HRM326 Alpha Institute Human Resource Management Recruitment & Hiring PPT Below I have attached my powerpoint presentation. I need to add the key notes on
HRM326 Alpha Institute Human Resource Management Recruitment & Hiring PPT Below I have attached my powerpoint presentation. I need to add the key notes on every slides. CONSOLIDATION TECH PLUS (CTP) INC.
RECRUITMENT TRAINING
Group 5 Team Members
University of Phoenix
Note: Presentation prepared for HRM300T
HISTORY OF CTP
Started in 2010 by graduates
from University of Phoenix
Started by helping a company
make software to help improve
their supply chain
Branched out into other areas
with addition of more talented
staff over the years
TRAINING TOPICS
CTPs mission, ethics, and strategies for
development
Forecasting our method on finding quality
candidates
Recruitment strategies and assigned roles
in searches
Problems we face in finding the best
possible fit
How we strive to be inclusive and
multicultural
Process for setting up interviews, and why
we use this method
Making the selection of the best possible
candidate that fits the companys mission
Hiring/Onboarding New Employees
MISSION STATEMENT
?
Our company-Consolidation Tech Plus (CTP) Inc. is dedicated
to provide our customers various types and platforms of
software; from mobile apps to cloud solutions, web services to
software design. Our goal is to take great pride in solving
complex problems and delivering high quality products and
solutions to our clients – within their time and budget.
OUR STRATEGY FOR
DEVELOPMENT
?
?
Skill-sets and knowledge requirements
?
?
?
?
?
?
Computer engineering
Software engineering
Information technology
Program and project management
Supply chain management
Finance and marketing
?
?
Quality of work (accuracy, thoroughness, competence)
Quantity of work (productivity level, time management, ability to meet
deadlines)
Job knowledge (skills and understanding of the work)
Working relationships (ability to work with others, communication
skills)
Achievements
Performance requirements
?
?
?
FORECASTING
Three Personnel Forecasts Needed to Ensure
CTPs HR Requirements are Met:
Personnel needs (Demand)
Supply of internal candidates
Supply of external candidates
Personnel needs (Demand)
Based on projected revenue and
product demand
Filling gap between current workforce
and future automation
Keeping an eye on product
development, future output
Demand is measured utilizing three basic tools:
Trend Analysis: Studying past needs to
predict future needs
Ratio Analysis: Technique utilizing
ratios to determine staff needs (ex:
sales volume vs. current employees)
Scatter Plot: Identifying the
relationship between two variables
2. Supply of Internal Candidates
FORECASTING
Retaining quality employees
Skills inventory system
Personnel replacement charts
Position replacement charts
Privacy-protected system or database
Preparing current employees for future
assignments (Markov analysis)
3. Supply of External Candidates
Predictive workforce monitoring
Screening process
Outside competition for talent
Recruiting processes to attract new talent
RECRUITING THE
BEST
Assignment of Recruiters
Internal recruiting staff
External recruiting agency
Determined by size and
scope of CTP
Brand Ambassadors
Constraints to Recruiting
Competitive job market
Lack of trained talent
Internal recruiting creates
another vacancy
CTP culture needs to be
top notch to recruit and
retain talent
RECRUITING THE BEST
Performing the Talent Search
Achieving a Multicultural Workforce
Internal job postings
Focused job announcements to
underrepresented groups
Online recruiting sites (LinkedIn, Indeed,
ZipRecruiter)
Outside agencies (headhunters)
Acquiring talent across CTPs industry peers
International search
University recruiting fairs
Internships
Celebrate diversity in our advertising, sponsorships
Celebrate diversity in our workplace…good news
travels fast
Provide an inclusive environment for all of our
employees
INTERVIEWING
Pre-Interview email, phone call
This sets the schedule for interviews
Email and phone etiquette
email/phone communication
during this process should be
reviewed for professionalism
Efficiency in following instructions
Panel Interview
less time consuming
personality in a group setting
practical Interview
shows skills
INTERVIEWING
Domain Specific Interviews
? Specific software knowledge for different platforms:
? Because the company develops software for different
areas of business, it is important to tailor each interview
for the software suite they are interviewing for
Application/ Resume
prescreen candidates
job history, education and skills
Skills and Personality Test
METHODS OF
SELECTING
CANDIDATES
job abilities
Measures professional attitude and dependability
software knowledge
Interview: Individual and Panel
selecting right candidates
Elaborate on skills and education
References/Background Checks
validate resume and or application
Verify applicant’s salary
Employment dates
Credit rating
Criminal background
METHODS OF SELECTING
CANDIDATES
Examples of testing
questions we use:
1)
What is your experience helping co-workers? Answer to this question is
required
A.
I have served as a team or project leader
B.
I have assisted in the development of training materials or job aids.
C.
I have volunteered to assist a co-worker in the completion of their tasks.
D.
None of the above
2)
Which do you have experience working with? Answer to this question is
required
A.
Using IBM mainframe
B.
Cloud Backup Software
C.
Point of Sales System
D.
Software Installation
E.
None of the above
3)
What is your experience providing technical information orally? Answer to this
question is required
A.
I have provided technical information to upper level management.
B.
I have provided technical information to customers.
C.
I have provided technical information to my peers.
D.
All the above
E.
None of the above
HIRING PROCESS
From Selection to Orientation:
Extend a verbal job offer covering main parameters
Negotiations over salary, etc. may take place
Develop a written job offer covering:
Compensation (salary, benefits, vacation time, etc.)
Terms of employment (passing a physical, drug test)
Statement highlighting new employees at-will status
Closing statement welcoming them on board
HIRING
PROCESS
From Selection to
Orientation (Cont.):
Provide a date by which
the prospective
employee must accept
employment (offer
expiration)
Introduce a point of
contact/trainer to be an
initial welcoming face
Handbooks, passwords,
email setup
Provide new employee
with an orientation
(onboarding) program
CTPs vision, goals and
strategic way forward
Introduction to the CTP
culture and way of
doing things
QUESTIONS?
REFERENCES
Employee Work Performance(n.d.). Retrieved from https://hr.uw.edu/ops/performancemanagement/work-performance-for-employees/
Leonard, K. (2019). Importance of Employee Performance in Business Organizations. Retrieved from
https://smallbusiness.chron.com/importance-employee-performance-business-organizations1967.html
Reddy, C. (2016). 16 Best and Effective Employee Selection Methods. Retrieved from
16 Best and Effective Employee Selection Methods
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Dessler, G. (2019,2016,2014). Fundamentals of Human Resource Management [University of Phoenix
Custom Edition eBook]. Newy York, NY: Pearson. Retrieved from University of Phoenix, HRM300T
website.
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