Engaging Employees : A Case For Improved Recruitment And Retention

More and more each year we seem to experience what can only be stated as a growing talent shortage throughout all departments of our company; so starting today we will be implementing a comprehensive change to our strategies for finding exceptional talent. According to Winston & Gallagher (2014), a ManpowerGroup report shows that 36% of managers in all industries are reporting a major shortage of the talent pool and have come up with several ideas on how to correct this issue. We are a small city trying to compete with large cities such as Houston, Dallas, and Austin just minutes and hours from our front doors. So starting today we will implement what will be known as the “Woodlands Initiative” that will play off the incredible lifestyle available here in The Woodlands Texas.

The radio program draws an overall picture of the subprime mortgage crisis, how the subprime market was created, how the crisis happened, what were the result and its impact. (See appendix A - my summary of the case)

In order to be considered a candidate an applicant must posse the basic qualifications of the position. If Eastern Washington can find a way to encourage or give incentives their employees to refer only those qualified for the position, it will greatly strengthen this method. This is because it will cost Easter Washington less money due to the fact that they will not have to sift through a bunch of resumes of under qualified candidates saving them a great deal of time. Referrals have a very high one year retention rate and also a very low cost for a one year survival compared to kiosks and media. If Eastern Washington is able to recruit more through referrals they will have more employees who they can retain for longer periods of time. This is important because Tanglewood’s main recruiting strategy is to promote from within.

The City of Grande Prairie HR Department differs from most organizations in its role of recruitment. Managers are responsible for their own recruitment, interviews and orientation. During the recruitment and selection process, the right type of applicants is far more important than the number of applicants. If hiring managers do not support or understand the importance of diversity or rush the process it can has negative impacts, both short and long term. Often a variety of factors including financial constraints, stiff competition for talent, mandates for efficiency and effectiveness and the decision making structure make service delivery and recruitment challenging. To ensure that a diversity policy and program becomes a part of the organizational culture management will need to be educated and supported in regards to the importance of hiring and effectively managing a diverse team.

Imagine the joy of finally becoming a parent. All the time, effort and dreams created with each new life. Imagine holding that perfect bundle of joy in your hands and looking into those eyes; seeing all the possibilities and future dreams in that one tiny gift God has given you. Imagine now those same eyes, looking at you from a hospital bed and hearing the doctors tell you that your child, your precious gift, is terminal. At that one moment, how many dreams would come crashing to the ground for both the parents and the child? Those dreams, those precious few moments of remaining life for a terminally ill child, is why the Make-A-Wish foundation was established. The Make-A-Wish foundation was created

Section 1: Introduction The theme for this paper is to select an organization that I 'm familiar with, which is recruiting and retention for the state of Georgia. I will identify an existing performance gap that can be closed by developing a training program. I will also describe how I would develop an effective training program. The references for this paper will come from Chapters 8-10 of the textbook and other resource materials.

Health care organizations in recent decades have found they must do more with fewer resources, in particular fewer human resources. Economic instability in the United States coupled with governmental changes in health care reimbursement structures have compelled considerable reductions in force in health care organizations and in some instances elimination of services previously provided. In this economic environment, dedicated and motivated employees in health care facilities are the most valuable resources of the organization. However, for employees to be valuable to the organization they must be engaged in the goals,

The assessment and selection of personnel for any organization are crucial steps that should be taken carefully to ensure that the organization has the right human resource capital to fulfill its goals and objectives. From case four of Tanglewood, it emerged that the company has an increasing rate of employee turnover and personnel reorganization is a constant in the company which means that the organization does not have the right human resource management tactics to keep employees satisfied with their jobs and to keep the employee turnover rate low ADDIN EN.CITE Kammeyer-Mueller2009572(Kammeyer-Mueller, 2009)5725726Kammeyer-Mueller, J.Tanglewood casebook2009New York, NYMendota House, Inc.( HYPERLINK l "_ENREF_2" o "Kammeyer-Mueller, 2009 #572" Kammeyer-Mueller, 2009). Consequently, there is more pressure on Tanglewood and its human resource management staff to fill the vacant positions and find the right people for the position. Any decisions made regarding the candidates should be based on the recommended KSAOs for the position and future work behavior of the candidates. Tanglewood should also make steps towards improving the career progression and job satisfaction of employees in order to reduce the staff turnover rate. This is a detailed plan that gives recommendations on the selection decision making for the manager position in Spokane. A selection panel will be developed who will be involved in decision making and developing

Organizations often experiences staffing issues; therefore, one department will be asked to cover for another. However, these issues can be generated from several aspects within an organization such as staffing issues, financial issues, and organization retention. Subsequently, the organization administration must endeavor to sort out the best strategy to resolve these issues. In this particular paper the underlying issues involves staffing. “Strategies for improving the employee selection process include tracking recruitment sources; using realistic job previews (RJPs); using assessment tools and interviews to predict turnover; and hiring for fit and

The need to incorporate similar flexibility in public administration has been recognized and addressed by congressional committees, public agencies, human resources professionals, and public administration academicians. This research paper focuses on the issues, recommendations and recent initiatives to address competitive recruitment and retention in contemporary public administration.

Leaders also try to achieve the same quality for their own status, which allows them to pursue greater strength, achieve personal goals and future endeavours. According to a recent study conducted by Psychometrics Canada a pioneer in research assessment, has mentioned in one of its report that employee engagement in the organisation plays a major role in the success of any organisation. Accordingly it says that the best way to increase the relation is by working out a strategy that builds positive environment and culture relations between the workers and ensuring a good leader to fit for the purpose. Leaders in the organisation can try to achieve a better employee engagement by listening to followers opinions, communicating his vision with a clarity, providing and developing strategies and solution for the success, and finally recognising the ability of the followers and praising their contributions. Thisaspect of leadership is displayed by general feedback, generating ideas and possess enthusiastic in requesting for help (Bradley P. Owens, 2013). One example of this leadership quality is described by DAVID J. BOBB(David J B, 2013) in his book saying following servant leadership is very difficult as it is not a natural talent to anyone. He takes the example of George Washington, though considered to be a man of high temper and showing excess pride in his capabilities and qualities during his period as a freedom fighter. As he has foreseen the global position he is getting

Succession planning is an area within the City where HR is acting as a strategic partner. Currently, HR is looking at the overall needs of the City and how it will change in the next 5 to 10 due to retirement. HR identifies positions and staff and has made suggestions for training and development. Other positions are being re-evaluated to determine need and future requirements. Decisions such as consolidating roles into one position or splitting one position into two are determined by the suitability of existing candidates. HR evaluates the existing talent and provides strategies to develop it, such as mentoring. HR also has to convince the City to support the expense of cultivating staff rather than hiring staff with those skills already in place. The high costs of recruiting versus the costs of educating and training proven staff with leadership qualities have helped to build and communicate a strong

The central argument of this report is to develop an in depth understanding of employee engagement and sustainable talent management. These concepts will be studied with reference to a well renowned charitable trust in the United Kingdom; known as the Dartington Hall. This report is expected to be of great relevance for more or less all those organizations that aim to work upon the proficiency and effectiveness of the engagement of their employees in the work and also upon rightfully managing the talent which they have. In this report, major emphasis will be laid upon studying how the management of the chosen organization; that is, the Dartington Hall manages its talent and keeps the employees engaged with them. In order to make the report more authentic and reliable, a detailed interview session was held with one of the key personnel of the Dartington Hall. Responses of the interviews have been utilized in this report at multiple stages so as to draw meaningful results.

Even though employee retention starts with attracting potential employees, today’s society has placed a new and greater demand for skilled and educated employees as new hires for their companies. These employees, however, are starting to become harder and harder to find. So

THE INFLUENCE OF EMPLOYEE TRAINING ON EMPLOYEE ENGAGEMENT IN NON GOVERNMENTAL ORGANIZATIONS OPERATING IN MERU COUNTY,KENYA