Assignment # 2 – Comprehensive Case: “Muffler Magic” Strayer University Human Resource Management Professor Callahan September 5th, 2010 Comprehensive Case: “Muffler Magic” Muffler Magic is a fast growing chain of 25 automobile service centers in Nevada. Originally started 20 years ago as a muffler repair shop by Ronald Brown, the chain expanded rapidly to new locations, and as it did so Muffler Magic also expanded the service it provided, from replacement to oil changes, brake jobs, and engine repair. Today, one can bring an automobile to a Muffler Magic shop for basically any type of service, from tires to mufflers to engine repair. Auto Service is a tough business, The shop owner is basically dependent upon the quality of …show more content…
The HR Recruiter will play a critical role in ensuring they are hiring the best possible talent. The HR Manager and Recruiter will determine the need for a new replacement position. They both will think about how to accomplish the work with adding staff. Try to eliminate work they don’t need to do and improve processes. Next, they will post the position internally and externally. The first interview will be a screening interview where the candidate has the opportunity to learn about the organization and the company needs. The HR Manager and Recruiter will then fill out the job candidate evaluation form for each interviewed. If any of the candidates meet the qualifications and have an clear understanding about their role invite them to a second interview. The second interview will determine who is a superior candidate. After the second interview all new hires will participate in an introductory testing that Magic Muffler will require for the position. Since technology in the workplace changes very rapidly in the work place all employees should take a test. This will determine who is advance enough to go to other positions and will need training. Those who cannot comply or doesn’t meet the satisfactory score will need automatic training and have a supervisor watch over them time to time while working on vehicles. Those three things will help the
1. Ch 1, page 60-61, question 4: What is “evidence based HR”? Why might an HR department resist becoming evidenced based?
2. Give some examples of ethical issues that you have experienced in jobs, and explain how HR did or did not help resolve them.
The HR Department wears many hats and is most cases responsible for many areas: budget controlling, conflict resolution, training, employee satisfaction, cost saving measures, strategic planning, and of course the big one…the hiring of the “right “individuals. The hiring process needs to be an organized and well thought out set of procedures from identifying who will be needed to the hiring and training of that individual. There are many steps, some of which have legal ramifications, so the procedures need to be followed and reviewed to ensure that the procedures are not only capturing the best candidates but the procedures comply with all of the laws.
The HR department ensures there is a sustained quality to relationships. They establish and communicate policies, practices and rules the organization expects both management and employees to follow. After establishing a job description, manager will work closely with HR team to review and learn of the recruiting process. Having the manager work closely with HR ensures that legal obligations and policies are followed throughout the hiring process. HR will also help assist with matching the job description to the salary required for the position.
Where the HR function is large, there would typically be a HR Director within the structure that works with the other top level executives to analyse the organisation in order to determine and plan its staffing needs to achieve the long term goal and strategic aims. It is at this level where other options should be explored to determine the actual need to recruit as there may be other options for the organisation such as job redesign. The area of staffing falls within the HR function where the recruitment and selection of human resources for the organisation is carried out. On selection, Recruitment advisors are involved in developing and administering methods that enable managers to decide lawfully which candidates to select and which to reject for the given jobs.
People are biggest asset for every organization and, therefore, to draw, motivate, and preserve the most skilled employees and assign them to jobs for which they are exceptionally well suited is a responsible job for human resource. Therefore, human resources management is done in all type of organizations. Profound management of people is equally indispensable in success of organizations as the sound management of production, finance, and other operations. The human resource management field postulates the infinite diversity of people and their dynamics (McKenzie & Traynor, 2002). To get into this career field, one must have the required education degree by completing many different courses, and have the experience along with skills and
The director of human resources job is really important. The director of human resources promotes and implements human resource values by planning and managing human resources programs and directing staff.
HRM compete in the job market to ensure that only the best and talented employees are recruited in order to assist in meeting and exceeding the organisations goals and objectives.
The role of the human resources (HR) department can play a significant role in the success and achievements of an organization. The department, which has evolved from the
Managers rely on HR to provide effective staff capable of accomplishing the goals of the organization. HR is valuable in ensuring
The hiring process includes a series of interviews. Initially, all the candidates are interviewed by a small group of staffers at the company and then a second committee reviews all the applications which include the application’s that are submitted on their own as well as interviewer feedback.
Human Resource Management involves a wide array of functions that encompasses the time from when an employee enters an organization to the time the employee leaves the organization. The specific activities that are involved in HRM include job design and analysis, recruitment, orientation and placement, development and training of the personnel, employee remuneration, and performance appraisal (Aswathappa, 2007: 5). This paper shall focus on three main activities which are recruitment, training, and personnel development. When it comes to recruitment, it is incumbent upon the Human Resource Manager to bring into the workforce, employees that are both wiling and competent to accomplish specific tasks. The work of recruitment goes hand in
The HR manager first posts openings on bulletin board. They provide information about the job for example they provide positions, locations, pay rates, qualifications etc. Thus they encourage employees to apply for the posts. Then the employees nominate themselves if they are interested in being considered for an opening.
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:
* Recruitment: here lies the key role of an HR department. Thousands of people send in their cvs for any job and HR is responsible for shortlisting candidates.