Baltimore Broadcasting was founded in 2013 by Vaun Baltimore and has grown to include 4 television networks and about 200 employees. The company aims to strategically staff positions to support its continued growth. This handbook outlines Baltimore Broadcasting's approach to strategic staffing, including job analysis, recruiting qualified candidates both internally and through a third-party staffing agency, selecting candidates through screening interviews and assessments, and ensuring compliance with equal employment laws.
The human resource department at Pran-RFL Group considers employees their best asset. The department handles recruitment, selection, placement, training, performance appraisals, and compensation. They aim to attract and retain top talent through merit-based hiring and developing employees' skills. The recruitment process involves defining job requirements, advertising positions, screening applications, interviews, and reference checks. Training programs help employees improve their competencies.
Recruitment Screening and Selection process in Philippine GovernmentMitch Herrera
This document discusses the recruitment and selection process. It begins by outlining the screening process, which involves checking applicants' qualifications and experience against job requirements. It then describes the different stages of selection including pre-interviews, testing, final interviews, background checks, and physical/mental examinations. The document provides details on different types of appointments, requirements/grounds for approval/disapproval, nepotism rules, and modes of separation. The overall process involves screening qualified candidates and selecting the most suitable applicant to fill a vacancy.
This document presents a feasibility study for a proposed gift card business called ENTERNEUR Gift Card. It finds that gift cards are a popular incentive item and analyzes the target market, competitors, and financial projections for the business. The business would be owned by 6 partners and offer gift cards from major retailers. It projects growing sales over 5 years and estimates sufficient demand in the target market. Financial ratios show the business is expected to be profitable while maintaining reasonable debt levels.
This document is an application form for non-teaching employment at a Bexley school. It requests contact information, employment history, education and training details, references, disability status, criminal record details, and equal opportunity monitoring information. The form notes that all information provided will be kept confidential and used only for assessing suitability for employment.
Jose Jorge has over 15 years of experience in human resources management. He has held roles as an HR manager and director where he implemented policies to reduce costs and turnover. He is bilingual in English and Spanish and has experience recruiting, hiring, training, and assisting with job placement. Jorge holds certifications in HR management, employment law, and workforce development.
This document contains a job description for an HR Associate Manager/Manager position. It outlines the key responsibilities of the role such as handling HR compliances and administration, maintaining employee records and statutory registers, preparing payroll, and ensuring compliance with various labor laws. It also includes the professional experience, educational qualifications, skills, and contact information of the job applicant Madhuri Singh who is currently working as an HR/Finance Executive and is looking to take on an HR Associate Manager or Manager role.
An abstract overview of the important aspect of HR department of every organisation that is recruitment which includes selection process, interviews, induction, orientation, etc.
Making Affirmative Action and the New OFCCP Rules Work For Your CompanyAcacia HR Solutions
This is a presentation I shared recently at a local SHRM chapter meeting. I have added notes to the slides to make them more understandable.
The presentation focused on the new OFCCP regulations and how all companies can benefit from diverse recruiting strategies.
The human resource department at Pran-RFL Group considers employees their best asset. The department handles recruitment, selection, placement, training, performance appraisals, and compensation. They aim to attract and retain top talent through merit-based hiring and developing employees' skills. The recruitment process involves defining job requirements, advertising positions, screening applications, interviews, and reference checks. Training programs help employees improve their competencies.
Recruitment Screening and Selection process in Philippine GovernmentMitch Herrera
This document discusses the recruitment and selection process. It begins by outlining the screening process, which involves checking applicants' qualifications and experience against job requirements. It then describes the different stages of selection including pre-interviews, testing, final interviews, background checks, and physical/mental examinations. The document provides details on different types of appointments, requirements/grounds for approval/disapproval, nepotism rules, and modes of separation. The overall process involves screening qualified candidates and selecting the most suitable applicant to fill a vacancy.
This document presents a feasibility study for a proposed gift card business called ENTERNEUR Gift Card. It finds that gift cards are a popular incentive item and analyzes the target market, competitors, and financial projections for the business. The business would be owned by 6 partners and offer gift cards from major retailers. It projects growing sales over 5 years and estimates sufficient demand in the target market. Financial ratios show the business is expected to be profitable while maintaining reasonable debt levels.
This document is an application form for non-teaching employment at a Bexley school. It requests contact information, employment history, education and training details, references, disability status, criminal record details, and equal opportunity monitoring information. The form notes that all information provided will be kept confidential and used only for assessing suitability for employment.
Jose Jorge has over 15 years of experience in human resources management. He has held roles as an HR manager and director where he implemented policies to reduce costs and turnover. He is bilingual in English and Spanish and has experience recruiting, hiring, training, and assisting with job placement. Jorge holds certifications in HR management, employment law, and workforce development.
This document contains a job description for an HR Associate Manager/Manager position. It outlines the key responsibilities of the role such as handling HR compliances and administration, maintaining employee records and statutory registers, preparing payroll, and ensuring compliance with various labor laws. It also includes the professional experience, educational qualifications, skills, and contact information of the job applicant Madhuri Singh who is currently working as an HR/Finance Executive and is looking to take on an HR Associate Manager or Manager role.
An abstract overview of the important aspect of HR department of every organisation that is recruitment which includes selection process, interviews, induction, orientation, etc.
Making Affirmative Action and the New OFCCP Rules Work For Your CompanyAcacia HR Solutions
This is a presentation I shared recently at a local SHRM chapter meeting. I have added notes to the slides to make them more understandable.
The presentation focused on the new OFCCP regulations and how all companies can benefit from diverse recruiting strategies.
Employers who seek to hire an H-1B nonimmigrant in a specialty occupation must first make a filing with the Department of Labor (DOL) and obtain a Labor Condition Application (LCA). The LCA, among other things, must specify the number of workers sought, the occupational classification in which the H-1B will be employed, and the wage rate and conditions under which the proposed H-1B nonimmigrant will be employed. In addition, the employer must attest that it is offering, and will offer, during the period of H-1B employment the greater of: (1) the actual wage level paid by the employer to all other individuals with similar experience and qualifications for the specific employment in question; OR (2) the prevailing wage level for the occupational classification in the area of employment.
I. Vijayan has over 15 years of experience in corporate affairs, government relations, and project management. He is currently the General Manager of Corporate Affairs for United Spirits Ltd in Northern India, where he handles liaison with government agencies. Previously he has held roles managing government relations for Pernod Ricard and Honda Cars India. Vijayan has extensive experience obtaining regulatory approvals and has strong communication, negotiation, and analytical skills.
This document discusses various methods for human resource recruitment. It identifies two major sources of candidates: internal sources from existing employees, and external sources from outside the company. It then describes different recruitment methods including job posting, word-of-mouth, advertising, walk-ins, campus recruitment, job fairs, government agencies, radio/television, and the internet. For each method, it provides guidelines on how to effectively implement and manage the recruitment process. The overall purpose is to attract qualified candidates to fill positions in a timely manner.
Disabled People’s User-Led Organisations (DPULOs) play a significant role in promoting the role and value of disabled people in their local community. The Strengthening DPULOs Programme was launched in July 2011 to provide a range of practical and financial support to DPULOs to support them to be strong and sustainable.
I am recruiting additional Ambassadors to further extend the Strengthening DPULOs Programme.
For further information, please visit: http://odi.dwp.gov.uk/odi-projects/user-led-organisations/ambassadors-application.php
Gicha Ressha Train (GRT) is a private firm formed in 2014 to revive railroad transportation between Manila and Dagupan, Philippines. The company aims to rehabilitate and modernize the abandoned Manila-Dagupan railroad to provide an efficient, affordable transportation option. GRT must register with various government agencies such as the SEC, DTI, BIR, SSS, PhilHealth and local municipalities. It must also obtain necessary permits and licenses to legally operate the railroad. The company will be headed by a General Manager and aims to improve mobility and connectivity across Northern Luzon through an integrated railroad system.
The document discusses recruitment, including defining recruitment as generating a pool of capable applicants, and outlining the recruitment and selection process. It covers influences on recruitment choices, internal and external sources of recruitment, and merits and demerits of both. The document also discusses internal and external recruitment methods, alternatives to recruiting like overtime and outsourcing, recruitment policies and procedures, and questions to consider when hiring people.
Recruitment and selection in government serviceviviandabu
The document discusses recruitment and selection processes. It defines recruitment as activities to attract potential employees, noting internal recruitment, external recruitment, and sources like referrals, advertising, agencies and universities. Selection is the process by which companies decide who is allowed to join, and involves requesting positions be filled, publishing openings, evaluating qualifications, interviews, and appointing candidates. The recruitment characteristics are more important than the sources in predicting job choice.
This document summarizes the compensation practices of Robi, a telecommunications company in Bangladesh. It outlines the major components of Robi's compensation package, including basic salary, incentives, employee benefits, and performance-based pay. It provides details on Robi's salary structure, bonuses, provident fund, leaves, allowances for travel, and non-financial benefits. In conclusion, it finds that Robi has a sophisticated compensation system to ensure employee well-being and notes its impact on performance, while also recommending some areas for improvement.
Mr. Omar conducted an analysis of HR activities and policies at PTCL's EVP Contact Centre in Lahore. He found issues like low salaries, lack of motivation, and high turnover. To address this, he amended HR policies to encourage employee performance and motivation through incentives. He introduced an incentive plan that rewarded top performers based on quantitative and qualitative KPIs. This was aimed to improve employee satisfaction and the company's image for customers.
This document provides an overview of business concepts including the private, public, and voluntary sectors; business functions such as operations, people, information, research and development, and finance; advantages and disadvantages of large organizations and small-to-medium enterprises; changes in local, national, and global employment patterns; and the relationships between supply and demand, price and profit, and markets and competition. Examples are given for each topic to illustrate key points.
Employers who seek to hire an H-1B nonimmigrant in a specialty occupation must first make a filing with the Department of Labor (DOL) and obtain a Labor Condition Application (LCA). The LCA, among other things, must specify the number of workers sought, the occupational classification in which the H-1B will be employed, and the wage rate and conditions under which the proposed H-1B nonimmigrant will be employed.
ETHICS, LAW AND CORPORATE SOCIAL RESPONSIBILITY -
Malaysian Industrial – Labour Relation, SEXUAL HARASSMENT ISSUE, RETRENCHMENT ISSUE, IMPOSITION ISSUE
The document discusses various labor laws and acts in India related to employment. It lists the key steps in the selection process. It then discusses the various sources of recruitment such as present employees, campus recruitment, employment agencies, and e-recruitment. It also lists factors affecting recruitment like demand and supply, unemployment rate, and political environment. Finally, it summarizes some important acts like the Minimum Wages Act, Payment of Wages Act, Factory Act, and Trade Union Act and what they enforce, such as minimum wages, payment procedures, workplace facilities, and the definition of a trade union. The acts aim to protect worker rights and welfare.
Employers who seek to hire an H-1B nonimmigrant in a specialty occupation must first make a filing with the Department of Labor (DOL) and obtain a Labor Condition Application (LCA). The LCA, among other things, must specify the number of workers sought, the occupational classification in which the H-1B will be employed, and the wage rate and conditions under which the proposed H-1B nonimmigrant will be employed. Additionally, the employer must attest that it is offering, and will continue to offer, during the period of H-1B employment, the greater of: (1) the actual wage level paid by the employer to all other individuals with similar experience and qualifications for the specific employment position in question; OR (2) the prevailing wage level for the occupational classification in the intended area of employment.
Difference of HRM policy and rules between Developed and Developing countryrrvx
This document discusses human resource management (HRM) policies and procedures at Aarong & Brothers Furniture Ltd in Bangladesh. It describes their recruitment and selection process, which includes an assessment center, interviews, and reference checks. It also discusses other HRM functions like attendance tracking, leave policies, performance appraisals, grievance procedures, allowances, health services, documentation through employee files, probation periods, and letters for confirmation, transfer, and experience. The document provides details on the HRM processes at this particular retail organization in Bangladesh.
The NLRB implemented new expedited election rules in 2015 that significantly shorten the timeline for union representation elections. The new rules reduce the period between a union petition and election from an average of 38 days to as few as 11 days. This accelerated process strongly benefits unions by limiting the time employers have to communicate with employees about why they should vote against unionization. The expedited rules encompass many procedural changes that give regional directors more discretion and make it harder for employers to litigate issues or seek review of pre-election rulings. Overall, the new rules pave the way for what are being called "ambush elections" that make it much more difficult for employers to respond to union organizing efforts.
Hr benefits and services of robi axiata limited: tranning and development 4Md. Shahadat Hossain
Robi Axiata Limited is a leading mobile network operator in Bangladesh that provides HR benefits and services to its employees. It offers various allowances such as transportation, meal, leave fare assistance, child education, shift duty, holiday, and transfer allowances. Employees also receive benefits like festival bonus, long service awards, provident funds, gratuity, group life insurance, medical insurance, and overtime. The document discusses these benefits in detail and provides an overview of Robi Axiata's People & Corporate division, which oversees HR functions. It aims to attract, retain, and motivate employees through a competitive compensation and benefits package.
The document provides information about Light & Hope Overseas Placement Agency (LH), a Philippine corporation that provides overseas employment services. It discusses LH's history of placing skilled workers with foreign employers since 2003. It also outlines the legal requirements and process for foreign employers to recruit workers from the Philippines through a licensed recruitment agency like LH, including job order verification and accreditation with the Philippine Overseas Employment Administration (POEA).
James E. T. Smith is a PhD candidate in Chemical Physics at the University of Colorado Boulder with a 3.96 GPA. He received his BS in Chemistry from Davidson College in 2014 with a 3.67 overall GPA and 3.87 major GPA. His experience includes research assistantships studying water oxidation catalysts and ion trapping, teaching general chemistry labs, tutoring chemistry and math, and developing chemistry simulations. He has been involved in leadership programs and held leadership roles in student organizations. His computer skills include programming languages and chemistry software. He has received multiple awards for excellence in chemistry.
Fire & Safety Engineering presents itself as an opportunity where there is a very heavy demand in industries both in India & Abroad, where job opportunities are tremendous. To cater the fast growing demand from various quarters there is only very limited coaching centers.
Employers who seek to hire an H-1B nonimmigrant in a specialty occupation must first make a filing with the Department of Labor (DOL) and obtain a Labor Condition Application (LCA). The LCA, among other things, must specify the number of workers sought, the occupational classification in which the H-1B will be employed, and the wage rate and conditions under which the proposed H-1B nonimmigrant will be employed. In addition, the employer must attest that it is offering, and will offer, during the period of H-1B employment the greater of: (1) the actual wage level paid by the employer to all other individuals with similar experience and qualifications for the specific employment in question; OR (2) the prevailing wage level for the occupational classification in the area of employment.
I. Vijayan has over 15 years of experience in corporate affairs, government relations, and project management. He is currently the General Manager of Corporate Affairs for United Spirits Ltd in Northern India, where he handles liaison with government agencies. Previously he has held roles managing government relations for Pernod Ricard and Honda Cars India. Vijayan has extensive experience obtaining regulatory approvals and has strong communication, negotiation, and analytical skills.
This document discusses various methods for human resource recruitment. It identifies two major sources of candidates: internal sources from existing employees, and external sources from outside the company. It then describes different recruitment methods including job posting, word-of-mouth, advertising, walk-ins, campus recruitment, job fairs, government agencies, radio/television, and the internet. For each method, it provides guidelines on how to effectively implement and manage the recruitment process. The overall purpose is to attract qualified candidates to fill positions in a timely manner.
Disabled People’s User-Led Organisations (DPULOs) play a significant role in promoting the role and value of disabled people in their local community. The Strengthening DPULOs Programme was launched in July 2011 to provide a range of practical and financial support to DPULOs to support them to be strong and sustainable.
I am recruiting additional Ambassadors to further extend the Strengthening DPULOs Programme.
For further information, please visit: http://odi.dwp.gov.uk/odi-projects/user-led-organisations/ambassadors-application.php
Gicha Ressha Train (GRT) is a private firm formed in 2014 to revive railroad transportation between Manila and Dagupan, Philippines. The company aims to rehabilitate and modernize the abandoned Manila-Dagupan railroad to provide an efficient, affordable transportation option. GRT must register with various government agencies such as the SEC, DTI, BIR, SSS, PhilHealth and local municipalities. It must also obtain necessary permits and licenses to legally operate the railroad. The company will be headed by a General Manager and aims to improve mobility and connectivity across Northern Luzon through an integrated railroad system.
The document discusses recruitment, including defining recruitment as generating a pool of capable applicants, and outlining the recruitment and selection process. It covers influences on recruitment choices, internal and external sources of recruitment, and merits and demerits of both. The document also discusses internal and external recruitment methods, alternatives to recruiting like overtime and outsourcing, recruitment policies and procedures, and questions to consider when hiring people.
Recruitment and selection in government serviceviviandabu
The document discusses recruitment and selection processes. It defines recruitment as activities to attract potential employees, noting internal recruitment, external recruitment, and sources like referrals, advertising, agencies and universities. Selection is the process by which companies decide who is allowed to join, and involves requesting positions be filled, publishing openings, evaluating qualifications, interviews, and appointing candidates. The recruitment characteristics are more important than the sources in predicting job choice.
This document summarizes the compensation practices of Robi, a telecommunications company in Bangladesh. It outlines the major components of Robi's compensation package, including basic salary, incentives, employee benefits, and performance-based pay. It provides details on Robi's salary structure, bonuses, provident fund, leaves, allowances for travel, and non-financial benefits. In conclusion, it finds that Robi has a sophisticated compensation system to ensure employee well-being and notes its impact on performance, while also recommending some areas for improvement.
Mr. Omar conducted an analysis of HR activities and policies at PTCL's EVP Contact Centre in Lahore. He found issues like low salaries, lack of motivation, and high turnover. To address this, he amended HR policies to encourage employee performance and motivation through incentives. He introduced an incentive plan that rewarded top performers based on quantitative and qualitative KPIs. This was aimed to improve employee satisfaction and the company's image for customers.
This document provides an overview of business concepts including the private, public, and voluntary sectors; business functions such as operations, people, information, research and development, and finance; advantages and disadvantages of large organizations and small-to-medium enterprises; changes in local, national, and global employment patterns; and the relationships between supply and demand, price and profit, and markets and competition. Examples are given for each topic to illustrate key points.
Employers who seek to hire an H-1B nonimmigrant in a specialty occupation must first make a filing with the Department of Labor (DOL) and obtain a Labor Condition Application (LCA). The LCA, among other things, must specify the number of workers sought, the occupational classification in which the H-1B will be employed, and the wage rate and conditions under which the proposed H-1B nonimmigrant will be employed.
ETHICS, LAW AND CORPORATE SOCIAL RESPONSIBILITY -
Malaysian Industrial – Labour Relation, SEXUAL HARASSMENT ISSUE, RETRENCHMENT ISSUE, IMPOSITION ISSUE
The document discusses various labor laws and acts in India related to employment. It lists the key steps in the selection process. It then discusses the various sources of recruitment such as present employees, campus recruitment, employment agencies, and e-recruitment. It also lists factors affecting recruitment like demand and supply, unemployment rate, and political environment. Finally, it summarizes some important acts like the Minimum Wages Act, Payment of Wages Act, Factory Act, and Trade Union Act and what they enforce, such as minimum wages, payment procedures, workplace facilities, and the definition of a trade union. The acts aim to protect worker rights and welfare.
Employers who seek to hire an H-1B nonimmigrant in a specialty occupation must first make a filing with the Department of Labor (DOL) and obtain a Labor Condition Application (LCA). The LCA, among other things, must specify the number of workers sought, the occupational classification in which the H-1B will be employed, and the wage rate and conditions under which the proposed H-1B nonimmigrant will be employed. Additionally, the employer must attest that it is offering, and will continue to offer, during the period of H-1B employment, the greater of: (1) the actual wage level paid by the employer to all other individuals with similar experience and qualifications for the specific employment position in question; OR (2) the prevailing wage level for the occupational classification in the intended area of employment.
Difference of HRM policy and rules between Developed and Developing countryrrvx
This document discusses human resource management (HRM) policies and procedures at Aarong & Brothers Furniture Ltd in Bangladesh. It describes their recruitment and selection process, which includes an assessment center, interviews, and reference checks. It also discusses other HRM functions like attendance tracking, leave policies, performance appraisals, grievance procedures, allowances, health services, documentation through employee files, probation periods, and letters for confirmation, transfer, and experience. The document provides details on the HRM processes at this particular retail organization in Bangladesh.
The NLRB implemented new expedited election rules in 2015 that significantly shorten the timeline for union representation elections. The new rules reduce the period between a union petition and election from an average of 38 days to as few as 11 days. This accelerated process strongly benefits unions by limiting the time employers have to communicate with employees about why they should vote against unionization. The expedited rules encompass many procedural changes that give regional directors more discretion and make it harder for employers to litigate issues or seek review of pre-election rulings. Overall, the new rules pave the way for what are being called "ambush elections" that make it much more difficult for employers to respond to union organizing efforts.
Hr benefits and services of robi axiata limited: tranning and development 4Md. Shahadat Hossain
Robi Axiata Limited is a leading mobile network operator in Bangladesh that provides HR benefits and services to its employees. It offers various allowances such as transportation, meal, leave fare assistance, child education, shift duty, holiday, and transfer allowances. Employees also receive benefits like festival bonus, long service awards, provident funds, gratuity, group life insurance, medical insurance, and overtime. The document discusses these benefits in detail and provides an overview of Robi Axiata's People & Corporate division, which oversees HR functions. It aims to attract, retain, and motivate employees through a competitive compensation and benefits package.
The document provides information about Light & Hope Overseas Placement Agency (LH), a Philippine corporation that provides overseas employment services. It discusses LH's history of placing skilled workers with foreign employers since 2003. It also outlines the legal requirements and process for foreign employers to recruit workers from the Philippines through a licensed recruitment agency like LH, including job order verification and accreditation with the Philippine Overseas Employment Administration (POEA).
James E. T. Smith is a PhD candidate in Chemical Physics at the University of Colorado Boulder with a 3.96 GPA. He received his BS in Chemistry from Davidson College in 2014 with a 3.67 overall GPA and 3.87 major GPA. His experience includes research assistantships studying water oxidation catalysts and ion trapping, teaching general chemistry labs, tutoring chemistry and math, and developing chemistry simulations. He has been involved in leadership programs and held leadership roles in student organizations. His computer skills include programming languages and chemistry software. He has received multiple awards for excellence in chemistry.
Fire & Safety Engineering presents itself as an opportunity where there is a very heavy demand in industries both in India & Abroad, where job opportunities are tremendous. To cater the fast growing demand from various quarters there is only very limited coaching centers.
Nguyen Thi My Huyen is seeking a career that allows her to utilize her skills and knowledge. She has over 7 years of work experience in roles such as personal assistant, teaching assistant, receptionist, and event coordinator for hotels and resorts in Danang, Vietnam. Her experience includes tasks like scheduling, correspondence, translation/interpretation, report preparation, and customer service. She holds a Bachelor's degree in Banking and Finance and is fluent in Vietnamese, English, and has intermediate Mandarin skills.
Ravi Mahajan is a highly accomplished senior principal engineer at Intel with over 30 years of experience in microelectronics packaging. He has received numerous awards and honors for his technical leadership and contributions. Some of his most notable achievements include inventing Intel's revolutionary EMIB technology, defining packaging architectures for multiple Moore's Law nodes, and managing a successful thermal analysis group. He holds leadership roles in several professional societies and has authored over 30 publications.
Dokumen tersebut memberikan penjelasan tentang pengertian mesin pencari dan email. Pertama, dijelaskan bahwa mesin pencari adalah program yang memungkinkan pencarian dokumen di internet. Kedua, dijelaskan cara membuat akun email Yahoo dan mengelola email seperti membaca, mengirim lampiran file, membuat folder. Ketiga, ditunjukkan cara melakukan pencarian efektif di Google dengan menggunakan kata kunci dan operator.
Neoconductismo y, Teoría de la Disonancia Cognitivatatiana_0310
Este documento resume las teorías del condicionamiento clásico y neoconductismo, así como la teoría de la disonancia cognitiva. Explica que el conductismo de Watson se centra en las relaciones estímulo-respuesta y rechaza los procesos mentales, mientras que el neoconductismo estudia procesos mentales como el aprendizaje. También describe las características del neoconductismo de Hull, incluyendo que considera el aprendizaje como una adaptación que implica la satisfacción de necesidades.
The document discusses managerial accounting information systems. It acknowledges those who helped with the project and thanks Allah. It provides an abstract that accounting identifies, records, and communicates relevant and reliable information to users. Management accounting differs from financial accounting in its users. The document includes sections on introduction and scope, management accounting, functions and goals of management accounting, benefits and limitations. It concludes that applying an accounting system, including management accounting, can help enterprises achieve objectives by providing useful information. It provides references used.
This document provides an overview of human resource management (HRM), including its meaning, nature, scope, objectives, and importance. Some key points:
- HRM refers to effectively planning, directing, and utilizing an organization's human resources to accomplish goals.
- It aims to optimize the use of employees and ensure the right number are staffed through functions like recruitment, training, compensation, and employee development.
- HRM aims to reconcile individual and organizational goals by integrating employees and guiding them with commitment to the organization.
- It is important for identifying manpower needs accurately and ensuring no surplus or shortage of staff that could impact costs and productivity.
Recruitment is the process of finding and encouraging potential job applicants for current or future organizational vacancies. It links those with jobs and those seeking jobs. The purpose of recruitment is to identify sources of candidates that meet job requirements and specifications. The recruitment process involves establishing a recruitment policy, forecasting manpower needs, developing internal and external sources of candidates, and using direct, indirect, and third party recruitment methods. Selection involves screening applicants, conducting interviews and assessments, checking references, and making final hiring decisions to identify the best candidate for a role.
Slide deck that accompanies the 2-day course designed to provide a foundation in Federal human resources, with an overview of the OPM occupational series.
Assessment
Manage workforce planning
BSBHRM513
Student Name
Nina Kovacova
Student ID
GBC170417
Term
5
Year
2018
Class Trainer Name
Tanya Di
Result
NYC
C
I declare that all work completed in this assessment is my own.
Student Signature
Date
Contents
Assessment Guidelines 3
Assessment Schedule 4
Task 1: Research workforce requirements and develop workforce planning 5
Task 2: Implement actions in support of workforce planning 16
Task 3: Monitor and Evaluate workforce planning 21
Assessment methods and tasks 26
Assessment mapping summary 27
Record of Assessment Outcome 28
References / recommended resources 29
Assessment Guidelines
Assessment
You are advised to commence work on your assessment from week 1 and must be submitted by the due date.
1. All assessment tasks must be completed and uploaded online in RTO Manager (gbc.rtomanager.com.au) for being marked by your assessor.
2. Please read all instructions before starting each assessment.
3. Where you are required to submit documentation for an assessment, it must be attached to your assessment booklet.
4. Your trainer will not be able to assist you in answering questions. However, your trainer will address any issues concerning questions requiring further explanation.
5. You may refer to your student learner guide/student resources or any other relevant resource when completing your assessment. Do not quote directly from the notes. You should answer questions in your own words, except where it asks you to quote.
6. You have access to computers which are equipped with Microsoft suite of products and printing facility is available at nominal cost
Assessment Schedule
Week
Tasks to complete
Week 1
Task 1:
Review of report
Week 2
Task 1:
Review of report
Week 3
Task 2:
Review of presentation / information briefing
Week 4
Task 2:
Review of portfolio: Staffing action plan
Week 5
Task 3:
Review of portfolio: Climate survey
Week 6
Task 3:
Review of monitoring / evaluation report
Task 1: Research workforce requirements and develop workforce planning Performance objective
In this task you will need to:
· Demonstrate skills and knowledge necessary to research workforce requirements within an organisational context and
· Develop workforce planning.Assessment description
In this task you will:
· Research workforce requirements,
· Review organisational strategic plans and
· Develop a report outlining your proposed workforce plan to meet organisational strategic objectives.
Workforce planning report
Communications strategy
Risk management and contingency plan
Assessment Task 1
Staffing action plan
Workforce planning presentation
Assessment Task 2
Organisational climate survey
Evaluation
report
Assessment Task 3
Procedure
1. Study the JKL business documents on page 28.
2. Study the JKL information below
JKL Industries is an Australian-owned company selling forklifts, small trucks and spare parts to industry, with a rental division leasing for.
Ec_Council_Press Ch06-1 Hands-On Projects 1. Use Freak.docxSALU18
Here is a draft PowerPoint presentation for the HR Manager on the global HRM planning committee:
Slide 1:
Title slide: Global HRM Planning Committee Presentation
Slide 2:
Agenda:
1. Cultural considerations in a global environment
2. Reducing expatriate turnover
3. Recruitment strategies for Canada
4. Critical steps in the expatriate assignment process
5. Global compensation and benefits programs
6. Training and developing a global workforce
Slide 3:
Cultural considerations in a global environment
- Brief summary of key cultural differences between merging companies
- Recommended steps to unify corporate cultures
Slide 4:
Reducing expatriate turnover
- Common causes of expatriate
The document discusses various methods for human resource recruitment. It identifies the internal and external sources for candidates and describes different recruitment methods like job posting, word-of-mouth, advertising, walk-ins, campus recruitment, job fairs, government agencies, radio/television, and the internet. Guidelines are provided for implementing different recruitment methods effectively and addressing potential issues.
The document discusses various methods for human resource recruitment. It identifies the internal and external sources for candidates and describes different recruitment methods like job posting, word-of-mouth, advertising, walk-ins, campus recruitment, job fairs, government agencies, radio/television, and the internet. It provides guidelines and considerations for implementing these recruitment strategies effectively and avoiding potential disadvantages.
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...Financial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
To listen to this webinar on-demand, go to: https://www.financialpoise.com/financial-poise-webinars/recruiting-and-hiring-including-restrictive-covenants-2020/
Organization and management - Q2-W3-Recruitment (1).pptxJessicaJacinto7
Here are the processes of staffing identified in the statement:
1. Separation
2. Recruitment
3. Job analysis
4. Training and development
5. Selection
6. Orientation
7. Performance appraisal
8. Transfer
9. Promotion
10. Demotion
Welcome to the Team! Recruiting and Hiring, Including Restrictive CovenantsFinancial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
Part of the webinar series: PROTECTING YOUR EMPLOYEE ASSETS: THE LIFE CYCLE OF THE EMPLOYMENT RELATIONSHIP 2022
See more at https://www.financialpoise.com/webinars/
The document discusses various methods for recruitment. It describes internal recruitment methods like job posting and bidding, using personnel records and skills banks, and informal methods. External recruitment methods discussed include professional associations, employee databases, and media advertisements. The document then provides steps for an effective recruitment plan, including analyzing needs, creating a hiring plan, identifying tools, writing job descriptions, establishing a selection process, and making an offer.
The document discusses various methods for recruitment. It describes internal recruitment methods like job posting and bidding, using personnel records and skills banks, and informal methods. External recruitment methods discussed include professional associations, employee databases, and media advertisements. The document then provides steps for an effective recruitment plan, including analyzing needs, creating a hiring plan, identifying tools, writing job descriptions, establishing a selection process, and making an offer.
Running head ON-BOARDING On-Boarding .docxtoltonkendal
Running head: ON-BOARDING
On-Boarding
ON-BOARDING
2
MEMORANDUM
From:
To: Human Resource Director
Date
Subject: On-Boarding Process
On-boarding is the process of aligning, acquiring, accommodating, assimilating, and
accelerating new team members whether they come from inside or outside the organization
(Lundby and Joltn, 2010). On-boarding is the mechanism in which new employees receive the
necessary access and knowledge to be a competent employee. The purpose of this memorandum
is to discuss the on-boarding process and discuss the critical elements associated with on-
boarding in the global environment.
On-boarding Process
1. Develop an outline of the proposed on-boarding program: an effective on-boarding
program begins before the first day of employment. A successful program should focus
on a company’s goals and objectives and link back to their mission and vision.
2. Employee Engagement: employee engagement is crucial to the success of a new
employee. Engagement should be a representation of the organization’s culture. This is
an opportunity to introduce new hires to team members, the leadership team and
members of Human Resources.
3. Training and Resources: this phase includes new hire training such as system training,
protocols, and applicable workflows. It also provides an overview of the job
responsibilities and duties. It should also provide the employee with a list of resources.
ON-BOARDING
3
4. Practicum: this step provides the new hire with on the job training. They will actually
work with a senior employee to observe and have an opportunity to do the job before
being released to work independently.
5. Follow-up: the final step of the on-boarding process consist of the employee meeting
with their direct supervisor to discuss all aspects of the job and what they have learned
thus far. This gives the supervisor an opportunity to determine if the on-boarding was
successful and evaluate if the employee will continue on with their employment.
Critical elements to consider
It is important to identify the direction and purpose of the of the employees role and
responsibilities. Secondly, the on-boarding program should consider the culture and home
country of the incoming employee and compared to the company’s country and culture.
.
ON-BOARDING
4
References
Lundby, K. M., & Jolton, J. (2010). Going global: practical applications and recommendations
for HR and OD professionals in the global workplace. San Francisco: Jossey-Bass.
Running head: CULTURE CHECKLIST 1
Merging Corporate Culture
Student’s Name
Institution
Date
CULTURE CHECKLIST 2
Merging Corporate Culture
When two companies with completely different corporate cultures merge there is likely to
be a lot of conflict between the individual organizations that may cause a reduction in the overall
productivity (Badrtalei& Ba ...
The MTL Professional Development Programme is a collection of 202 PowerPoint presentations that will provide you with step-by-step summaries of a key management or personal development skill. This presentation is on "Recruitment Policy and Procedure" and will show you how to design a recruitment policy for your business with appropriate procedures.
This document provides information on developing an HR plan for a company, including job descriptions, recruitment, compensation, orientation, and staff development. It describes opening 3 senior analyst positions in business analytics at a development center in Bangalore, India. It outlines the job responsibilities, requirements, recruitment process including advertising, application screening, selection tests and interviews. It also details compensation including base salary, bonuses, benefits, and a staff orientation plan to onboard new employees. The document aims to develop a comprehensive HR plan to recruit and integrate new hires effectively.
Managing HR demands of a global organization requires agility. Investigate the top five challenges facing international companies, along with strategies for overcoming them.
HR forecasting attempts to predict future labor supply and demand within an organization. There are three main steps: 1) forecasting labor demand based on organizational strategies and objectives, 2) determining current labor supply through succession planning and employee databases, and 3) identifying expected surpluses or shortages. Recruitment involves attracting job applicants, while selection evaluates candidates to choose the best person for the role. Common selection tools include interviews, tests, and background/reference checks. Careful selection is important for performance, costs, and legal reasons.
This brochure gives some insight into what our firm stands for, our services, where we have come from, and where we are going. Please contact me for more detailed information.
Sprylogic Technologies is a private software company established in 2006 in India. It follows a thorough recruitment and selection process to hire qualified employees. The recruitment process begins with planning job requirements and sources of candidates. Candidates are screened and evaluated through tests, interviews, background checks and assessments. A selection decision is made to extend a job offer contingent on a physical examination. The process aims to identify the most suitable candidates who will help the company achieve its goals. While Sprylogic has solid practices, adding psychometric testing could provide further insights into candidate skills and qualities needed for success.
The document discusses the recruitment life cycle process in organizations. It begins by outlining the steps in the recruitment process, including determining requirements, setting a recruitment budget, specifying the quantity needed, and propagating openings. It then discusses requirement analysis, the selection process, training new employees, performance appraisals, and concludes that properly following the recruitment process is important for organizational success.
Strayer University - OnlineHRM-510 Business Employment Law .docxdarwinming1
Strayer University - Online
HRM-510: Business Employment Law
August 12, 2018
The Hiring Process and Managing a Diverse Workforce
As the HR Director of my association, I must utilize an assortment of business laws to build arrangements and techniques that help the advancement of a decent variety in the work environment. My present association is looking for an Executive Administrative Assistant who will work intimately with an answer to the Chief Legal Officer. My organization obviously, empowers everybody who is keen on the situation to apply as we are at last looking to enlist the best individual for the position. As the HR Director, I have seen a few episodes that finished with legitimate activity because specific business laws were not utilized while making the association’s enrollment strategies and application process. I must guarantee that I shield the association from lawful repercussions, as well as devise compelling strategies and plans that secure potential and existing representatives. The Civil Rights Act of 1964 and the Americans Disabilities Acts are just a couple of the fundamental laws that add to the work laws that are expected of bosses to use amid all phases of the enlisting procedure.
Enrollment or Employment Methods
Conveying the accessibility of business chances to work searchers is the initial phase in the enrollment procedure. It is critical that business laws are remembered when creating enrollment techniques for an association. As the HR Director, I have chosen that the best and best enrollment strategies for my association are 1) Social Media 2) Job Advertisements and 3) Employment/Recruitment Agencies.
Online networking has assumed control over this age and is associating individuals in more routes than one. Numerous associations are bouncing on the online networking fleeting trend and have begun their own Instagram, Facebook, and Twitter accounts. More professionally, there are internet-based life organizing locales particularly for job seekers like
LinkedIn, Monster, Indeed, among others. These can be utilized as incredible selecting apparatuses because they are not that costly, and they can achieve an awesome measure of individuals in a short measure of time. Notwithstanding publicizing work openings, web-based life gives the association another approach to check data given by the candidate. Being dynamic via web-based networking media administrations like Twitter enables you to 'meet' potential competitors from multiple points of view: through shared associations, through shared talk subjects, and because it's simple for work searchers to get in touch with you. A fourth of UK organizations are enlisting using expert systems administration locales like LinkedIn.
Your internet-based life movement likewise extends your boss image, indicating hopefuls what your authoritative culture resembles. That is incredible for drawing in top ability, accepting your way of life is great. It works the other much as ...
Similar to Baltimore_HRM410_CourseProject.doc (20)
2. 1
COMPANY BACKGROUND
Baltimore Broadcasting was founded on
September 1, 2013 by Vaun Baltimore who serves as
the chairman of the board of directors for Sprung TV.
Vaun Baltimore assembled an all-star team to run the
three new networks. Justus Cook who formerly
served as an executive at the CMC Broadcasting
System is the CEO of Sprung TV. The company was
announced simultaneously with the announcement of its first three networks, Hide, Grind, and
Giggle, which were all launched that September with BlindSpot Communications serving as its
charter station group.
On September 8, 2014, Baltimore Broadcasting announced the launch of its fourth
specialty network, Fun!, a family-based network that debuted in conjunction with 17 CBA
owned television stations. The J.W. Bogwell Company served as the core charter affiliate group.
On September 21, 2015, Baltimore Broadcasting signed an agreement with the Farris
Corporation that would broadcast all four of the networks in North American affiliate stations,
boosting the coverage overall to 77% of the continent and continues to grow.
Baltimore Broadcasting currently has about 200 full-time employees, and continues to
grow every day. By strategically staffing Baltimore Broadcasting, we will be able to have the
best candidates for each position which will allow Baltimore Broadcasting to keep growing. This
3. 2
handbook will help you through the staffing process. If you have questions, please contact the
Human Resource department.
OUR DEFINITION OF STRATEGIC STAFFING
An organization’s ability to identify, secure, and recruit the best candidates for any job
positon is critical to help achieve the organization’s goals. Strategic staffing is an approach
where a department analyzes its staffing needs. This is done by understanding long-term
objectives of the department and Baltimore Broadcasting. By understanding the goals of
Baltimore Broadcasting, each department will have a better understanding to hire temporary or
permanent employees who have the best skills to accomplish those goals. Since 2014, the
Human Resource department has partnered with Glaco Staffing Agency to help with effective
staffing practices. With the collaboration between the Human Resource Department of
Baltimore Broadcasting and Galco Staffing Agency, they have developed this handbook to focus
on the following topics:
Effective Interviewing and Selection Practices
Strategic Staffing Planning
Effective Retention of Employees
Marketing
Each of these topics are important to strategically staff Baltimore Broadcasting. Always keep
in mind that costs are important when deciding what candidate to hire. Another key point is:
What knowledge, skills, abilities, and behavioral competencies are needed to reach the goals of
4. 3
the department and Baltimore Broadcasting? To have a better understanding of this key point,
a job analysis is required.
JOB ANALYSIS
How do we identify what jobs are needed for each department? A job analysis can help
determine if there is a need for new employees at Baltimore Broadcasting. A job analysis can
be defined as the understanding of what work requirements are needed, and what is the
suitable pay levels of certain jobs. This is also a good thing for the newly hired employees. They
will have a better understanding of the task, and what is expected of them on daily basis. The
job analysis process is done in eight steps. Each step is important to effectively conduct a job
analysis.
1. Identification of Job Analysis Purpose: The first step in the job analysis process is to
understand if a job analysis is needed.
2. Who will Conduct Job Analysis: The second step is to decide who will be the one
conducting the job analysis.
3. How to Conduct the Process: Have a planned approach on how to conduct the job
analysis process.
4. Strategic Decision Making: Make a decision of what employees will be involved, data
sources, level of details, and data collection methods.
5. Preparation of Job Analysis Process: Be sure to communicate with the HR Department
during the job analysis to ensure that the interviews and preparation of documents is
done properly.
5. 4
6. Data Collection: Collect job-related data that includes skills and abilities required to
complete the task, education qualifications, job activities, working conditions, required
human traits, and duties and responsibilities.
7. Documentation: Verify the proper documentation of the collected data for authenticity,
and review it.
8. Develop a Job Description: Separate the data into useful information. The job
description will describe the activities, responsibilities, activities, and roles of the job.
The Job specification will state the experience, education qualification, skills, and
personal traits that are required.
LEGAL ASPECTS OF STAFFING
Baltimore Broadcasting is an equal opportunity employer. We value and understand the
right of all candidates to be considered based on their ability to meet the job requirements.
Company policy prohibits discrimination towards any member of a Protected Class. Baltimore
Broadcasting will make sure that all persons will have opportunities to hold, obtain, advance
and seek employment within the organization without discrimination. The Human Resource
Department provides resources to ensure that all hiring processes are equitable. Baltimore
Broadcasting upholds all civil right laws that are in affect. A few of them are:
Title VII of Civil Rights Act of 1964 – Prohibits all discrimination of race, religion,
pregnancy, national origin, sex, or color.
6. 5
Age Discrimination in Employment Act – Prohibits all employers from discriminating
against individuals who are 40+ years of age in any aspect of employment.
Americans with Disabilities Act – Prohibits all employers from discriminating against any
qualified individuals with a disability in any aspect of employment. Employers must also
make reasonable accommodations for individuals to perform their job responsibilities.
To see a full list of the laws enforced by the U.S. Equal Employment Opportunity
Commission, please speak to the Human Resource department, or visit
http://www.eeoc.gov/laws/statutes/.
Your handbook must be completed to this point for the draft due in Week 4 and should be
approximately 3 to 4 full pages.
RECRUITING
Recruiting provides opportunities for departments to align KSAs (Knowledge, Skills, and
Abilities) to goals and initiatives, and for individual and departmental growth. The department
will need to evaluate and properly plan what KSAs are needed. By doing this, the department
will be able to find the candidate for the role. Baltimore Broadcasting uses two methods of
recruiting: Internal and Third-Party Sourcing. Internal recruitment is advertising recent or new
positions within Baltimore Broadcasting to existing employees. The benefits to internally
recruiting are: Little or no training is needed, expenses which include advertising and
7. 6
background checks are not needed, and it encourages loyalty among employees. The other
method that Baltimore Broadcasting uses is third-party sourcing. The third-party that Baltimore
Broadcasting works with is Glaco. Glaco uses various techniques to find qualified external
candidates to meet department needs.
After conducting an effective job analysis, the position will need to be posted externally
and internally. The job posting will need key elements to be truly affective which are:
1. General Information – Basic information such as job title and location.
2. Essential Functions – Describes the essential responsibilities and duties of the position.
3. Minimum Requirements – Basic qualifications that are advertised to potential
candidates. The Basic qualifications must relate to the responsibilities and duties of the
job. This includes soft skills such as communicates and works well with others.
4. Preferred Qualifications – Experience and skills that are preferred with basic
qualifications. These hard skills may include prior experience, certificates, or degrees.
Galco has provided a sample posting below to help with job postings.
Sample Posting
Administrative Assistant
Baltimore Broadcasting - Irvine, CA
Job description
8. 7
- Provide administrative support
- Manage outgoing and incoming email and phone communications.
- Maintain departmental database lists and systems
- File, fax, distribute mail and order supplies.
- Prepare memos, letters and other correspondence.
- Interface with management and customers at various levels.
- Coordinate travel and meeting arrangements.
- Maintain department calendar.
- Process expense reports, purchase cards and invoices.
- Create presentations.
Requirements
- High school diploma or GED required.
- Some college preferred.
- 2 years experience in automated office environment.
- Working knowledge of Microsoft Office applications.
- Effective computer skills required
- Excellent phone etiquette.
9. 8
- Knowledge of multi-line phone systems.
- Bilingual skills a plus.
SELECTION
Employee selection is the procedure of finding candidates with the necessary
qualifications and skills to fulfill the goals of the department and Baltimore Broadcasting.
Employee selection is different from recruitment. However, they are both apart of the
employment process. Recruiting candidates will get them to apply for the position. While the
selection process will narrow down the qualified candidates. If the best candidate is selected
for the position, the department will complete their goals. To have the candidate with the best
knowledge, skills, and abilities selection will be involved. There are four parts to our selection
process.
1. Screening Interviews- The interviews are used to narrow down any candidates that do
not fulfill the minimum requirements. These interviews are done by the Human
Resource department and Glaco usually by phone.
2. Pre-employment Tests and Assessments – These tests may include logic test, personality
test, intelligence test, and aptitude test as long as it pertains to the job position.
3. Employment Interviews – These interviews are done with face to face interactions
between the candidates and the supervisors. These interviews do consume money and
time which is why there is a screening process. All interviews should be conducted in a
10. 9
professional manner. There should always be honest communication between the
interviewer and the candidates.
4. Letter of Employment – The last step is to offer the candidate a proposal to be
employed.
Interview Process
During the selection process is the interview process. By properly being prepared for the
interview, the interviewer will be able to evaluate the KSAs of the candidate. The Human
Resource department will oversee all interviews. However, supervisors may be the ones
conducting the interviews. The supervisors will need to review the candidate’s resume, and
make notes of any issues to ask the candidate. Have job specific questions ready to ask the
candidate. Be sure to have a mixture of hard skill and soft skill questions for the interview. Hard
skill questions ask about a candidate’s skill sets or abilities such as degrees, certificates, and
foreign languages. Soft skill questions ask about a candidate’s interpersonal skills such as
teamwork and communication. Below are eight examples of legal interview questions to ask a
candidate.
Interview questions (at least 8) which are legal, non-generic, and specific tothe position
1. Describe for me a time in previous experience how you have used Microsoft Office
Applicaitons.
11. 10
2. You have made travel arrangements for a few supervisors. You notice that no one has
picked up the tickets from your desk. The flight leaves in one hour. What do you do?
3. Describe for me a time when you used a multi-line phone system.
4. You have a deadline at the end of the day, a co-worker that needs help, and an irate
client on the phone. What do you do?
5. You have a client visits your desk quite frequently. You have a lot of work to do, but they
seem like they want to keep socializing. What do you do?
6. Describe for me a time when you have had to communicate with internal and external
clients.
7. Describe for me a time that you have used analytical and problem solving skills.
8. You have a meeting at 10:30AM with the supervisors to go over schedules, lunch with a
friend at 12:00PM, a presentation at 3:00PM. You get to work, and find out that one of
your supervisor needs you to not only make a presentation, but also spreadsheets and
Access reports to go with it. What do you do?
Pre-employment Tests and Assessments
Pre-employment Tests and Assessments are tools used to help better understand
candidates. All pre-employment tests and assessments must comply with the all EEOC
guidelines (http://www.eeoc.gov/policy/docs/factemployment_procedures.html). There are
four different test that are conducted at Baltimore Broadcasting. Supervisors may request any
of these test to be administered, but the Human Resource department will be conducting them.
12. 11
1. Job Knowledge Test – These tests are designed to asses a candidate’s knowledge that
pertains to the job position.
2. Personality Test – These test help employers have a better insight of the candidate’s
personality. The Human Resource department uses this test to understand if a
candidate will work well with others, or work better alone. This test may be key if the
job potion is for a group setting.
3. Drug Testing – Baltimore Broadcasting promotes a drug free workplace. The drug test
will be conducted at a local lab after the employment interviews are over, but before
the letter of employment has been presented.
4. Background Check – After the drug testing, the candidate will be notified that a
background check will be conducted by a third party to check any history that may
affect the decision for employment.
PERFORMANCE MANAGEMENT
Performance management is a systematic process in which the performance of
Baltimore Broadcasting can only be improved by improving individual employees. The first
evaluation of an employee will be after 90 days from the date hired by the supervisor of the
employee, but overseen by the Human Resource department. After the 90-day evaluation, the
evaluation system that will be used is the 360-degree evaluation that will be conducted
annually. The 360-degree evaluation is a method that provides employees performance
feedback from their supervisors, coworkers, and clients. The 360 evaluation helps give
13. 12
employees a new perspective on their performance. It will also help them better understand
what is expected of them. After the evaluation, the supervisors will conduct coaching that will
diagnose the problems, and help improve the performance of the employees. The forms and
materials for the evaluations and coaching are located in the Human Resource department.
RETENTION
Employee retention is a various practices and policies that get employees to stay with
an organization for longer periods of time. This starts the day that the employee is hired. There
are many different methods of employee retention. Baltimore Broadcasting uses the following
methods.
A competitive benefits package that include but not limited to life insurance,
retirement-savings plan, and health insurance. Offer a competitive benefits
package that fits your employees’ needs. Providing health insurance, life
insurance and a retirement-savings plan is essential in retaining employees.
Providing small perks will brighten up anyone’s day. Free food, dry-cleaning, car
washes, etc. If it makes the employees life easier, they are more likely to
appreciate it by staying.
Conducting stay interviews will help better understand why employees continue
to stay with Baltimore Broadcasting.
14. 13
Promoting from will encourage employees to work harder to achieve personally
life goals.
Conduct employee development by training and furthering employees’
education.
Supervisors need to have open communication with the employees. Create open
communication between employees and management. Holding regular meetings
where employees may ask questions will help with this.
Supervisors will be conducting most of the coaching. This will help the supervisor
and employee bond.
Baltimore Broadcasting has company meetings every Friday to communicate
with the employees of the organization’s goals and how we will achieve them.