The company is looking to consolidate its current management strategy which is comprised of both the corporate and store level components. The corporate staffing service collects data needed for recruiting, selection and retention, and then forwards those recommendations to management of each store. Management is then left with the responsibility of recruiting,
Using the knowledge we have gathered from this course thus far, we will identify the current strategic problems that Citigroup is facing and will recommend solutions to address these problems. We start by giving a brief history of the company, talking about when it was founded, how it has grown over the years, and what it has achieved. We then move on to the current state of the company, presenting recent financial results, a description of its current operations, and the number of staff it employs. Next, we give an overview of and analyze the general industry environment in which Citigroup operates. We then identify the strategic problems that Citigroup as a company is facing, and the strategic problems the financial services industry as a whole is facing.
PurposeThe purpose of this assignment is to provide you with a detailed understanding of the of the recruitment documentation used when recruiting and retaining staff. | Writing framework 1. | Introduction, what are you planning to do and which company you are basing your work upon. | | 2. | List each document used in the recruitment process your organisation, use documents you find as evidence | | 3.
The project managers would primarily be responsible for the project. Functional managers would provide technical expertise and assign resources as needed. Each of the product groups would intersect with each of the functional groups. This organizational structure would be beneficial in time, when corporation creating a new project. 2.
Discuss what factors need to be considered before making the decision to outsource training. Describe outsourcing in your company or one that you research. 3. Discuss the importance of an organization analysis in a needs assessment and why it should be done first. 4.
Outline how you, as an organisational leader, would gather information about continuous improvement needs and would contribute to and implement continuous improvement initiatives. Draft a memo to employees providing information about changes to plans and operations, the outcomes of continuous improvement efforts. Lastly, also consider customer service and feedback from customers that might contribute to identification of improvement opportunities. Include reference to the impact of change on individuals and groups within an organisation, risk assessment, risk management and techniques for successfully managing the different types of change. What actions would you take to ensure that employees in the organisation understood the need for improvement and were able to cope with the accompanying changes?
4. If not already done, Sampson should establish and organize a selection team. He must ensure that it includes adequate technical expertise with respect to product design and operation and also manufacturing and quality control activities. 5. As chairman of the team, Sampson should arrange for individual discussions with each of the potential suppliers.
Maintaining Job Descriptions Examine the reasons why it is important to update and write new job descriptions. Writing and updating job descriptions is very important for the company and the soon to be nominee. It allows the candidates to decide if the skills they have match the position they are applying for. In reference to the employer, it helps them to get a clear picture of the ideal candidate and give their expectations to the candidate whom they are searching for. For companies that undergo growth, restructuring, downsizing and relocating, these are the things that cause changes within the company such as departmental changes, team changes, and the company’s business priorities change.
(Taboola) According to the articles recruitment plans go hand in hand with the selection process. A company can’t have one without the other. Recruitment plans are designed to aid employers to find the perfect fit by taking certain steps. Every good recruitment plan should entail a meeting to discuss what the company is looking for in a superior hire, who will conduct interviews as well as who be present, extremely descriptive job description, and placing the vacancy in an appropriate place. Recruitment plans will also include what steps will be included in making a decision for the job opening also known as the selection process.
Through ‘talent planning’, Tesco seeks to fill many vacancies from within the company. This encourages staff to work to their best ability. Through an annual appraisal scheme, an able individual can apply for bigger jobs. Employees identify roles in which they would like to develop their careers with Tesco. The managers set out the technical skills, competencies and behaviors necessary for the roles.