Todd John's Case Analysis
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Todd Johns, an HR manager for USTC, is facing challenges recruiting quality applicants for USTC-I, the company's new subsidiary in India. Some of the issues include cultural and language barriers, office politics, and fraudulent resumes. To address these problems, the document recommends that Todd's team include Indian expats to help, provide cultural sensitivity training, conduct thorough onboarding and training programs, implement stricter resume verification processes through partnerships with recruiting agencies, and switch to online interviews to improve screening. The suggestions aim to help Todd attract qualified candidates and strengthen USTC-I's hiring process.
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The following data reflect the frequency with which people voted in the last election and were satisfied with the officials elected:
Satisfied
Voted
Yes
No
Yes
48
35
No
33
52
(a) What procedure should we perform? (b) What are H0 and Ha? (c) What is fe in each cell? (d) Compute . (e) With α = .05, what do you conclude about the correlation between these variables?
ASSESSMENT CONTEXT
Human Resource Management (HRM) is concerned with organising and looking after people in the workplace. On a day-to-day basis this includes recruitment, selection, training and development and assessing staff performance. An important part of HRM is workforce planning. This involves getting the right people in the right place at the right time. It also involves identifying the numbers of people required to enable the business to operate at full efficiency. These people need to have the right skills to do the job. Recruitment and selection are the most critical and significant human resources functions. Unless the organization has the best available employees, it will not be able to grow and flourish in the market. The drive and motivational levels of the employees need to be high to enable the company to attain its goals. All the steps of the recruitment and selection processes are equally important in attracting and retaining the right talent. A major part of management's job is ensuring that good policies and procedures are in place to ensure the successful recruitment and induction of high quality employees.
TASK 1. Analyse Strategic & Operational plans and policies
For this task, you are required to study the following 2 documents and answer the following questions: Search for this and answer the Q1, Q2, Q3 (I, ii, iii)
a) Tourism Australia enabling strategy (An extract from the Tourism Australia Corporate Plan 2016 – 2017)
b) Tourism Australia Recruitment Policy
Q1) Outline the recruitment and selection process for Tourism Australia. How does the Recruitment Policy ensure that suitable candidates are attracted to Tourism Australia?
Q2) What policies and procedures are in place to ensure that all shortlisted candidates are treated equally and that the selected candidate is likely to share Tourism Australia’s culture and values?
Q3) Explain the purpose of the following documents listed in the forms section at the end of the Recruitment Policy:
i) Behavioural Questions Manual
ii) Interview Guide Template
iii) Selection Assessment Form
TASK 2 Develop recruitment and selection policies and procedures and supporting documents
A job description should detail the purpose, tasks and responsibilities of the job. It is of great importance both in the recruitment process and the subsequent management of safe practice following appointment – for example it can help with induction and training. On the other hand, a clear and comprehensive job specification is the key tool for successful recruitment. The job specification enables the organisation to profile ...
Chapter 4
The document discusses the importance of recruitment and outlines the typical recruitment process. It begins by explaining the key steps in recruitment: job analysis, job description, and job specification. These steps are used to identify the skills and qualifications needed for a role and to attract suitable candidates. The purposes of recruitment are then given as providing a pool of candidates, attracting people to achieve organizational goals, and building a positive impression. Common recruitment methods like internal and external sourcing are also described. The summary concludes that recruitment is vital for organizations to attract qualified people to perform jobs well and engage employees to meet goals, and poor recruitment can be very damaging through unnecessary costs.
Recruiting
This document discusses recruitment, including its definition, aims, and relationship to selection. It describes environmental factors that influence recruitment like the economic, social, technological, political, and legal environments. Alternatives to recruitment like overtime, subcontracting, temporary employees, and employee leasing are also examined. The document provides details on performing a situational audit for recruitment and evaluating alternative recruitment sources.
Recruitement And Selection Process
The propose of making report is considered whose ideas and facts are most important for conveying the significance of the organization.
The scope of the report is given ……….
1. Decide what positions we’ll have to fill through personnel planning and forecasting.
2. Build a pool of candidates for these jobs by recruiting internal or external candidates.
3. Have candidates complete application forms and perhaps undergo an initial screening interview.
4. Use selection techniques like tests, background investigations, and physical exams to identify viable candidates.
EXIN JOBS LTD
EXINJOBS LTD is India's leading online career and recruitment resource that provides relevant job profiles to employers and job opportunities to job seekers across industries, experiences, and geographies. It has a global network and provides the widest range of job seeking, career management, recruitment, and talent management services. EXINJOBS LTD ensures a robust platform to assist retired military members seek second career opportunities and plays a role in transforming students into employed professionals.
Hrm – Training
This document discusses human resource management processes at Ergo Corporation, including recruitment and selection, and performance appraisal. It provides details on Ergo's recruitment sources and selection process, as well as the performance appraisal process, features, advantages, and techniques. Performance appraisals involve evaluating employee performance and productivity against criteria. They aim to facilitate communication between managers and employees to provide feedback, set goals, and determine compensation.
Recruitment
This document discusses recruitment and selection. It defines recruitment as the process of finding and attracting job applicants, and selection as differentiating between applicants to identify those most likely to succeed. The document outlines the recruitment process including identifying vacancies, advertising, sorting applications, and interviews. It discusses internal and external sources of recruitment like promotions, campus recruitment, and advertisements. Selection methods covered include testing, interviews, reference checks, and making the final hiring decision.
Dna Of Hiring A Comprehensive Guide From Enhance Academy
A simple Ready reckoning guide for understanding the details of Recruitment, Selection, Hiring and Induction
Human resource recruitment
This document discusses human resource recruitment methods. It defines recruitment as attracting qualified individuals to join a company in a timely manner. The two major sources of candidates are internal (current employees) and external hiring. Methods discussed include job posting, word-of-mouth, advertising, walk-ins, campus recruitment, job fairs, government agencies, radio/TV, and the internet. Guidelines are provided for implementing each method successfully to attract the best candidates.
ganesh_reddy (1)
This resume is for B. Ganesh Reddy. He has an MBA in finance and insurance and a B.Com in computers. His career objective is to work in a challenging environment where he can develop his creative skills. He has over 10 years of experience working for DuPont India and Hinduja Telecom in accounts payable and customer service roles. His responsibilities included invoice processing, payment tracking, and customer support. He is also an IRDA certified financial advisor.
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Todd John's Case Analysis
- 1. PROBLEM STATEMENT W H A T C O U L D B E D O N E T O A T T R A C T Q U A L I T Y A P P L I C A N T S A N D H O W C O U L D T O D D A N D H I S H R T E A M I M P R O V E T H E H I R I N G P R O C E S S F O R U S T C - I ? By team HIRE HUNTERS
- 2. CASE SUMMARY • The case basically deals with the HR issues faced by a US Telecom Company (USTC) when entering is entering India to open its subsidiary named USTC-I for software development. • For this purpose, USTC-I recruits fresh graduates as well as experienced professionals. • Todd Johns (The Protagonist), an HR Manager with the US is facing HR challenges as the company attempts to recruit professionals for USTC-I.
- 3. PROBLEM OF CULTURAL AND L ANGUAGE BARRIER ISSUES FACED BY TODD JOHNS 1. Include at least 2 Indian expats already working in USTC to reduce cultural and language barriers. 2. Provide some cultural sensitivity training to Todd’s team. SOLUTION
- 4. PROBLEM OF OFFICE POLITICS ISSUE OF ONBOARDING 1. Onboarding of both managerial staffs and freshers needs to be meticulous and include program of Strategic and Cultural alignment with Parent company strategies. 2. Orientation of USTC-I’s employees and align them towards the parent company’s goals and objectives. 3. Conduct training programme for freshers. 4. Make employers understand the mission and values of the company and pay more attention to quality of the employees rather than just focusing on delivering products. SOLUTION
- 5. ISSUE OF FRAUDULENT RESUME Tie up with the registered employment agencies like Quess Corp, ABC Consultancies etc. and sign MOA that include the liability clause of ensuring the correctness of the resume. Aptitude and psychometric tests to be conducted by these agencies. For background check of experienced candidates, ask them the contact number of previous employers and also ask for previous company’s website link. Also, get his/her work address and scan his/her business card. For Freshers, background check can be done which includes checking accreditation of university and other documents submitted by the candidate.
- 6. RECOMMENDATIONS 1. Drop telephonic interviews and switch to face-to-face online synchronous interviews. 2. Conduct strict technical interview for experienced candidates to understand candidate's profound knowledge of subject. 3. Direct interviews to practical applications of concepts. 4. Give clear cut job description and job specification so that candidates understand what is expected from them. 5. Conduct English tests like Burlington to check candidate's English proficiency. 6. Improve brand image.