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Human Resource Management Training Presentation
Team A- Ana Cruz, Chris Gilbert, Christina Pedraza, Cristina
Aviles
HRM/300
September 5th, 2016
Robert Lacey IV
Human Resource Management Training
Recruiting
Recruiting: The process of seeking sources for job candidates.
Obtaining a significant pool of diverse candidates to choose
from.
-communicate through different outlets
-provide details so people know if they are qualified.
-Schools/Universities
Obtaining Funds
Costs can range from $2,000-$16,000
Recruiting is known as the process of seeking sources for job
candidates and it is a large part of Human Resources. One steps
of recruiting is obtaining a significant pool of diverse
candidates to choose from (DeCenzo, Robbins, Verhulst, 2013).
The best way to accomplish this is to effectively communicate
the position through many different outlets as to reach as many
qualified and interested people as possible. One major factor to
consider in the recruiting process is the recruiting costs. Costs
can range from $2,000-$16,000 depending on the position
(DeCenzo, Robbins, Verhulst, 2013). This price can also
increase depending on resources used.
3
Advertisements
Employment Agencies
Employee referral and/or recommendations
Recruiting Strategies
There are many different recruiting strategies and each strategy
can yield very different results and have an effect of the whole
recruiting process. Advertisements can bring about fast results
and a very large pool of people to choose from. Employment
Agencies can be useful because they help to deliver a very
specific person/persons who have been vetted and screened so
the company already knows that this person is a good fit for the
position. Employee referral/recommendation can also be quick
and a good option if the recommendation comes from a
trustworthy employee who shows a good work ethic and holds a
good rapport, otherwise the recommendation might be taken
lightly
4
Interviewing
Comprehensive interview: Focuses on assessing a candidate’s
motivation, values, ability to work under pressure, and attitude.
Behavioral interview: Focuses not only on what the interviewee
says, but more so on how they fit into the culture of the
company and their behavioral patterns and experience.
The interview step comes after the prospective employee has
passed the initial screening, application form, and required
tests, if any (DeCenzo, Robbins, Verhulst, 2013). There are
typically two different kinds of interviews that an applicant may
be subjected to. Those two types of interviews are a
comprehensive interview and a behavioral interview.
Comprehensive interview is more skills based and focuses on a
candidates motivation, values, ability to work under pressure
and attitude while the behavioral interview focuses more on
how they fit into the culture of the company and their
behavioral patterns and experience. Both type of interviews can
be conducted to help narrow down the applicants for a company
to find the right fit for the position they are hiring for.
5
References
DeCenzo, D. A., Robbins, S. P., & Verhulst, S. L. (2013).
Fundamentals of human resource management (11th ed.).
Retrieved from
https://phoenix.vitalsource.com/#/books/9781118776629/cf
i/0!/4/2/[email protected]:0.00.
· Determine whether or not you believe the process of
formulating strategy in the health care industry is complex.
Justify your response with at least one (1) example of a
situation or scenario that supports your position.
· Assess the degree of guidance provided by Kaplan and
Norton’s Balanced Scorecard as a management tool for guiding
health care marketers in performing strategic management
duties and responsibilities. Provide at least two (2) specific
examples of the Balanced Scorecard Model that apply within a
health care organization with which you are familiar.

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Human Resource Management Training PresentationTeam A- Ana C.docx

  • 1. Human Resource Management Training Presentation Team A- Ana Cruz, Chris Gilbert, Christina Pedraza, Cristina Aviles HRM/300 September 5th, 2016 Robert Lacey IV
  • 2.
  • 4. Recruiting Recruiting: The process of seeking sources for job candidates. Obtaining a significant pool of diverse candidates to choose from. -communicate through different outlets -provide details so people know if they are qualified. -Schools/Universities Obtaining Funds Costs can range from $2,000-$16,000
  • 5.
  • 6. Recruiting is known as the process of seeking sources for job candidates and it is a large part of Human Resources. One steps of recruiting is obtaining a significant pool of diverse candidates to choose from (DeCenzo, Robbins, Verhulst, 2013). The best way to accomplish this is to effectively communicate the position through many different outlets as to reach as many qualified and interested people as possible. One major factor to consider in the recruiting process is the recruiting costs. Costs can range from $2,000-$16,000 depending on the position (DeCenzo, Robbins, Verhulst, 2013). This price can also increase depending on resources used. 3 Advertisements Employment Agencies Employee referral and/or recommendations Recruiting Strategies
  • 7. There are many different recruiting strategies and each strategy can yield very different results and have an effect of the whole recruiting process. Advertisements can bring about fast results and a very large pool of people to choose from. Employment Agencies can be useful because they help to deliver a very specific person/persons who have been vetted and screened so the company already knows that this person is a good fit for the
  • 8. position. Employee referral/recommendation can also be quick and a good option if the recommendation comes from a trustworthy employee who shows a good work ethic and holds a good rapport, otherwise the recommendation might be taken lightly 4 Interviewing Comprehensive interview: Focuses on assessing a candidate’s motivation, values, ability to work under pressure, and attitude. Behavioral interview: Focuses not only on what the interviewee says, but more so on how they fit into the culture of the company and their behavioral patterns and experience.
  • 9. The interview step comes after the prospective employee has passed the initial screening, application form, and required tests, if any (DeCenzo, Robbins, Verhulst, 2013). There are typically two different kinds of interviews that an applicant may be subjected to. Those two types of interviews are a comprehensive interview and a behavioral interview. Comprehensive interview is more skills based and focuses on a candidates motivation, values, ability to work under pressure and attitude while the behavioral interview focuses more on how they fit into the culture of the company and their behavioral patterns and experience. Both type of interviews can be conducted to help narrow down the applicants for a company to find the right fit for the position they are hiring for. 5 References DeCenzo, D. A., Robbins, S. P., & Verhulst, S. L. (2013).
  • 10. Fundamentals of human resource management (11th ed.). Retrieved from https://phoenix.vitalsource.com/#/books/9781118776629/cf i/0!/4/2/[email protected]:0.00.
  • 11. · Determine whether or not you believe the process of formulating strategy in the health care industry is complex. Justify your response with at least one (1) example of a situation or scenario that supports your position. · Assess the degree of guidance provided by Kaplan and Norton’s Balanced Scorecard as a management tool for guiding health care marketers in performing strategic management duties and responsibilities. Provide at least two (2) specific examples of the Balanced Scorecard Model that apply within a health care organization with which you are familiar.