… … Contents Page Task One: HR Planning and Factors Affecting Resourcing and Talent Policy 1 Task Two: Job Analysis 2 Task Three: Recruitment and Selection Methods 5 Task Four: Advertising and Short-listing 6 Task Five: Selection interviewing 8 Task Six: Making the Offer and Induction 8 Task One: HR Planning and Factors Affecting Resourcing and Talent Policy You arrive at the office on Monday morning to find an email from Brian Jackson. Respond to the MD’s email (in email format) giving him a quick synopsis of what HR Planning is, its benefits and how you think it might assist the company in future. You should also summarise at least three internal and external factors each, with a brief explanation, that might affect an organisation’s talent planning and recruitment and selection policy. Include consideration of internal factors such as business objectives, culture, and structure and external factors including legislation, ethics and the economy. Additionally, make sure you respond to the MD’s question regarding diversity, identifying at least three reasons why the organisation should attract a diverse workforce (maximum 400 words) (AC 1.1, 1.2, 1.3).
Forecast Of Availabilities | | Next Year (Projected) | | Current | (1) | (2) | (3) | (4) | (5) | Exit | (1) Store associate | 8500 | 510 | 0 | 0 | 0 | 0 | 3485 | (2) Shift Leader | 1200 | 0 | 600 | 192 | 0 | 0 | 408 | (3) Department Manager | 850 | 0 | 0 | 493 | 102 | 0 | 255 | (4) Asst Store Manager | 150 | 0 | 0 | 9 | 69 | 12 | 60 | (5) Store Manager | 50 | 0 | 0 | 0 | 0 | 33 | 17 | Here is my gap analysis of where the company will be next year. By taking into account all of the previous information I have been able to determine what the overall staffing needs will be next year and where the company will need to focus its hiring efforts. Gap Analysis | Next Year (Projected) | | (1) | (2) | (3) | (4) | (5) | Year End Total | 4505 | 1110 | 493 | 171 | 45 | External Hires Needed | 3995 | 90 | 156 | 21 | 5 | As you can see, there will be serious attention required to
ASX Release For Release: 8 February 2013 ANZ pro forma cash profit excel template ANZ advised at the time of its Full Year Result in October 2012 that the Group would be adopting Cash Profit reporting in Financial Year 2013. To assist analysts and investors, ANZ has today released a pro forma FY12 Cash Profit template. As usual a set of key table templates containing prior period numbers will be provided ahead of the 2013 Half Year result. A short teleconference hosted by the Chief Financial Officer Shayne Elliott and Deputy Chief Financial Officer Shane Buggle will be held at 12.45pm to discuss the template released today. A replay will be available on the ANZ website later this afternoon.
Prepare the trial balance of Gordon Construction, Inc., at June 30, 20xx. * 4. The manager asks you how much in total resources the business has to work with and, how much it owes. Case Study 1 (Part B) Requirement 1 (Learning Objectives 3, 4: Adjust the accounts; construct the financial statements) Record the following month end adjusting entries for Gordon Construction, Inc. at June 30, 20xx Month end accruals at June 30, 20xx: * a. Accrued advertising revenue at June 30, $3,100.
KAT was also created to help the customers to get more in depth technical advices on specific issues. However, the KAT design has many weaknesses and issues that in the long run will hurt the organization and decreases the level of productivity of the employees. The change in reorganizing the structure made things more complicated in making large multiproduct trades because more people and more time needed to be involved. On the other hand, the salespeople felt too specialized and limited and were not able to use their abilities in other areas out side of specialty. Winston took advantage of functional and product departmentalization while avoided their weaknesses.
1) 2) 3) 4) How do Kenco’s manufacturing and reporting systems support its key success factors of product quality, on time delivery, and cost? Kenco events weekly production job meeting to rank all the jobs for the week by profitability, so the least profitable jobs will be analyzed in detailed. Kenco aims to suppliers who could meet restrict price, material specification, and deliver requirement. Base on this plan, Kenco will receive 15% discount on material price if they can guarantee the sale. And the steel deliveries are in a three-day window.
Comprehensive Job Search Plan I. PRELIMINARY STEP: Job search project plan 1 * Assess your personal finances to identify the maximum length of time your job search can take, and identify back-up plans in case that timeframe must be extended * Write a SMART job search goal statement and review/update your personal brand statement * Establish weekly activity targets to support your job search activities (e.g. number of cold calls to make, new networking connections to build, etc.) * Prepare an activity tracking system * Build a prioritized list of the companies you would like to work for II. THE JOB SEARCH: JOB SEARCH CHECKLIST * Research all the companies you plan to contact * Develop a basic resume and cover letter that can then be
FTRE Staffing looks forward to helping Tanglewood Corporation with their future staffing and consultation needs. Sincerely, Staffing consultant, FTRE Staffing Staffing Report One Table of contents: Page 1 Labor Requirements Page 1 Markov Analysis Information Page 2 Environment Trends Page 2 Staffing Strategies Page 4 Labor Market Representation Page 5 Memorandum Labor Requirements It is estimated that Tanglewood Corporation will require an additional 4997 employees next year to fill all vacant positions projected for the Spokane, Washington flagship store. It is estimated that there will be 4845 hires needed for store associate positions, 42 hires needed for shift leader positions, 105 hires needed for department manager positions, and 5 hires needed for store manager positions. This information can be seen below in the Markov Anyalysis Information Table. Markov Analysis Information Transition probability matrix | Current year | | (1) | (2) | (3) | (4) | (5) | Exit | Previous year | (1) Store associate | 0.43 | 0.06 | 0.00 | 0.00 | 0.00 | 0.51 | | (2) Shift leader | 0.00 | 0.54 | 0.16 | 0.00 | 0.00 | 0.30 | | (3) Department manager | 0.00 | 0.00 | 0.64 | 0.06 | 0.00 | 0.30 | | (4) Assistant store manager | 0.00 | 0.00 | 0.06 | 0.52 | 0.08 | 0.34 | |
Also there is much inefficiency due to lack of common and corporate wide policies and processes which have been identified as areas of improvement. The founders and leaders of Tanglewood realize that unless the company is able to address these issues, and very tightly couple the organizational culture as part of their operations, it would be tough for them to succeed in the new competitive scenario and also take advantage of the opportunities present in the market. The company also has to ensure that it is able to create a motivated and robust work environment with loyal employees, so that they do not go away to competition that would be soon entering the regions that Tanglewood has presence in. In order to
A large number of people understand the need to understand and adopt new innovations when they are beneficial but not many understand what happens when such innovations do not succeed. Researchers know that such letdown is important knowledge because it can either add to the next great success or give key potholes to avoid when developing their own products or services. In either case success and failure equally have a beneficial impact on the development of the economic market. Even when innovations do not succeed organizations they would do well to attempt to gather this information in an attempt to incorporate such findings within their own innovative processes. At times such failures can direct to higher levels of development and better understanding at less cost to the researching organizations.