The document discusses the various costs associated with recruiting and hiring employees for companies and consultants. It outlines internal and external recruitment costs for companies, which include the costs of recruiters, hiring managers, candidate screening, testing and travel. It also discusses recruitment costs ratios, bad hire costs including lost productivity, training costs and termination costs. Bad hire costs can be substantial and include the initial recruitment costs plus lost knowledge and customers. The document provides formulas for calculating many of these costs as a percentage of compensation.
Identify the key stages in the recruitment process.
Discuss the importance of developing a job analysis and job descriptions.
Outline the different types of recruitment strategies.
List the advantages and disadvantages of different recruitment strategies.
Identify the key stages in the recruitment process.
Discuss the importance of developing a job analysis and job descriptions.
Outline the different types of recruitment strategies.
List the advantages and disadvantages of different recruitment strategies.
This topic is about the management of human resource in a efficient way for the betterment of an organization and how it can be used to stabilize and economically power the employee as well as the organization.
Compensation Dimensions (Payment for Work and Performance, Payment for Non-working Days, Loss of Job Income Continuation Benefit, Disability Income Continuation Benefit, Deferred Income, Spouse/Family Income Continuation Benefit, Health, Accident and Liability Protection, Income Equivalent Payments)
Recruitment and selection powerpoint presentationAndrew Schwartz
Having the highest performing employees is critical for the success of an organization but too often the best candidates can be hidden among stacks of scripted resumes. Hiring managers must learn strategies to find and select the right candidate. The Recruitment and Selection Powerpoint Presentation offers slides on topics such as: 27 points on creating a recruitment strategy, 24 slides on methods of recruiting, 10 tips for how to review resumes, 5 slides on evaluating interviews, 5 points on making the final decision, 17 points on assessing recruitment and selection strategies including 3 steps on how to benchmark these strategies, 15 slides on training and retention including 6 tips to increase retention and 8 tips for implementing training programs, 6 slides describing the legal issues, 4 slides for final action steps and much more. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
iCrederity aims to set a standard platform for background verification, based on authentic credential analysis which is universally accessible and supported by a strong network
This topic is about the management of human resource in a efficient way for the betterment of an organization and how it can be used to stabilize and economically power the employee as well as the organization.
Compensation Dimensions (Payment for Work and Performance, Payment for Non-working Days, Loss of Job Income Continuation Benefit, Disability Income Continuation Benefit, Deferred Income, Spouse/Family Income Continuation Benefit, Health, Accident and Liability Protection, Income Equivalent Payments)
Recruitment and selection powerpoint presentationAndrew Schwartz
Having the highest performing employees is critical for the success of an organization but too often the best candidates can be hidden among stacks of scripted resumes. Hiring managers must learn strategies to find and select the right candidate. The Recruitment and Selection Powerpoint Presentation offers slides on topics such as: 27 points on creating a recruitment strategy, 24 slides on methods of recruiting, 10 tips for how to review resumes, 5 slides on evaluating interviews, 5 points on making the final decision, 17 points on assessing recruitment and selection strategies including 3 steps on how to benchmark these strategies, 15 slides on training and retention including 6 tips to increase retention and 8 tips for implementing training programs, 6 slides describing the legal issues, 4 slides for final action steps and much more. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
iCrederity aims to set a standard platform for background verification, based on authentic credential analysis which is universally accessible and supported by a strong network
Final Assignment
Final Assignment
3
Company Address?
Date?
Inside Address?
Salutation?
Phoenix Advertising is a company established in North Carolina. According to the information given, it is evident that your branch is facing a number of challenges, which need to be attended to with immediate effect. Recently, two top management employees have left the company to join a competing firm; others are also threatening to leave the company.
Background
From the reports evaluated, there are factors that are leading to reassignment of the employees to rival companies. From the case scenario presented, it is evident that the top management fails to involve the junior employees as make most of the important decisions without consulting them. When the employees feel left out, they hardly perform, as they feel ignored most of the time. Secondly, the company focuses on increasing their levels of profitability. Hence, it is taking a lot of work from all potential clients without necessarily evaluating the accounts and the workload. This causes the employees responsible for working for ling hours with minimal compensation. In my opinion, this could be the reason for low morale and decrease in production.
Firstly, there is weak leadership, which fails to involve employees at all levels in the company. This can be seen from the way the management take lots work from all different clients without necessarily evaluating the accounts and workload. Secondly, there is poor communication between all levels. The top management does communicate with junior employees, and it fails to encourage their work and efforts. This is the reason they end up editing their work without consulting them. Further, the company is contracting more clients than it can handle with the current personnel.
The top management of the company should embrace real leadership and administration. To be precise, the management should and must effectively communicate with employees on all their levels. This could be achieved best by outlining their roles and responsibilities. It should also provide better means of evaluation and reporting of every employee. The heads of various departments should also work closely with their employees at make any changes in their works with their consultations in order to value their efforts at different levels (Schein, 1985).
Further, due to the increased volumes of workload, the management should also offer enough compensation to all employees by paying them for any overtime work from them. This could be achieved by improving the terms of the contract. Additionally, the company should provide an excellent working environment where the employees are comfortable. The management should also aim at improving human capital through ore training and development. This is because in the world of advertising, technology is changing the dynamics day by day. A specific timeline should be set in order to e ...
Recruitment and Selection
Recruitment :
Recruitment is a process of attracting candidates towards a job in an organization.
Selection :
Selection is a process of hiring right person for a right job at a right time at a right cost.
Selection follows recruitment.
In Recruiting, How Important Is Cost Per Hire?David Green
These are the slides from a webinar I delivered in conjunction with LinkedIn Talent Solutions in October 2015.
The slides draw on research from the likes of Bersin by Deloitte, BCG and SHRM and demonstrate how to achieve return on investment in recruiting you need to balance cost, agility and quality drivers.
The slides demonstrate how too much focus on lowering cost per hire can actually prove more expensive and disruptive in the long run.
DeVry UniversityCourse ProjectBUSN278 Budgeting and Forecastin.docxduketjoy27252
DeVry University
Course Project
BUSN278 Budgeting and Forecasting
Student Project Activity – Week 2
A. Week 2: Budget ProposalSection 2.0 Sales Forecast
B. TCOs Addressed:
TCO 5: Given a new business startup or new product introduction and the need to make a forecast when historical data is not available, create the forecast for the organization.
TCO 10: Given a description of a new business, new product, service or project develop, present and defend the budget.
C. Project Activity Overview – Scenario / Summary:
Last week, you selected a business for which you’ll make a budget proposal. Your first step is to create a sales forecast (in sales dollars) when no historical data is available. Use methods such as historical analogy, expert judgment, consumer surveys, the Delphi method, or calculations based on population distributions, estimated growth rates, or expected market penetration rates to arrive at reasonable sales figures for your business for the next 5 years.
Use the Budget Proposal Workbook.xlsx and Budget Proposal Template.docx.
D. Deliverables:
Complete Section 2.0 (including sections 2.1 and 2.2) in the Budget Proposal Template.docx after doing research and performing calculations to arrive at your 5 year forecast. Also, provide calculations in the Budget Proposal Workbook.xlsx.
Add section 2.0 to your Budget Proposal Template and save it as YourName_Project_WK2.docx. Save your sales forecast in the worksheet tab labeled Section 2.1 and 2.2as YourName_Worksheet_WK2.xlsx and upload both files to the Week 2 Project Dropbox.
E.
Project Tasks:
Task 1:
Download Budget Proposal Workbook.xlsx from DocSharing.
Task 2:
Research the area in which your business is located, and do calculations in the Excel workbook which produce a reasonable dollar value forecast based on population size, growth rates, an estimate of the percent of the population expected to purchase your product, and the dollar value of the average sale over the 5 year planning horizon. Do these calculations in the Section 2.1 and 2.2 tab of the Budget Proposal Workbook.xlsx. Also, feel free to use other methods described in this course you feel are appropriate to estimate sales for your new business startup’s first five years.
Task 3:
Write section 2.1 and 2.2 of the Budget Proposal Template.docx document, summarizing your forecast in a table, and also describing and justifying your methodology for arriving at the sales forecast. Follow the instructions in section 2.0 of the Budget Proposal Template.docx when writing these sections. Also, update your works cited Section 6.0 in the template with any research you did.
Task 4:
Paste the first paragraph of the 1.0 Executive Summary template into the Budget Proposal Template.docx so your professor is reminded which business you’re doing.
Task 5:
Save the draft of the Budget Proposal Word document and Budget Proposal Excel calculation and submit it to the Week 2 Project Dropbox.
F. Grading Crit.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
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𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
2. Prologue
The main focus on this presentation is on
various recruitments costs to the companies and
consultants.
Recruitment Cost Ratio.
Bad hire cost
4. Costs for the companies
Let me take you to various costs incurred for recruiting talents to the organisation.
Internal Costs
1. The cost of the internal recruiter's time to understand the position requirements,
develop and implement a sourcing strategy, review candidate’s backgrounds, prepare
for interviews, conduct interviews, prepare candidate assessments, conduct reference
checks, make the employment offer.
2. Calculate the cost of a recruiter's assistant who will spend 20 or more hours in basic
level review of resumes, developing candidate interview schedules and making any
travel arrangements for out of town candidates.
3. The cost of the hiring department (immediate supervisor, next level manager, peers
and other people on the selection list) time to review and explain position
requirements, review candidates background, conduct interviews, discuss their
assessments and select a finalist. Also include their time to do their own sourcing of
candidates from networks, contacts and other referrals.
4. Calculate the number of hours spend by the internal recruiter interviewing internal
candidates along with the cost of those internal candidates to be away from their jobs
while interviewing.
5. Calculate the cost of reference, educational and criminal background checks, especially
if these tasks are outsourced.
5. 6. Calculate the cost of the various candidate pre-employment tests to help assess a
candidates' skills, abilities, aptitude, attitude, values and behaviours.
7. Staff travel for onsite interviews
8. Administrative expenses at onsite interviews
9. Sourcing costs (like job portals)
10. Technology cost(Telephonic interviews, video conferences)
11. Infrastructure and stationary
12. On the top of this, if the position cross SLA, the loss to organization due the position is
open is also comes under recruitment cost.
13. RPO
External Costs
1. Advertising
2. Cash awards to employee referrals
3. Job fairs
4. Consultant fee
5. Internet posting
6. Travel reimbursements to candidates
6. Costs for the consultants
The costs incurred with consultants is the opportunity costs and will turn up into
revenue generation only by fulfilling the staffing needs of their clients.
The cost of the consultant time to understand the client, position requirements,
develop and implement a sourcing strategy, review candidate’s backgrounds,
schedule interviews.
The cost of the team supporting consultant. Calculate the number of hours spend
by them.
Rent of the office space
Administrative expenses
Sourcing costs (like job portals)
Technology cost
Infrastructure and stationary
Internet posting
Cost incurred in building database and professional network
At the end, revenue generates only when a consultant place a right candidate who
meets the client requirements.
8. It may be useful for organizations to analyze these costs not by the number of hires
recruited and staffed, but by the total compensation of the hires that have been placed
in the organization. This Recruitment Cost Ratio(RCR) formula normalizes recruiting costs
based on compensation as a proxy for the relative value of the new hires.
Along with the Internal and external costs to the organization there are other costs
also…
1. Joining bonus
2. Relocation expenses
3. Travel expenses
4. Initial stay
RCR = (total recruitment costs / total compensation recruited)*100
A lower percentage value indicates the efficiency of the recruiting function.
10. A person who leaves the organisation within a year will be considered as a “BAD HIRE”
The following costs are incurred
1. Recruitment costs
2. Introduction costs
3. Training costs
4. Lost productivity costs
5. Added support costs
6. Loss of business costs
7. Wasted salary costs
8. Termination costs
9. Re-recruitment costs
Calculate the cost of the person who fills in while the position is vacant. This can be either
the cost of a temporary, or the cost of existing employees performing the vacant job as
well as their own.
Calculate the cost of lost productivity at a minimum of 50% of the leaving person's
compensation and benefits cost for each week the position is vacant, even if there are
people performing the work. Calculate the lost productivity at 100% if the position is
completely vacant for any period of time.
Calculate the cost of conducting an exit interview to include the time of the person
conducting the interview, the time of the person leaving, the administrative costs of
stopping payroll, benefit deductions, benefit enrolments and the cost of the various forms
needed to process a resigning employee.
11. Calculate the cost of the manager who has to understand what work remains, and how to
cover that work until a replacement is found.
Calculate the cost of training your company has invested in this employee who is leaving.
Include licenses or certifications the company has helped the employee obtain to do their
job effectively.
Calculate the impact on departmental productivity because the person is leaving.
Calculate the cost of lost knowledge, skills and contacts that the person who is leaving is
taking with them out of your door. Use a formula of 50% of the person's annual salary for
one year of service, increasing each year of service by 10%.
Calculate the cost of loosing customers that the employee is going to take with them.
Training Costs
Calculate the cost of orientation in terms of the new person's salary and the cost of
the person who conducts the orientation.
Also include the cost of orientation materials.
Calculate the cost of departmental training as the actual development and delivery
cost plus the cost of the salary of the new employee.
Calculate the cost of the person(s) who conducts the training.
Calculate the cost of various training materials needed including company or product
manuals, computer or other technology equipment used in the delivery of training.
12. Calculate the cost of supervisory time spent in assigning, explaining and reviewing work
assignments and output. This represents lost productivity of the supervisor.
Lost Productivity Costs
As the new employee is learning the new job, the company policies and practices, etc.
they are not fully productive.
Upon completion of whatever training is provided, the employee is contributing at a
25% productivity level for the first 2 - 4 weeks. The cost therefore is 75% of the new
employees full salary during that time period.
During weeks 5 - 12, the employee is contributing at a 50% productivity level. The cost
is therefore 50% of full salary during that time period.
During weeks 13 - 20, the employee is contributing at a 75% productivity level. The
cost is therefore 25% of full salary during that time period.
Calculate the cost of co-workers and supervisory lost productivity due to their time
spent on bringing the new employee "up to speed."
Calculate the cost of mistakes the new employee makes during this elongated
indoctrination period.
Calculate the cost of lost department productivity caused by a departing member of
management who is no longer available to guide and direct the remaining staff.
Calculate the impact cost on the completion or delivery of a critical project where the
departing employee is a key participant.
13. Calculate the cost of reduced productivity of a manager or director who looses a key staff
member, such as an assistant, who handled a great deal of routine, administrative tasks
that the manager will now have to handle.
New Hire Costs
Calculate the cost of bring the new person on board including the cost to put the person
on the payroll, establish computer and security passwords and identification cards,
business cards, internal and external publicity announcements, telephone hook-ups, cost
of establishing email accounts, or leasing other equipment such as cell phones,
automobiles.
Calculate the cost of a manager's time spent developing trust and building confidence in
the new employee's work.