Axia College Material

Appendix B Recruiting, Selecting, Orienting, and Training
Review the recruiting options listed below the table. Determine which three options would be appropriate for a large company and which three options would be appropriate for a small company. Then, enter your choices into the recruiting column. Repeat this procedure for selecting, orienting, and training. Finally, answer the following question: Who performs each of these functions in a large and a small company? Explain your answers.

Recruiting

Selecting

Orienting

Training

y Large company

Inter-company job listings (like email, memos, fliers, intranet) (Human Resources department ± they know about the job openings first) Online postings like the ones at monster.com and careerbuilder.com (Human Resources department ± they know about the job openings first)

y

Candidate interviewed by Human Resources (Human resources departmentchoosing the right employees is their job) y Aptitude tests (Human resources departmentscreens candidates with tests) Checks of background and references (Human resources departmentmakes the call if a check is necessary)

y

y

y

Company rules, policies, and procedures (Human resources will give them the manual about these) Personnel policies (Human Resources departmentholds these manuals, goes over policies with employees, and keeps a signed page from them) Requirements (like reliability attitude, initiative, appearance and hygiene, and emotional maturity) (Human

y

in-class training (Supervisors- the give their employees the instructions that they need)

y

Programmed training (Supervisors- the give their employees the instructions that they need)

y

y

Internships and co-op organizations (Human resources departmentthey will know first which interns are needed)

y

Computer-assisted instruction (CAI) (Supervisors- the give their employees the instructions that they need and can help the employee operate the computer if necessary)

MGT 210

resources department and/or supervisors ± both could be responsible for informing employees about these) y Small company Internships and co-op programs (Human resources departmentthey will know when interns are necessary and in which capacities) Job applications (Supervisors ± if company is too small for human resources department ± they can select between applications) y Meeting coworkers (Supervisors .they know the skills and can train the employees) y On-the-job training(OJT) (Supervisorsthey know the material and can teach new employees) y y Referrals by employees (Supervisors ± they decide which employee referrals should fill out applications) Classified ads in newspaper (Human Resources department ± can choose candidates from submitted resumes) y Résumés Apprenticeships (Supervisorsthey know the material and can teach new employees) Cross-training and job rotation (Supervisorsthey know the material and can teach new employees) y Supervisor interviews applicants for jobs y y y MGT 210 .they can introduce new staff because they know all old employees) y Job functions and responsibilitie s (Supervisors -inform of job details and work descriptions Skill training (Supervisors .

rules. intranet) Bidding for jobs The organizational web site Internships and Co-Op programs Putting a sign in front of the business or in the window Running newspaper classified ads Online job sites like monster. or state Referrals by existing employees Ways to choose employees y y y y y y y y Submitted job applications Résumés Having an outside agency screen potentials for the company Human Resources interviews candidates for the position Supervisors interview potentials for the position Aptitude and employment tests Checking background and references Medical test/records Orienting Options y y y y y y y y y y y y y y y Company's history.com or careerbuilder. state. reliability. appearance and hygiene. attendance. bulletin boards. memos.com Job-finding agencies-.private. expected hours and overtime. and emotional maturity Position duties and responsibilities Meeting co-workers Company procedures. possibility of termination) Payment Compensation and benefits Safety procedures and accident prevention Personnel policies Training Options y y y y y On-the-job training(OJT) Cross-training and job rotation Vestibule training Apprenticeships In-class training MGT 210 .Recruiting Options y y y y y y y y y Posting openings in the company (with email. public. and policies Any relevant city. goals. and overall philosophy Explaining how authority works on different company levels Employee expectations like attitude. behavior. and federal laws Training on relevant skills Criteria for employee evaluation Chances for promotion Necessary parts of employment (like punctuality and attendance.

New York: McGraw-Hill/Irwin.y y Programmed training Computer-assisted instruction (CAI) <Adapted from pages 163-181 in Rue.).> MGT 210 . Supervision: Key link to th productivity (8 ed. L L. L. & Byars. W. (2004).

Sign up to vote on this title
UsefulNot useful