ADMS 2600 Chapter Notes - Chapter 5-8: Performance Improvement, Yokohama Rubber Company, Machinist

• School: York University
• Department: Administrative Studies
• Course: ADMS 2600
• Professor: Gordon Qi Wang

Document Summary

=the process of finding and attracting capable applicants to apply for employment (result is a pool of applicants, responsibility on hr department) Target specific labor market in advance (blue collar/clerical/professional/technical/managerial) yield ratios = percentage of applicants that proceed to next stage of recruitment process (indicate effective recruitment sources) older(more productive)/younger(reduce society concerns) workers, designated groupx4 recruiting a more diverse workforce. Walk-ins and write-ins(volunteer introduce / write directly apply) Online recruiting(internet job boards/corporate career websites) special events such as open houses and job fairs. Evaluation(effectiveness of recruiting function) measure: cost/quality/time lapsed per hire, offers-applicants ratio. Evaluation: the degree of employee participation the quality of those employees choosing to participate the impact of internal recruitment on employee moral. [3]discourage employee if not hire the referral again and again, or only hire one. [4]dishonesty(lie for the bonuses) should make sure the referral is good. [1]calculate yield ratios to indicate the most effective recruitment sources at producing qualified candidates, or target specific labor market.