M2 – Assess the employability and personal skills in the recruitment and retention of a selected organisation: Recruitment: Employability and personal skills are very important when talking about recruiting staff at Asda. There are many reasons why this is important. Firstly, when applying for a job in Asda, the potential candidate has to be applying for a job that they have some experience in or have some knowledge of what the job entails, because if Asda were to employ this potential candidate what they may end up finding out the person doesn’t have the necessary experience to do the job that they have been employed for so Asda will have to decide whether or not to let the employee go or waste time sending them to places where they can get the experience and knowledge. What Asda will have to check is if they have the right qualifications for the job, this is necessary because Asda cant employ someone if they don’t have the basic GCSE’s such as Maths and English because if they did then they wouldn’t be good for the store’s image and respectability. What Asda will also be looking for from their potential candidate is to have a good understanding of all of the offers and prices that the company is promoting at the moment, because once again, if they weren’t to have this quality then if someone where to ask them in the shop what special offers they have got and the employee didn’t know then it wouldn’t look good for the company if they were employing staff who didn’t know and have the basic knowledge of the offers that they were promoting.
The organization should follow company’s strong culture and consider retaining the talent employees to accomplish its business plan. But, Tanglewood relied on its experienced employees as a major source of talent. As I said before, suppose the company promotes internal employees, there must have many gaps in the organization. So, how to find new employees let them become skill employees are the big issues. 2.
An organization is able to give each customer individual and unique attention, but it depends on the customer’s preference. Organizations continue to look for ways to prepare employees for changes in the company. Changes does not always extend just to employees, it involves customers also. The introduction of new products and services, technologies, and routines does not consists of internal memos and meetings, it ventures on to computers and videos. The quality of services that is an employee gives to a customer is the reason why customers return to the company.
Employee Portfolio: Management Plan Jackie Clayton University of Phoenix MGT/311 November 19, 2012 Kevin P. McCoyd Employee Portfolio This paper will discuss how employee’s characteristics affect the organization and recommendations for additional assessments. With any employee, different personalities and characteristics can be beneficial or damaging to an organization. At Riordan Manufacturing, our goal is to provide a superior service to our customers. To accomplish our mission, employee satisfaction is the key to providing superior customer service. Another issue is the relationship between employee and employer.
When hiring someone employers should make professionalism a priority during the interview process. Knowing whom someone is as a person is as vital as knowing flight hours and experience. So how can you tell just how professional an employee will be upon hire? It’s your screening and selection methods that weed out the
Abstract Employers implement retention strategies to manage employee turnover and attract quality employees into the organization. Retention programs focus on the relationship between management and their workers. Competitive pay, benefits, employee recognition and employee assistance programs are all part of a company's attempt to maintain employee satisfaction. Human resources specialists utilize feedback they receive from exit interviews and focus groups to improve employee relations and reduce turnover. Transitional development issues plague corporate America daily with the ability to hire and retain quality people; costs associated with training new hires, and conversely seek avenues in improving employee dissatisfaction.
1)." Allen 1998 "Supervisors develop an effective training program by assessing training needs and designing training programs to meet those needs (para. 13)." Â An effective orientation and training program needs to incorporate the employee's job function. By breaking down what is required of an employee and assessing what skills the employee already has one can implement an orientation and training program that will benefit the company as well as the
Next, specify the range of employee discretion and allowing employees to become a part of the business will help the employees understand why the company has to make decisions for individual jobs. Finally, informing individuals when delegation occurs, and establish excellent feedback channels will both help accomplish the task delegated successfully (Robbins and Coulter, 2012, p. 281-282). Assignment Clarification In clarifying the assignment, it is important that a delegator understand what they are asking someone else to do and to whom it will present. Anne knew that Ricky was more than capable of completing the task. However, Anne did not consider what other projects Ricky might already be working.
When a company creates a new job they must come up with a job analysis of the role so HR knows what kind of job applicant they need to recruit. Without the job analysis the recruitment process may take even longer to select a suitable job applicant. The process involves in-depth investigation in order to control output, i.e. get the job done successfully. The process can identify what a particular department requires and what a prospective employee needs to deliver.
When starting a new job, a new employee will learn of all the non-monetary benefits that the company has to offer. These benefits help an individual decide if they want to work for the corporation long term. Once employed for a period, an employee will weigh out the pay and benefits’, deciding if relocating to another company has better plans. A corporation must have the best “perks” if retainment of good employees is beneficial to the company otherwise, employees may seek employment elsewhere (Reeve, 2009).