduce during the interview process is very requisite for both the company’s representative (human resources managers) and the potential employee for the position of a human resources manager. The compensation, incentive and benefit plans, in which will be useful are bonuses, team incentives, and the Rucker plan to name a few. Below, is a list of the pros and cons of each compensation, incentive and benefit plan listed individually (see table five). As needs, change because of the growth or expansion of the company, our employee’s needs, changes as well; therefore new and improved benefits must reflect our employee’s positions within the company. In addition to the compensation, incentive and benefit plans listed in table five, the improved employee benefits must also include health care benefits, paid vacation time, as well as the 401(k) savings plan and employee assistance programs such as various counseling services for our employees.
Table Five
f all of the above pros and cons of employee compensations, incentives and benefits plans, health care benefits would appear to be the most cost containment; however, our goal would be to seek relief from such expenses through alternative health care benefits plans. The advantages of providing health care benefits to our employees is that we can offer these health care benefits to our employees through various organizations, in which are designed to cut health care cost, or to provide other forms of incentives to employers. The Preferred Provider Organization (PPO), in particular, guarantees lower health care cost to employers for their employees. This organization does not only guarantee lower health care cost for employers, they also provide employers with a list of various physicians, or doctors vs. a single physician or doctor offered from other agencies or facilities. In addition, our employees will be able to get the medical attention needed, at a selected discounted rate; this means that we can offer our employees health care benefits and save while doing so.
The other improved employee incentives (paid vacation time and the 401(k) savings plan) would be, designed for our employees whom had continuous employment within our company for at least a year. These incentives serve as awards to our employees to show appreciation for their determination within their job performances, as well as for the overall growth they have provided within the company. The last improved employee incentive, the employee assistance programs, will be, designed for every employee within the building, both the management staff and the regular employee staff. The employee assistance programs will serve in one form, as a form of a crisis prevention and readiness progression for managers and employees, as well as counseling services.
Designing a system to employee benefits is designed to promote organizational need while creating a safe and enjoyable place to work. better benefit have top level employees.
Orienting New Employees
Orientation of new employees we as employers feel that we must address some of you concern and issue during the first six month to a year of your employment this will create a more enjoyable place to work. As a new employee here at J&J we must provide you with the policies and procedure of the company, and is solely up to you to comply to them. They include a privacy police, harassment including sexual and oversea immigration policy. It is in the interest of the company to address these as a new hire, as these will be effective in the discipline process if that are violated and wall be used against you.
If the above issues are not address, there is a possibility that you will not have any knowledge of your employee rights within this company. Therefore, it is vital for our HR staff to inform all new employees of their employee rights according to the Equal Employment Opportunity Act of 1972. In addition to our policies, we will also be discussing employee health and safety practices. According to the Occupational Safety and Health Administration (OSHA), we are required to inform all employees of important health and safety issues.
Training Proposal
This training proposal is, designed for your employees beginning as a customer service specialist through the advancement of a human resources manager, it also created to a beneficial over lay on the employee work process and for other purposes of moving up
Also included are dictation of, training and advancements for each position obtained within this proposal. In order to advance within your career as well as within our company, everyone must apply, qualify, and exceed the necessary skills and abilities of each sought position.
Meeting Advancement Expectations
Meeting the advancement expectations of our company, as a customer service specialist, there are opportunities to advance to the next level of your career as an administrative assistant, to a human resources manager. The expectations of our first available position of a customer service specialist, requirements are to possess time management, critical thinking and writing skills. The second level, an administrative assistant, are also required to possess time management, critical thinking, along with speaking skills. Our third available position, a human resource manager, requirements are to possess skills and knowledge within the following areas: administrative and management, customer and personal services, and personnel and human resources, in order to advance.
Training
As shown in table six, the employee position of a customer service specialist, after one month, should possess time management, critical thinking, and writing skills in addition to hands on training along with an employee evaluation. The employee position of an administrative assistance, after one year, should posses the same skills as the customer service specialist; however, much more intensively. In addition, the administrative assistant should also possess excellent speaking skills, along with additional education, hands on training and an employee evaluation. The employee position of a human resources manager must possess skills and knowledge within the following areas: administrative and management, customer and personal services, and personnel and human resources. In addition, a human resources manager must also have additional education, hands on training, along with an upper management recommendation.
Training A Employee
The best methods to conduct this type of training would be the four basic criteria available for evaluating training; they are reactions, learning, behavior, and results, along with on the job training. The reason that on the job training would be the best fit for this particular position is that it is primarily, a managerial position. A certification exam is not required; however, their degree, or known experience; especially if the position sought is from a current employee advancing because of their now, new skills learned or developed from within their current position, can replace it self from ant cert training required. The training should and will help by in class room trainer , as well as, at the employee work pace . Even though there will be a combination of both, there will also be an assigned coach or instructor in the back-end of the employee-training period, for any needed assistance.
The front-end of the training period, would be, self-paced; allowing the individual to become familiar with the procedures, adaptation and adjustment of their new environment and workload(s). This will allow the individual room to ask for clarity if needed without hesitation from the back-end – their individual coach or instructor. Being that a human resources manager already has higher requirements, the same methods would not, be used because of this. A higher position would require more skills, knowledge, and experience to carry out the job performances of a position higher than a human resources manager would.
