workforce development and planning a8
MGMT 364 DEB
MGMT 364 DEB
Miko Smith
Professor Williams
June 12, 2017
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| Personal | Communication | Human | Leadership | Decision | Overall |
| Qualities | Skills | Relations | Skills | Making | Assessment | |
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| Andrews, David | Energy 8 | Oral 9 | Teamwork 8 | Impact 8 | Decisiveness 8 | Moderate |
| Risk Taking 7 | Written 10 | Flexibility 6 | Autonomy 7 | Organizing 9 | ||
| Reliability 9 | Persuasive 7 | Environmental Awareness 7 |
| Planning 8 | ||
| Greer, Shauna | Energy 8 | Oral 10 | Teamwork 9 | Impact 7 | Decisiveness 8 | Good |
| Risk Taking 9 | Written 9 | Flexibility 10 | Autonomy 7 | Organizing 7 | ||
| Reliability 9 | Persuasive 8 | Environmental Awareness 6 |
| Planning 8 | ||
| Renoir, Max | Energy 7 | Oral 9 | Teamwork 10 | Impact 8 | Decisiveness 8 | Excellent |
| Risk Taking 6 | Written 9 | Flexibility 9 | Autonomy 7 | Organizing 9 | ||
| Reliability 9 | Persuasive 8 | Environmental Awareness 7 |
| Planning 9 | ||
| Binghome, Bruce | Energy 10 | Oral 9 | Teamwork 8 | Impact 9 | Decisiveness 8 | Excellent |
| Risk Taking 8 | Written 9 | Flexibility 10 | Autonomy 8 | Organizing 9 | ||
| Reliability 10 | Persuasive 9 | Environmental Awareness 8 |
| Planning 10 | ||
| Yorn, John | Energy 7 | Oral 9 | Teamwork 7 | Impact 10 | Decisiveness 8 | Good |
| Risk Taking 6 | Written 9 | Flexibility 6 | Autonomy 9 | Organizing 9 | ||
| Reliability 11 | Persuasive 10 | Environmental Awareness 9 |
| Planning 8 | ||
| Thomas, Mitchell | Energy 10 | Oral 9 | Teamwork 9 | Impact 7 | Decisiveness 8 | Moderate |
| Risk Taking 6 | Written 9 | Flexibility 7 | Autonomy 10 | Organizing 9 | ||
| Reliability 8 | Persuasive 7 | Environmental Awareness 10 |
| Planning 7 | ||
| Vacarri, Brenda | Energy 7 | Oral 9 | Teamwork 8 | Impact 8 | Decisiveness 10 | Good |
| Risk Taking 6 | Written 9 | Flexibility 9 | Autonomy 8 | Organizing 9 | ||
| Reliability 10 | Persuasive 7 | Environmental Awareness 10 |
| Planning 8 | ||
| Reznor, Thomas | Energy 10 | Oral 8 | Teamwork 8 | Impact 8 | Decisiveness 9 | Excellent |
| Risk Taking 8 | Written 10 | Flexibility 10 | Autonomy 9 | Organizing 9 | ||
| Reliability 9 | Persuasive 9 | Environmental Awareness 8 |
| Planning 9 | ||
| Durvall, Adam | Energy 8 | Oral 9 | Teamwork 10 | Impact 9 | Decisiveness 8 | Good |
| Risk Taking 7 | Written 9 | Flexibility 6 | Autonomy 10 | Organizing 9 | ||
| Reliability 10 | Persuasive 9 | Environmental Awareness 10 |
| Planning 8 | ||
| Heckman, James | Energy 7 | Oral 9 | Teamwork 8 | Impact 8 | Decisiveness 8 | Good |
| Risk Taking 6 | Written 9 | Flexibility 6 | Autonomy 9 | Organizing 9 | ||
| Reliability 9 | Persuasive 10 | Environmental Awareness 10 |
| Planning 10 |
The selected candidates are Thomas Reznor, Max Renoir and Brice Bighome, this was due to their performance on the different perspectives. They were consistent in the different challenges brought unto them. The experience and the positive attitude of Max Renoir makes him an ideal candidate. Bruce is flexible and has an open mind when it comes to the post being recruited for. Thomas has a marketing experience which is a plus for this job. The three candidates all have a lot to offer the company.
The method that I recommend is the multiple hurdles method. This ensures that a candidate is viewed at a 360 degree angle and not just one side. This means that the best candidate in all aspects and not just one, gets the job. In future the company should use the combined model especially when recruiting for a management position. This method is almost similar to the hurdles method only that it is faster and more accurate.
Official Guide for Hiring Applicants
Position description – An assessment to be done on the position and whether its role can be filled without necessarily having to recruit.
Plan development – A recruitment plan is to be developed. This will set out the goals and objectives set to be achieved with this recruitment. The resources to be used for this recruitment will also be assessed.
Advertisement – The position is to be advertised in various medias both in print and digital. This will enable creation of a diverse pool of applicants. This will be compared to the resources set aside.
Applicants review – An interview is to be set for all those applicants that meet the job requirements as set.
Interviews – The applicants are then to be interviewed. Some of the things to check is their skills, body knowledge and their overall abilities. Their fitting to the corporate culture will be assessed at this level
Select the finalist and credentials verification – the winner is to be selected and the process of verification to begin immediately. Their university can be contacted to verify their degrees and also testimonials from previous employees
Reference checks – The references provided will be contacted to ensure that the details provided are correct and true.
Make offer – Contact the applicant and make the offer. Once they accept the process of hiring them is to then start.
