Employee Resourcing

2270 WordsOct 7, 201210 Pages
CASE SYUDY: TRILOGY ENTERPRISES INC. MODULE 02: EMPLOYEE RESOURCING. CONTENTS COVER PAGE Page 01 CONTENTS Page 02 INTRODUCTION Page 03 Q1. Identify some of the established recruiting techniques that underlie Trilogy’s unconventional approach to attracting talent? Page 04 -05 Q2. What particular elements of Trilogy’s culture most likely to appeal to the kind of employees it seeks? How does it convey those elements to job prospects? Page 06 -07 Q3. Would Trilogy be an appealing employer for you? Why or why not? If not, what would it take for you to accept a job offer from Trilogy? Page 08 -09 Q4. What suggestions would you make to Trilogy for improving its recruiting process?…show more content…
"Liemandt the Founder and CEO himself adds to the company 's attraction. Aged 43 now, One of the youngest members of the Forbes 400 list of the richest Americans, he remains a surprisingly down-to-earth guy --in Daniel 's words, "the most unassuming $600 million man you 'll ever meet." he wears jeans and tennis shoes to work, lives in an apartment without a TV, drives a Saturn, dines at Wendy 's, and gets his hair trimmed at Supercuts. In many ways, he 's a regular Joe. Yet he 's also accomplished what many of the hot shots drawn to Trilogy only dream of doing: He has taken a great idea and turned it into a successful company. Q2. What particular elements of Trilogy’s culture most likely to appeal to the kind of employees it seeks? How does it convey those elements to job prospects? i. Flexible hours of working make the Employers have a balanced work and personal life, employees make their own hours and often very long. This improves work which employers can stay for longer hours to complete their work and when they have less work get them relaxed and spend time with their family. The relaxed mind will also give way to creative ideas which would improve work. ii. There is no dress code, therefore employees feel less stress and they are more comfortable. With less stress, the analyzing and design part would bring better results. iii. In most organizations when there are no proper induction training,
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