A Study On The Graduate Training Program

As a human resources manager, the primary task is to ensure that only the best candidates are called for interview. In essence, academic credentials are not enough to determine a candidate’s suitability. During the interview, it is important to ensure that the applicant has required skills to meet the firm’s objectives. For example, a given person might have the best academic qualifications as per the job’s description but lack other important aspects such as ability to work in the team and good communication skills. During the interview, such traits should be noted to disqualify applicants who cannot meet fundamental requirements of a team player.

What is a training program? A training program are programs created for teaching employees in particular skills. Employee training is an essential in maintaining a great staff and keeping everyone communicating. Having a training program that is well created to establish and achieve maximum results. The requirements of the training program are recognized during a training needs analysis (TNA). When a training program is executed properly, it would increase total production and provide the understanding, skills and approaches the employee would need to have a successful performance. The paper would reflect the creation of a two-part training program for twenty employees which would cover the training necessity to push the

Employee selection is essential in the hiring process at Quicken Loans. Recruiters desire employees who can reinforce organizational values and goals; the first step in building the Quicken Loans team. Research revealed, when speaking with potential candidates, hiring recruiters look to identify passion and curiosity within each person (In Great Places to Work, 2015). Recruiters believe these candidates, selected to work for Quicken Loans, will bring this energy to work with them and infuse that into work habits. In the long run, these characteristics will assist in creating a top notch customer service team.

Firstly we must identify what are the qualities and skills needed to fill the specific role, keeping in mind the

Graduation training programmes let graduates have a look at several factors of what the position consists of as well as getting information for an insight on how the form is like. The time period to complete the scheme takes up to a year but could drag on. An advantage of this is that they would have the chance to enhance, as training would be effective and would be provided to them. A disadvantage is that business might train in one way but other businesses may use different ways in which it would be different to what the business does.

What are you looking for in a candidate? What kinds of personalities mesh/match best with the organization?

Briefly describe the culture of the chosen organization, noting whether the organization’s espoused values align with its enacted values. To what extent is communication in an organization determined by the organization’s culture?

In the preparation and development of an appropriate recruiting for this organization, it's not only important to employ people with the necessary skills, knowledge, and behavior but it's also important to recruit individuals who fit with the organization's culture (Weyland, 2011). Since knowledge and skills are likely to become redundant in the long run, the most enduring aspect of every employment relationship is cultural fit since it enables both parties

The goal of selection programs are to capitalize on individual differences in order to select the applicants who possess the greatest amount of particular characteristics that have been assess to be the most important for job success (Cascio & Aquinis, 2011). This goal can be met by utilizing a classical approach to personnel selection. The classical approach to personnel selection starts with the job analysis. From the job analysis sensitive, relevant and reliable criteria are selected on a basis of importance to describe the job specifications that represent knowledge, skills, abilities and other characteristics (KSAOs) that potential applicants are desired to have for the job (Cascio & Aquinis, 2011).

Cultural fit is a controversial topic that is rapidly growing and is becoming a part of modern day workplace environments. Although it is an expanding topic, many soon-to-be college of business graduates do not understand enough about cultural fit and how to handle the situations that surrounds it.

An organization’s values and norms that guide decisions and are shared throughout the members is the culture of the organization (Daft, 2016, p. 386). Moreover, this culture helps assimilate new members of the organization, as well as assists members of the organization when making decisions that are not dictated by rules or policies. As described by Martinez, Beaulieu, Gibbons, Pronovost, and Wang, organizational culture can be described as a psychological contract between the worker and the organization (2015, p.333). Essentially, the culture is an unwritten code, or contract, within the organization that dictates what the organization provides for the employee and what (and how) the employee can serve the organization.

Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug

something that the hiring crew have seen in that person that could make a difference to the organization. When fellow co-workers work together, then thats when the

According to Richard Perrin, “the Organizational Culture is a sum of values and rituals which serve as ‘glue’ to integrate the members of the organization”

HR managers will be faced with the challenges of recruiting and retaining the right employees for their organization. The first step would be identifying your organizational culture and the cultural and skill competencies required for success. This will give the recruiters the guidelines by which to assess viable candidates. In developing these objectives for creating an effective recruitment process, we will have to have in place a process that differentiates us from other companies. This strategy for success will provide candidates with sufficient and correct information about job expectations. The following will be address as part of the strategy: