Marisol Martinez is a recruiter for BASF Corporation for the last six years; however, she has been working in Human Resources for seventeen years all together. BASF stands for Badische Anilin und Soda Fabrik, they are a German company and per their website; they create chemistry through the power of connected minds. By balancing economic success with environmental protection and social responsibility, they build a more sustainable future through chemistry. As the world’s leading chemical company, they help customers in nearly every industry meet the current and future needs of society through science and innovation. Through a detailed interview with Mrs. Martinez, she was able to provide interesting and specific information about her …show more content…
Her afternoons are for calling an applicant that fit the criteria of positions. If interviews are scheduled, they are done all in one day, as a panel interview (HR, Manager and Engineer) every 30 minutes with a 15 break in between to review and candidate. Since we were talking about interviews I asked about how she approaches interviews, what is her game plan and what is she trying to find out; she mentioned that they have a panel interview and all questions are pre-selected by managers. Every interviewer is asked the same question. Every panel member asks the same question. Only variations are if the answer might require additional questions to get to the root of the answer. They are behavior based questions. After all interviews are conducted they, mangers, make a final decision. Identify, Attract and Retain Candidates One constant trend throughout many organizations if not all is the struggle in finding qualified candidates to fill job openings. Not only is it difficult to recruit skilled workers, but also to retain them. Going back to my parent’s work experience, companies expected job loyalty, but today, I noticed and read stories of employees accepting other job offers only weeks after being hired. I wonder if people have changed or is it that employers are not able to satisfy employees. To completive and win the battle for workforce share, organizations should rethink their strategies to effectively recruit, motivate, and retain committed employees.
The reality in today’s work place is that employees are more inclined to always be on the lookout for a new and better employment opportunity if they feel that the company does not value them as an employee. In order for our company to get a better understanding on what will better control the turnover rate and what program will be the most effective. There first must be an understanding at what level of risk we currently are in, and this is accomplished by looking at two determining factors of impact and likelihood. (De Vore, 2013)
but there is usually a chairperson to co-ordinate the questions, a specialist who knows about the job in detail and a personnel manager. I will be using this type of interview for the position of HR officer as it would enable us as an organisation to gain a broader insight into the interviewee and take a wider view on the suitability, as there are more people to comment. Each person could focus there questions on a different part of the person specification in order for each area to be covered fairly. Selection Methods
One of the tools Sharp managers use to retain the employees is re-recruitment of current employees rather than new ones. Re-recruiting recognizes employees for their contributions, renews their sense of self-worth and loyalty, and ensures their longevity. The management places employees in three different categories based on their performance. The categories include great, good and low-performing employees. The management meets with employees in each category individually. However, when they meet with their great performers, they let them know they are a valuable asset to
This case is about hiring and employee retention processes centered on new college graduates that, instead of offering ideal and permanent career pathways to these recent graduates and new employees, turn out to become for them a platform or a launch-pad from which they hunt for their dream careers after a couple of years. Despite the costs associated with and the high turnover trend caused by it, this practice continued over time and became increasingly unsustainable, with a rise in job insecurity, and subsequently a reduction in job satisfaction and organizational commitment that come with it. Initiatives from human resource management and the many changes in strategy attempted by senior management
Debbie: Has interviews tomorrow and the next day for MA4 position ( on a hiring panel )
The success of a major corporation depends primarily on the development and completion of its mission statement. In order to achieve success, make profits and remain competitive in today’s market. Most organizations accomplish its mission by hiring personnel with high integrity, trustworthy, and dedication. Organizations are proven to be more productive when there are employees who are totally committed to helping the company commitment for success. There are
Retaining employees is one way the turnover rate can decrease, Branham (2000), focuses on retaining valuable employees by incorporating four key elements. The first key elements is, “be a company that people want to work for”. There are many companies that have been labeled as, “employers of choice”. These employers all have something in common, which is how they value their employers (Branham, 2000). They treat their employees with respect and like family. With being an “employer of choice,” people are the most valuable asset; not just customers but employees too. Many companies go above and beyond for their customers, but not for their employees, yet they wonder why they are losing valuable talent.
In this paper Team C has discussed the issue of poor employee retention concluding in a high employee turnover rate. This is an issue that can be common among some companies and that is a great example of
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
It has been evident that organizations face challenges of maintaining employees within their firms, and the challenge has been in place for a considerable period. Turnover in firms has been associated with different costs that include the process of training new employees, training of the same employees and their selection which has been seen to seen to exceed 100% of the total cost on an annual basis which is usually witnessed in filling the existing position. The quit rate in the United States as indicated by Bureau of Labor Statistics is at 25% (Glebbeek & Bax, 2004). The significant issues that are associated with turnover include work disruptions, direct costs, loss of seasoned mentors and organizational memory. The other concerns that
The topic I chose to research and discuss is the topic of recruiting and retaining the best employees. I chose this subject because I felt it was important for an employer trying to compete in this very competitive business environment, no matter what the business is, to be able not only hire the best and most qualified employees but retain them and keep them motivated. The ability to distinguish the difference between high performing employees and lower performing employees can be detrimental to a company’s success or failure. In retrospect, this goes back to recruiting and retaining the best employees while avoiding and being able to let go of those of a weaker caliber. Before an organization can thrive in recruitment and retention,
Business leaders among a wide range of industries agree that an organization’s success is determined by attracting and retaining a quality workforce. However, many organization’s hire employees based on a certain set of skills the employees possess, or acquaintances they have within the organization. Many organizations fail to consider if the prospective employee fits the organizational culture. In the case of Two Tough Calls, the Program Manager, Susan, was faced with a managerial dilemma; retain or terminate two underachieving employees.
Workforce turnover is a complex and important issue amongst today's organisations. It is perhaps one of the most often cited cause of increased cost and decreased productivity. No wonder people management has become an important frontier to extract and create more value from company assets. On comprehending the articles, it has become evident that organisations have moved beyond the traditional approach of only investing in core business activities, to invest in employee retention strategies. Many organisations, for example St. George Bank
One of the most crucial elements of a successful or productive organization is an effective employee selection process. The significance of this process emanates from the fact that how workers carry out their jobs plays a crucial role in determining the level and extent of success of an organization. Due to the significance of an employee selection process, organizations draw candidates for open positions from the labor market. Actually, top-performing or successful organizations draw candidates from approximately 60 percent of the labor market. This trend includes sourcing for passive candidates who would prefer to remain contented with their present job. Moreover, organizations will relatively low or poor performance draws candidates from nearly 40 percent of the labor market and active workforce. An example of a top-performing organization that draws candidates from the labor market is Wal-Mart. The labor market plays a crucial role in employee selection with regards to having a population with the necessary qualifications for working in various organizations.
The purpose of this report is to portrait , the major challenge for an organization is to create new strategies to retain its Valuable, Experienced &Talented employees. The management can control employees quitting within no time, but can’t put a complete full stop to it…… The major burden is on HR MANAGER ,the