Search for a Manufacturing Manager at Nifty Plastic Parts

If an organization is already established and wants to become an “effective learning organization” they have to take into account their relationship with their employees at the time they make this decision. If the employees who currently work for management are not “self-energized, committed, responsible and creative beings” (Kinicki, 2012) (or any combination thereof) like McGregor assumes, they will not be able to jump in to some of the activities that leading organizations are doing. Managers will need to understand that if they developed an environment where management is superior and the employees are workers, any part of the human relations theory will not benefit them quickly. Managers will need to gain the trust of their employees and actually listen to their emotions.

(Huffcutt et al. 2001) reported that criterion-related validities for interview are more reliable in recruiting and selection of a personnel. The interaction between the interviewer and interviewee are deems important to set up the reliability, validity, fairness, and utility of the recruitment selection process. Apart to that, based on Johnson Company requirement, the candidate should be able to perform market survey and deal with customer relation activities. From the facts, there is concern from that individual customers are drastically declining. The candidate must be able to do an analytical structure and initiative of follow up to tackle the issue. The candidate require to attend client feedback and gather teamwork solutions as well. The role also should cover tasks to conclude and manage to communicate the outcomes. It is essential for the candidate to have a proven organizational skills. The capability skills of problem solving and interpersonal skills are very crucial. This is because the main aspects for the position is able to communicate with customer and warehouse team to deliver some the products to the clients. The excellent communications and listening skills will be the advantage for the candidate. Through interview process, the interviewer must take consideration of the candidate willingness to travel and work on hectic period during the holiday season. The candidate have to be flexible and

In hiring, we really don’t care how much people know until we know how much they care. We like to say that we hire for attitude and train for aptitude. We provide the tools and training that team members need to succeed in their work, and we want them to be responsible and accountable for their businesses and functions.”(Vision and Values - Wells Fargo)

According to the director of Process Excellence he has a manufacturing background and a bachelor’s degree in business. He stated that department prefers to hire those with a bachelor’s degree but a person can be hired without a bachelor’s degree. However, he/she would need to have years of experience. He stated that currently his department has four employees with manufacturing background, a nurse and a former lab tech.

It is with great interest that I am applying for the management position of the Genesys works branch in Minneapolis. I believe that my educational background along with my managerial experience combined with my strong personal and interpersonal skills-which will be further elaborated in my resume- make me a strong candidate for this competitive position.

These individuals are likely to be immature in terms of their career and workplace attitude, therefore basic technical training should be coupled with a welcoming and encouraging atmosphere.

Professional credentials and certifications are—most probably—nowhere as important to professional growth and development as they are now in the Human Resources and Talent Management space. However, there are some valid reasons behind it. Reports of the Bureau of Labor Statistics project that the job prospect for HR managers will see almost 9 percent growth over a period between 2014 and 2024—faster than the usual growth rate of other occupations. Adding to it, the growing war for talent, fast-paced globalization, and emergence of HR leaders as business partners are slowly but surely bringing a shift to the corporate paradigm. These factors are ultimately compelling companies, worldwide,

During the time I worked for Javelin Technical Training Center, I had a Director of Education (DOE) who had two of the three skilled approach described by Northhouse, (2013). He had human and conceptual and needed assistance in the technical approach. As I read chapter three in Northouse, (2013) book, he discussed the importance of all three skills; however, it also depends on the management level that current person is in. The Director of Education (DOE) was part of middle management which required all three skills. However, his conceptual and human skills were effective which allowed co-workers and upper management to dismissed his lack in technical skills.

Managers are required to have skills which would support them to manage people in order to ensure that their business run effectively and efficiently. There are three managerial skills of a top manager: Technical skills, Human relations skills, and Conceptual skills (Nickels, 2016, p. 194). Technical skills provide the manager both knowledge and ability to achieve the work. A manager is required to have these skills which means he/she has to be able to do tasks related to not only producing, but also selling and marketing products and services. In the “Getting to know Jenna Lyons” case (Nickels, 2016, p. 204), Jenna Lyons is able to both manage and sell designed clothes well. Thus, it can be said that Lyons has excellent technical skills. I

| “Effective HR professionals really have to succeed by understanding the business, the market and the customer as well as the Chief Executive or the Marketing Director. It’s about understanding what the organisation would look like if it was really humming, really succeeding. Translating that back into culture, working practices, learning, motivation, reward, selection – those are the strategic choices…to make” - Geoff Armstrong, CIPD. Aside from this, what other skills and qualities do you think are necessary for HR professionals today?

The company that I chose for the project is Clariant Corporation, I am currently working at Clariant as an outside sales representative for the plastic and coatings division. Clariant is a specialty chemicals company, within Clariant there are four major business areas: chemicals (consumer and industrial), catalysis (natural resources), oil & mining, minerals and plastics & coatings. These four business within Clariant also hold many different segments that are constantly growing and changing with new product lines (Clariant, 2016).

Human resources are the most valuable assets of any organization, with the machines, materials and even the money; nothing gets done without man-power. In today’s business climate, businesses are faced with stiff internal and external competition. There are various human resource functions that give an organization a competitive edge, but most scholars argue that human resource functions becomes only operational when training has run through them all. This places training and development as an essential function in the survival of any organization. Increasingly, high performance organizations today are recognizing the need to use best training and development practices to enhance their competitive advantage.

The human side of management is setting an example of using leadership roles for the organization, and guiding employees to set common goals. Management also is known for making the work environment suitable for their employees so they are happier and more efficient when they are working on projects, or deadlines (Boone & Kurtz 2012). It is an important role of management to finding those who are qualified, and trained for the establishment while helping employees to improve during their time of employment. Managers and leaders can both be responsible of finding the right individual who could take on the position because the right candidate with the right

The interviews and screening process must address management background. They must also demonstrate motivation to grow and learn on the job. Less attention show be paid to existing relationships for this new hiring strategy to work

Today’s Society as a whole is ever changing and exceedingly diverse. This can also be said in the nature of business. Therefore, it is critical for organisations, HR managers and employers within any business to find different methods of training and development to suit their workforce, as well as trying to attract and keep talented employees through such opportunities. It is not satisfactory for employers to treat each employee the same, but instead must view each as an individual with differences, such as working styles, personality traits, culture, socioeconomic background, educational background and