Incident 7–1: Inside or Outside Recruiting
1994是什么年This ca illustrates the need for balancing internal and external recruiting.
1. Is recruiting the problem in this company?
The primary problems are a lack of planning and development rather than recruiting. Powermat never emed to have had an overall plan for recruiting personnel. Company loyalty emed to be strong among “old-timers” so no emphasis on recruiting was ever needed. Once the need became apparent, management reacted with very little planning and development of the new hires. The natural assumption was made that new managers could be brought up the same way as the old managers with little formal development.
2. If you were the consultant, what would you recommend?
A comprehensive recruiting plan is needed. Powermat needs to step back and look at its overall situation and determine what cour of action, in relation to recruiting, is needed. One part of this overall plan could be emphasis on management development once the em
ployee is hired. An orientation program, coupled with comprehensive on-the-job learning experiences, would help give the new managers the confidence they need to succeed.
Incident 7–2: Malpractice Suit Against a Hospital硬盘维修多少钱
This ca illustrates the problems associated with poor recruiting practices.
1. Which of the two alternatives would you recommend to the hospital?
The hospital needs to re-evaluate its recruiting process. The type of personnel the hospital is attracting is less than desirable. At this point, the hospital recruiting approach ems to be very casual with a “sink or swim” attitude. The problem is that this approach, as evidenced in the ca, can be very costly. The hospital should definitely upgrade its recruiting process. Some consideration should be given to the development of specific criteria for lecting personnel. Aptitude tests might be appropriate in this situation. Also, a more effective interview ssion could also aid in the lection process. Attention should also be focud on establishing or revising the current reference checking system.
A better form or questionnaire to extract pertinent information concerning the applicant is needed. Several questions concerning problem areas could be placed throughout the questionnaire to validate or try to gain some insight into the type of person and/or his or her abilities applicable on the job.
2. What questions could be asked in a recruitment interview to help eliminate the problem?
中世纪小镇Any prospective employer has a legitimate interest in the past work history and performance of applicants for jobs. In this ca, the hospital has a right, if not an ethical obligation, to “probe” into the background of applicants. Human life is at stake. Therefore, questions such as, “What were the circumstances under which you left your previous employers?”, “Were you ever involved in any disciplinary procedure on the job?”, “What were some real problems you experienced on your previous job and how did you handle them?”, might help the hospital identify and screen out the truly incompetent applicants. Employees with a history of “hospital jumping” would have to be regarded as a risk and hired only as a last alternative after a thorough investigation of his/her work history.
规划年会
其实我也想Incident 8–1: Promotions at OMG
This ca illustrates the point of having good criteria when lecting an individual for a job.
1. Do you think that John has a legitimate point?
Fran was obviously the best person for the job, but she did not meet the written job requirements. But it was obvious to all who had worked with John that he could not handle the position. John had been told that he could move into the plan administrator position if he did a good job. He was even given a satisfactory performance review with no mention of deficiencies. It appears that John could have a ca of discrimination (since a female not meeting all the job requirements was chon over a male meeting the requirements). The company had no documented proof to u against this charge.
北京军校有哪些
2. What went wrong in this lection process?
蒜香骨OMG finds itlf in a position that results from very poor management practices ud in t
heir lection process. In lecting Fran over John for the job, they may have lected the best person for the job, but their procedure for doing so left them open for criticism. In a situation where a person’s current performance will be the primary lection criterion for future advancement, reward, and/or dismissal, his or her performance must be accurately evaluated and documented. Any time a specific lection criterion is t, one must be very careful in choosing to ignore it. By waiving the college degree requirements for Fran, OMG demonstrated that it was not a valid criterion for good job performance in that job. This also left them open to the discrimination charge. In summary, the company has done a poor job of determining job requirements and lection criteria.学校教学工作计划
