ACC 110 Lecture : Chapter 6 HRM.docx

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raspberryraccoon563

21 Mar 2012

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Recruiters are specialists in recruitment who is responsible for finding and attracting qualified applicants to the job position. Recruiters are important in helping the company achieve its objectives as competition for employees that are needed for strategy implementation increases due to the growing increase in demand and a fixed amount of a small labor source. The purpose of employer branding is to attract people to apply to work at the organization and to earn the loyalty of its current employees. Employer branding is the image or impression of an organization as an employer based on the perceived benefits of being employed by the organization. Employer branding is important in the recruitment process as those who were not hired share their experience with others and depending on their experience, it may attract or drive away people from the company. List of experiences a job applicant goes through pg 144.

Related Questions

Refer back to the Planning a Presentation Click & Drag learning activity.

Envision that you work for a major, nationwide accounting firm. Your firm has many openings, and wants to recruit the most qualified accounting students. You've been asked to help recruit talent at several local universities. You begin the recruiting process with many of these accounting students via Facebook and LinkedIn. Once you have identified high-potential recruits, you organize several social events to get to know them better. You also hold several informative sessions about what it's like to work at your firm and about what career paths are available. Since so many other firms are competing for the top recruits, the presentation about opportunities at your firm is critical. You want to make sure that your presentation is organized for maximum impact.

Use the six identified parts of a presentation to record a 2- to 3-minute video of yourself delivering a recruiting presentation. Remember that your target audience consists of potential employees right out of college, so you should tailor your presentation to appeal to topics that will be of interest to these recruits.

Include the following in your presentation:

Introduce your organization (history, specific business focus, background, etc.).

Present the various career opportunities available within your organization.

Provide examples of various ways to advance and get promoted within the organization.

Specify benefits provided by the organization that can attract recruits fresh out of college (continued education, professional development, employee training, tuition assistance, etc.).

Demonstrate how the organization has been adopting technology and training employees.

You are the senior human resource professional in a company and part of the senior strategic management team. The company is a service company that operates five teleprofit centers of 300 representatives each in the following Florida cities: Jacksonville, Orlando, Gainesville, Tampa, and Miami. The CEO has asked the senior strategic team to develop a HR plan that will allow the company to grow by two more teleprofit centers, which will be located in Jacksonville, Florida.

Considering turnover, length of training, hiring success and learning curve for new employeesdevelop a reasonable âhire aheadâ plan, which keeps newly trained employees ready to take the place of employees who leave or are promoted to other positions. The âhire aheadâ plan must allow no more than 3% of the employee base in each of the new teleprofit centers to consist of newly trained employees.

The following factors should be considered while developing the plan:

â¢ There is a human resource budget of $3.5M.

â¢ From the HR Budget, $200K will be dedicated for recruiting and selection.

â¢ Recruiting costs will increase by 30%, but the HR budget will not increase.

â¢ Recruiting will be conducted through Monster, CareerBuilder, Sologig, and in various print publications in the listed cities.

â¢ There will be 4500 applications received per month from the recruiting efforts.

â¢ Average turnover of the teleprofit representatives in the company is 7% per month.

â¢ Average turnover of the teleprofit representatives in Jacksonville is 5% per month.

â¢ New representatives receive two weeks of training in the classroom and two weeks of âside-by-sideâ training before they are on their own.

â¢ All trainer positions are exempt.

â¢ It takes nine months for a representative to be considered âfully trainedâ.

SELECTION PROCESS

Choose as many, or as few, of the following steps to create the selection process that applies best to your plan. All applicants who pass these steps will be hired.

o Pre-screening- performed by a human resource assistant (nonexempt position) - cost of $20 per applicant; 95% of applicants prescreened are successful and are passed on to a recruiter.

o Interviewing- completed by a recruiter (exempt position) - cost of $70 per applicant; 50% of applicants who are interviewed are successful and are then tested. o Employee testing- administered by a human resource assistant- cost of $30 per applicant; 50% of those tested are successful and will have a drug screening check done.

o Drug screening- coordinated by a human resource assistant- cost of $35 per applicant; 95% will have a successful drug screening and then have a background check completed.

o Background check- coordinated by a human resource assistant using a third party contracted provider- cost of $25 per applicant; 60% will have a successful background check and will be submitted to a credit check.

o Credit check- conducted by a human resource assistant-cost of $35 per applicant; 60% will fail the credit check.

ISSUES TO ADDRESS

The following list represents a minimum guideline of issues that should be addressed:

ï How does this current hiring process affect the successful filling of current position vacancies?

ï What process changes can be made to help your budget concerns?

ï How many new employees have to be hired each month to meet the objectives of the âhire aheadâ plan?

ï What is happening to the vacancy rate? ï What is the vacancy rate?

ï What can be done to improve your vacancy rate?

ï What can be done to understand the turnover rate?

ï What can be done to improve the turnover rate?

ï How does this scenario affect the bottom line of the company?

periwinklerabbit1

Chester's turnover rate for this year is 6.28%. This rate is projected to remain the same next year and no further downsizing will occur from automating. Chester plans to spend an additional $500 beyond the extra amount above the $1000 recruiting base it spent this year. The goal of this additional investment is to improve the quality of applicants. What would the total recruiting cost be for Chester next year?â

	$203,095
	$156,227
	$171,849
	$187,472

HUMAN RESOURCES SUMMARY

	Andrews	Baldwin	Chester	Digby
Needed Complement	390	451	497	595
Complement	391	451	497	595
1st Shift Complement	309	289	388	403
2nd Shift Complement	82	162	109	192

Overtime%	0.0%	0.0%	0.0%	0.0%
Turnover Rate	8.4%	8.0%	6.3%	10.0%
New Employees	33	36	86	85
Separated Employees	370	185	0	0
Recruiting Spend	$2,000	$2,500	$5,000	$0
Training Hours	40	40	80	0
Productivity Index	104.3%	113.6%	124.1%	100.0%

Recruiting Cost	$99	$126	$518	$85
Separation Cost	$1,850	$926	$0	$0
Training Cost	$313	$361	$796	$0
Total HR Admin Cost	$2,262	$1,413	$1,313	$85

Labor Contract Next Year
Wages	$28.15	$28.15	$28.15	$28.15
Benefits	2,500	2,500	2,500	2,500
Profit Sharing	2.0%	2.0%	2.0%	2.0%
Annual Raise	5.0%	5.0%	5.0%	5.0%

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ACC 110 Lecture : Chapter 6 HRM.docx

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