Implementing A Company Wide Recruitment

In my positions over the past 14 years, I have proven to be a successful educator, team member, change agent, and leader. I approach every

employees, their hiring and firing, particularly regarding discrimination. There are Federal, state, and local laws

* Reward for good performance, for example, positive appraisal. Before a company promotes an employee to a particular

The agency today has a comprehensive recruitment process. Like any other career plan, to begin the process of becoming an agent of the FBI, you first have to contain a college degree. Contrary to the assumption that a major in criminal justice is needed to apply for a position in the agency, the FBI hires individuals with various degrees. This helps the agency have diverse teams and members for numerous field objectives. Once an individual is ready to apply, the first step is to go to the FBI’s website and create a profile for themselves. You provide personal information, a well-organized resume, and answer several questions that allow the individual to reassure they are qualified to even submit an application, and lastly submit important documents

With a combined focus on improving incentives and creating nontraditional benefits for employees an improvement can be made to health programs to

Employers have created wellness programs to tackle the unhealthy workforce issue that hampers productivity and acts as an obstacle to produce efficient results in respective industries. Health seminars, sports league games, sponsored exercises, gym facilities and health screenings are among the types of wellness programs employers have often used to stimulate a healthy workforce (Investopedia). In addition, wellness programs also include financial incentives in the form of insurance subsidies and penalties for employees that do not complete a certain requisite set forth by the employer. However, many employers are now very concerned about implementing wellness programs in their respective companies right after the Affordable

My strengths for quality control and improved efficiency have garnered several promotions within the company I recently served for 15 years. While working and volunteering, I have learned valuable skills that would serve me well in this position at your company.

I would like to hold this position because I am passionate about the Robert H. Smith School of Business and community involvement. Being that I am a transfer student, I understand the process of transitioning into the business school as a new student. I am extremely to have had peers and mentors in Smith that granted me with great opportunities to get involved and expand my network. I want to pay forward what I’ve learned from my experiences and be of service to my fellow students.

One of the many areas HR is an intricate partner in M&A is to assist senior management with identifying and assessing legal risks. As part of the M&A due diligence process, HR may be required to obtain information related to benefit and non-benefit issues. Benefit issues such as severance and transfers of 401(k)s relate to compliance with the Employee Retirement Income Security Act and tax codes. Other benefit issues include union-sponsored multi-employer plans, defined benefit or defined contribution plans, etc. Non-benefit issues include compliance with legal requirements, such as I-9 and visa regulations, the Family and Medical Leave Act, and wage and hour regulations. The Worker Adjustment and Retraining Notification Act (WARN Act)

With more than 15 years of experience in human resources and recruitment, Mervat Schwarby knows exactly what major companies are looking for. She has worked with Fortune 500 companies like ConAgra Foods and Coca Cola Enterprises. Schwarby possesses a master's degree in human resources and organizational development from Columbia University. Over half of her career has been in executive and leadership roles.

I am a Human Resource (HR) Director of a for-profit company with 500 employees, in this role I will be confronted with many issues. The challenges brought about from technology, globalization, and diversity will impact my role and how legislation will be passed to address these challenges. The next ten years can no doubt bring about legal pitfalls that will impact my organization. Therefore, I will discuss and reflect on the laws I see missing to protect my company from liability and protect my employees from harm. I will also discuss why I think it is important to bring in legal counsel for guidance and when I am confident handling HR issues on my own. In addition, I will highlight the current laws I believe are helping my organization from an employment standpoint. My refection of those areas ultimately leads me to my thoughts on how I plan on addressing what makes me most anxious in this role regarding HR law. Developing a plan to grow my HR law knowledge to minimize my anxiety is the key to my success. By writing this paper I am able to think strategically about all I have learned regarding HR law and how I can use the knowledge in an aspiring role.

Implementing and managing an employee wellness program does have costs involved, but the financial benefits for everyone involved outweigh the costs associated with continuing the program. Smaller businesses struggle more with the cost of implementing an employee wellness program, but the Patient Protections and Affordable Care Act has authorized $200 million for short-term grants to help employers offset the cost (Mukhopadhyay, 2013). Once the program is implemented, companies may questions whether the program is effective and if they should continue by renewing vendor contracts or soliciting bids from new vendors. When making this decision, many companies use the return on investment analysis to evaluate the effectiveness of their employee wellness programs. The author of the article, Evaluating an employee wellness program, argues that “because wellness programs requires short-term expenditures to support healthy behaviors such as screenings for cancers or chronic conditions, while the potential benefits of these investments may accrue over years—or decades” (Mukhopadhyay, 2013). Because of this, companies should focus on the success of recruiting participants and inducing behavior change, since these behavior changes are likely to produce long-term savings. Other ways to evaluate the program is to use a third-party tool, graph the participation rates in activities, an anonymous survey of participant satisfaction, or look at the

I believe I am fit for this role because I have a strong ability to communicate effectively with managers, and have good relationships with my peers in Texas and New York. I have

Has extensive background in different areas, including people operations, performance management, succession planning, acquisition management and coaching and development

Workers in healthcare systems are putting their patients well-being before their own, on a daily basis, yet not much is being done for the workers. An effective recruitment and selection process is the key to keeping employee retention rates high. In an environment where lives are at the stake of others, healthcare staffing can’t be unstable. It’s almost as if there is a revolving door, employees are constantly leaving yet, the number of patients needs are increasing dramatically. So now, hospitals need to focus on the efficiency and effectiveness of their hiring processes.