D.D. Williamson Essay

Recruitment is the process of attracting, screening and hiring people or a person for a job. The attracting process of recruitment is where the business advertises the available job vacancies for a period of time. Once the deadline of the advertisement has arrived, the business collects up all the CV’s from the applicants and they are all checked off against the person specification. This is where the applications are selected by the business, the selected applications are then invite by the business for an interview and from there they are able to decide whether they are suited for the job.

Human resource departments today have a more distinct, calculated position within organizations, and human resource strategy influences the bottom line. “One of the challenges for HR leaders is convincing executive leadership teams that human capital is one of the most important resources in which the company can invest” (Mayhew, 2014, p.). Subsequently, “this return on investment is an essential part of the argument for including HR as part of an overall business strategy” (Mayhew, 2014, p.). Human resource departments utilize the information given to them from company executives and leaders, coupled with their respective expertise on all things personnel, and they plan and implement staffing concerns for the betterment of the organization. From preparing job analysis, to comparing inventory and forecasting, it is the responsibility of human resources to consider the objectives of an organization and fulfill those goals while operating the specific planning relative to HR.

In short, the firm must find a balance when planning the HR. It has to look at internal factors and projections such as future sales and costs which help them predict demand and consequently forecast the workforce needed. But at the same time it has to look at external factors to predict labor supply and the external factors are found in the environment around the company.

The common perception of a recruiter is evolving quickly in the workplace (Boswell 2001). Where once recruiters were viewed as a tool to simply acquire candidates, modern recruiters have greater responsibilities to their clients. These responsibilities can include tasks such as organizing paperwork, completing pre-screening measures, and even occasionally preparing training curriculum (Darrell 2002). Recruiters are further expected to provide quality screening of candidates and ensure the optimal match for each applicable position within a company (Posner 2006). As with any other job within a company, recruiters must take this work seriously and avoid procrastination to ensure a smooth transition for their candidates into the new workplace. Should the transition fail to be smooth, the full blame modernly falls on the recruiter who failed to use proper coordinating strategy.

Not only mentioning the benefits listed above recruiters have changed their ways on how the recruit. While students in the Recruiting and Retention School learn their mission and improve their knowledge base, they also acquire a new set of analytical tools they will eventually use in their future areas of responsibility. These tools will help them determine where, when and how they can be most successful, said Command Sgt. Maj. Jack Peters, the school 's command sergeant major. (Larry Lane) For example, a recruiter can study historical data to select what day of the month he should provide a specific briefing for a certain high school, to target a grade level where students are historically interested in enlisting in the

When I first saw the final paper assignment posted, I directly decided that I was going to start reading the chapter that goes over the recruiting interview which winds up to be Chapter 7 in the textbook “Interviewing Principles and Practices”. I chose this chapter because I thought it would be interesting to know how the recruiting process differs from one organization to another or from one country to another, given that I chose to interview people from outside the United States. I also picked this chapter because I realized that recruiting is the most used tool in order to decide whether a prospective employee will be a good fit to a given position in a given organization.

Contemporary globalization of businesses and growing global market competition has made effective human resource planning as one of the major strategies to forge ahead and remain proactive. It can be said that an organization 's success lies to a great extent to the knowledge, skills, creativity, and dedication of its workforce. Every aspect of an organization needs human capital to drive its activities or operations to achieve individual strategic goals and objectives towards its purpose of existence, growth, and competitive status. Companies can compete at all levels of the marketplace through improved commitment not only through creativity, innovation, and research, but also human resource development (Truong, Heijden, & Rowley, 2010). In this regard, the human resource planning is needed to ensure a systematic analysis of human resource needs so that the right quantity and quality of employees are always available when required. Fundamentally, organizations are looking for the best people that would help drive them to their desired destination of achieving their missions. Therefore, it is important to develop human resource strategies to support organizational strategies, through measures such as forecasting human resource requirements, and effective strategic staffing. Technically, an organization 's mission, goals, and objectives drive its strategy and human resource (HR) and staffing strategy in an interactive manner. The purpose of this

All recruiters must have a basic understanding of all the jobs offered on the base that they work at. When they have vacancies that need filled they are responsible for matching people and jobs together based on their compatibility. Their basic understanding of all job functions allows them to put individuals in jobs where they are happy and successful, while filling a manning requirement. Their job involves skill in sales techniques and principles in many ways, however, their pay is not reflective of most salesperson’s jobs. They are not paid on commission or any other incentive program. Their pay is only reflective of their rank.

Developing a project charter before each project is started would improve the prioritizing process at Williamson. A project charter or contract is a necessary tool that helps get the ball rolling with any project. A charter should be a short, brief synopsis of the project that gives the project manager permission to start the project, help the sponsor and project team members develop a clear understanding, holds persons involved accountable, and screening project that have potential (Kloppenborg, Nkomo, Fottler, & McAfee, 2012). A project charter can also identify the potential of a project before it begins so the team can assess whether or not the project should be attempted at this time or another. This approach could help Williamson develop a more systematic strategy to prioritizing projects. Research has shown that only 12.5 percent of companies look at their projects to see if they align with their business and that project failure is mostly due to businesses not having a

Derived Demand applies to Strategic Human Resource Planning for organizations to forecast the demand of what’s needed.

Carlyle needs to do a work analysis in order to determine what the skills and qualifications they would need to right candidate to have. This would help them create the appropriate job description and job specifications for the position (Bernardin & Russell, 2013). This would include want tasks and goals will the recruiter have to adhere to, what skills will the candidate need to possess such as computer or special software knowledge, educational and certification requirements, and what type of behaviors should the right candidate have. Carlyle can also observe other recruiters doing their daily functions at another organization or another part or the organization. After completing the work analysis she would know the goal and objective

Self-correction is built into the recruitment process. Headhunters become highly intuitive. They ask questions all day long and those who learn to listen carefully develop the ability to ask the right question at the best time. Their minds become nimble and responses lazor sharp. Expect to strike out some days. Every phone call brings challenges. Recruiters become tough. They reject candidates and employers who are uncooperative or unmotivated to do what's

Perhaps no other director has generated such a broad range of critical reaction as D.W. Griffith. For students of the motion picture, Griffith's is the most familiar name in film history. Generally acknowledged as America's most influential director (and certainly one of the most prolific), he is also perceived as being among the most limited. Praise for his mastery of film technique is matched by repeated indictments of his moral, artistic, and intellectual inadequacies. At one extreme, Kevin Brownlow has characterized him as "the only director in America creative enough to be called a genius." At the other, Paul Rotha calls his contribution to the advance of film "negligible" and Susan Sontag complains of his "supreme vulgarity and even

For example; D.D Williamson along with hundreds of community leaders in Cleveland Ohio, decided to use a system approach to guide many interrelated social and economic efforts to their region to attract better talent and are told by the “Great Place to Work Institute” that are missing a formal flexible work arrangement

Planning means looking ahead and chalking out the future courses of actions to be followed. The ongoing process of systematic planning to achieve optimum use of an organization 's most valuable asset is human resources department. The objective of human resource (HR) planning is to ensure the best fit between employees and jobs, while avoiding manpower shortages or surpluses. The three key elements of the HR planning process are forecasting labor demand, analyzing present labor supply, and balancing projected labor demand and supply.