Improving Organization Retention Paper.Doc

Here I am going to explain what the purpose of workforce planning is and why as a result vacancies may occur. I am also going to identify and describe the internal and external factor that impact an organisations’ decision to recruit.

Staffing has always been considered as the foundation for organizations' growth, development, survival, and competitive advantage. A successful staffing process may require effective advance preparation and planning in order to address support services required to advance organizational goals and workforce planning. Having read through the company's (Tanglewood) overview and job descriptions for the various positions, I think this topic offers an opportunity to explore some of the theoretical aspects of staffing organizations model in recommending some effective and efficient ways of employing the best personnel to fulfill the company's goals. The staffing plan or model to be used for this company is intended to monitor and control human capital

According to Wright et al (2011) recruitment and selection are part of the human resource practices common within organizations in an effort to develop human capital, which is necessary for better production. Numerous scholars have discussed the issue in different contexts. Pramila (2010) discussed the issue of recruitment and selection in an Indian- based company. The article presents effective recruitment practices, which are valuable for organizations. Among the identified practices include internal recruitment, interviews, personality tests, employer references, succession planning, and newspaper recruitment. According to Najafi (2011) the most important aim is to achieve an improvement in their recruitment and selection. With information provided in this article, the researcher is able to advance a thorough understanding of the different issues on improving recruitment and selection processes within organizations.

Caruth, D.L., Caruth, G.D., Pane, S.S. (2009). Staffing The Contemporary Organization: A Guide to Planning, Recruiting, and Selecting for Human Resource Professionals (3rd ed.) Westport, CT: Praeger

Theory X and Theory Y, developed by Douglas McGregor, grew out of opposition towards classical management methods. Classical management theorists, such as Fredrick Taylor, focused on scientific training and efficiency and did not account for personal and behavioral issues, such as management styles or job satisfaction. McGregor saw these deficiencies in the classical school of management which lead him to develop a theory of management that would factor the importance of the individual worker. If a manager could tap into the feelings and attitudes of their workers, then the manager would be able increase their employee’s motivation which would then increase production. McGregor’s theory viewed the employee as a person and not as a machine

In the past few years the state of Pennsylvania has made an effort to boot their economy by allowing gambling. One of the casinos that have made an impact is JC’s Casino and Resort. This establishment is state of the art in all aspects. It follows all state and federal laws, including being an equal opportunity employer, excellent wage rates, benefits, and has a great reputation for career advancement. However, over the past several months JC’s has had issues with employee retention with dealers and housekeepers. The management staff has recently decided to contract an independent consultant to address this issue. This paper includes the findings addressing theories of motivation and how they can be

In today’s growing population of professionals, it is essential for organizations to implement, articulate, and accentuate the best employee selection and performance appraisals methods. The selection process is what an organization uses to determine which job candidates successfully meets the demands of the job. It also determines what job applicant will fit the organization culture and present work groups. If the selections methods and practices are done poorly, this can ultimately jeopardize the

Each of these objectives requires special attention and accurate planning and execution. It is of utmost importance for every organization to employ a right person on a right position. And recruitment and selection plays a pivotal role during such situations. With shortage of skills and the rapid spread of new technology exerting considerable pressure on how employers perform recruitment and selection activities, it is recommended to conduct a step-by-step strategic analysis of recruitment and selection processes. With reference to the current context, this paper presents an incisive review of previous literature on the recruitment and selection process. This paper is primarily based on an analysis of six pieces of literature conducted by practitioners and researchers in the field of Human Resource management. Various researchers have contributed to the field of HRM, and have offered intensive and profound knowledge on the branches of HRM such as scientific recruitment and selection, Manpower management, Job analysis, Need and purpose of Recruitment, and so

McGregor’s Theory Y has a positive view on employees. This theory believes that employees will do well when they are given the ability to do so. This is a Theory that trusts that humans are mostly committed to making the company that they work for successful.

McGregor’s theory Y employee would respond perfectly to this type of holarchic structure and culture. Theory Y employees are viewed as displaying ‘self-direction and self-control in achieving objectives and targets’ and that ‘commitment to these goals is a function of the rewards associated with their achievement’ (McGregor, 1969, pp.33-34,47-48). McGregor believes

In the casino world, negative feedback from the customers can be harmful because most of the customers are big spenders. If they are unsatisfied with the casino, they will take their business elsewhere. Therefore, it is crucial for the employees to provide superb customer service to retain the customers and gain their loyalty.

As an administrator for a large hospital, the plan for recruitment, retention, as well as the supervision of staff will be a concern for the next year. Recruiting has been successful by the use of employee referrals or other internal sources, such as internal job boards, or by external sources, for example, employment agencies (Flynn, 2016). Furthermore, internet recruiting has many benefits, which can negate any shortcomings that may arise from the use of the internet (Flynn, 2016). Specifically, the cost savings for the company as well as the range of applicants that are able to apply via the internet (Flynn, 2016). Along the same lines, recruitment needs to be amplified by evaluating different candidates, changing recruiting procedures,

Recruiting can be viewed as a screening process. This is especially true during periods of high unemployment, when the job market is characterized by an oversupply of talent. Under these conditions, the recruiting function in an organization is to eliminate unqualified people as much as to seek out talent. To improve the quality of an overall recruiting process, each step of the process must be designed to maximize the probability that the candidate ultimately selected meets the expectations of the hiring manager. One way to do this is to maximize the chances that an unqualified candidate is screened out at each step. The following are some key areas in which to focus on quality (Ibid.).

What role, if any, does McGregor’s Theory Y play at Whole Foods? Explain? The primary focus of this case study analysis shall be to examine the methods of Whole Food’s distinctive approach and development to the implementation of creative management strategies and how they can continue to successfully help them to maintain growth in their company. The underscoring premise of McGregor’s Theory Y primarily rest on the assumption that that the role of management is develop the potential of their employees and help them to realize their potential to meet the common goals of their

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