Answered You can buy a ready-made answer or pick a professional tutor to order an original one.
I need to write a Recruiting and Retention PlanPlease use Motors and More as the basis for your analysis. A. Given the increase in product demand, how many people will you need to hire and in wha
I need to write a Recruiting and Retention Plan
Please use Motors and More as the basis for your analysis.
A. Given the increase in product demand, how many people will you need to hire and in what functional areas (manufacturing, operations, customer service, marketing and sales, finance/ accounting, and HR)? Provide your rationale for the proposed hiring in each unit. Consider the turnover rate. Identify the factors that could be causing turnover. Identify the costs of turnover.
B. Include the types of interviews you would conduct and why.
C. Develop strategies to recruit the appropriate applicants and include sources and tools used for recruiting and selection. Identify the possible areas and types of discrimination that could occur.
D. What can you do to retain current employees? What are the benefits of retention?
E. How will you assess the effectiveness of your recruiting efforts?
- @
- 165 orders completed
- ANSWER
-
Tutor has posted answer for $40.00. See answer's preview
************ *** ********* *********** ************ NAMECOURSE ************* ************ *** **** ********************** *** ****** ** ******** ******* * *************** at gm ****** and **** ******* **** with * ******* ** ******** **** *** ******** and meet *** needs and ************ of **** drivers ** * large ****** scale ************ its ********** *** always **** *** ***** **** have continued ** ***** ** *** ****** and ***** ***** *********** ***** ** an ****** **** *** ******* them shift ** *** *********** in *** *********** energy *** ********** ******* design *** ******* *** really majored ** ******* ***** ********* ***** ** ***** ** **** *** the ******** and ********** ********* *** the *********** ************** ******* *********** the ******* ******** ***** **** *** corresponding ******** ** the community ***** ******** ** ******** ** *** ******** ** ******* ****** (Atkinson W ****** **** *** **** ******* as to why *** ******* demands more ********* the ****** ** people ** **** ** ********* will **** to **** *** company’s requirements *** **** **** not ***** on *** the departments from *** ************* ******** ******* marketing *** ***** ********* ********** and ** the company will *********** ** * *********** **** *** manufacturing customer ******* *** operations basing ** *** ****** ********* Motor *** **** ******* *** ****** ********* ** ** ***** ********** **** the ******** ****** ** ********* ** be ***** *** ** *** **** ** ******** ********** in *** company ** * ***** margin ****** ** **** reason ********** staffing will be ******** ** areas **** ** manufacturing ********* ********** *** ******** ******* ******** hiring ********* ** **** ********* **** the HR **** ** **** ********* for the organization; ********** productivity through ********** is another ********* **** **** **** ****** *** ******* ** **** more ****** ** *** ****** *********** Basing ** **** *********** *** ********* ** the possible ****** ** ****** ** ** ************ ********* *** ******* projection *** *** ******* ********** ** ********* ********** to hire ** **** employees ****** ** *** payscalecom; *** *********** ******** ** ** well ********* basing on *** ********* **************** FormulaeMonthly ******** ********* ******* ** ********** ****** *** *************** ****** of ********* ****** *** month) ** ****** following *** the ********* ******* that *** ********** considered **** *********** *** *********** ******** ** addition ** *** causes ** *************** among ********* ***** ****** them ** seek ** * *** ************* in ***** companiesØ ************ training policyØ ***** ******* ** *** ************ cultureØ Inability of *** *********** ********* ** ******** possible ************* *** advancementCost ** ************* *** **** ******* are not ************ *** *********** ******** Basing ** **** *** organization ** ********* its ********** ** the ***** **** *** ********* ** experiencing labor ******** implying **** ** ** experiencing *** ********* ******** *** following *** **** ** *** costs of this ************ ***** ***** ***** ******** that Motor *** More company experiences ** a ****** ** ******** **************** ************ ***************** ************* ********** costsLess Direct ******* AdvertisingØ ************* Travel ******* ******** ******** ******** ****** ******** *** ************* ********* *********** Background checks•Ø Relocation• ************** ******* ****************** Severance ***** ********** ************ ********* ******* **** interview Ø Overtime or current *********** **** ** ******** *** ** **** ******** services Overwork ** the ********* ************* **** employees ****** **** the company ** ***** time ****** new *** are ********** to ******* them **** ******* **** *** ********* **** will ********** ***** workload ** *** same *** **** ******* **** low-quality **** *************** *** engagementLowered **************** an ******** ****** his or *** ******** ********* * new one ******* ****** ** **** * new ********** ***** ***** **** quite **** time for *** ******* *** **** reason the company *********** ******* ************ *** the ******* time needed *** the *** employee’s ****************** ***** and ************ costs employees and *** staff ******** * ******* of ******** ***** **** *** **** consumption ** *** ******** ***** **** ************* *** ******* *** ** *** *** *** ****** expenses *** the ********** **** **** **** ** ** through ***** resume ***** ***** ******* ***** ******** *** **** ** ***************** *** *********** ** the provided *********** *** ******* **** ** ******** to hire *** ********* ****** ** ******** ** *** below-specified ********** ************* * * ************ ********* ** ************ ******** service ( 4 ************* ***** of ********** *** ***** ******* *** ******* ******** interviewing choices for the company ******* *** ******************** Description ********** *** *** ********** interviewThe ********** description interviews are one of *** **** valuable tools **** ******* the past of * candidate to determine *** ** *** future success (Healey * (2013) ********* the ********** *** ******* asked to ****** ***** ****** ********* from their **** with ********* ** *** job ** ** *** ** ******** for **** **** ** ********* is ******** for top ******** ** the companyThe ********** interviews *** *** **** ******** and valid **** ** ******* ********* ** *** **** ********* aligned *** everyone ***** *** ***** ** *** **** way ********** ********** ******* some kind ** ********** **** *** *** ******** ** addition ** simplicity ** ************ ********* ****** the ***** ******** for *** ********** ** * *** ** ******* *** ***** *********** *** ************* *** ******************** *** selection involve the Human ******** ********** along **** *** ****** manager ** all the *********** ** *** ***** and more ******* First *** *** *********** ** analyzed to ensure **** the ****** *********** *** ********* ** ********* by the ********** ********* *** *** description ** ******* ******** to *** *** ********* ************ *** the ******** ***** *************** a ******** *** **** ********** in the ******* * decision is **** on *** ** ****** * high-quality ********* ******* *** ******* of ********** ****** ******* ** perform ** ******** ** ******** recruitment ** these can ** **** ********** then ************* through ********* ***** like ******** ******* *** LinkedIn *** be *********** ********** *** *** ******* *** ********* invited for *** interviews *** those *** **** *** *********** requirements are *********** ******** **** *** company ** ** ******* training *** afterward ******** *** necessary positions Identify the ******** ***** *** ***** ** ************** that ***** occurSex discriminationWomen ** **** ************* *** ***** *** ********* **** ***** men ****** *** ****** positions ** management ****** *** more ******* ****** ****** these *** ******** gender equality ****** on ********* ******************** and Ethnic ******************** 88% ** ********* ** *** ******* are ********** ** ******** ** **** *** ******** *** men ******** the ***** community ******* ** *** ******* occupy **** **** ** % ** *** working ********** this ********* some signs ** ************** ******** R ****** ******** it ******* **** **** ** *** ********** receive ********** in the ******* ** a high ***** *** company ****** ********* this ** ***** the qualification ******** across *** employees ***** assigning **** positionsRetaining *********** ***** for *** ***** *** **** ******* to ****** ***** ********* *** ********* ******* must ** ***** Management **** *********** a **** ************* of ********** ******* ** *** ******* **** **** ******* employee’s ********** Adjusting *** ************* *** leadership ** culture ** *** ************ to suit ************ needs Benefits ** Employee *********** ******* organization turnoverØ ****** cost *********** ** manages ************ *** ************* ********* ************* Creates Team moralØ *** will you ****** *** ************* ** **** ********** efforts?The ****** **** *** be **** ** ****** *** effectiveness ** ********** efforts ** ** calculating *** costs associated The method that *** ** used ** assess *** ************* of ********** ******* is by calculating *** ***** ********** with *** ****** ** * ********* **** ** ********** ** ****** the total ********** costs *** ******** *** ******* ** the number of ********** hired Effectiveness ** ********** * **** *** *** 11 *********** were hired then it ** ******** **** *** ***** ***** **** ******** **** ******* **** the ********** **** ** *********** ********* *** ******* ******* ***** ***** ** ** **** ***** **** *** ********** ** the ****** of ********** ** a given recruitment stage ** *** ****** ** ********** ** ******* ***** **** source provides *** ********* with **** ******** targeted ********************* ******* *** Motor *** **** ******* ********* ** ****************************************** *********** associated **** ****** * ********* ( ******************** ** ********* ********************* ** ******************************* ************* ** ***** and **** company ************* ** ************************************* *** Exchange (2015) Training Specialist *** *********** Retrieved ***** ** **** **** America’s *** Exchange: Jobs *** ********* ********** ****************************************************************** * ****** **** ******** strikes balance ******* *** and ******* ******* ********** ******* 18-20 Retrieved **** *************************************** edu/docview/214449342?accountid=4870Caruth * L ***** * * * ***** ****** * D ****** Critical ******* ** ***** ******** *********** Journal ** ********** Research ***** *** Retrieved **** ******************** * ****** From recruitment ** *************** Geoscience8(8) ******* http://dxdoiorg/101038/ngeo2501Healey C ****** *********** of * **** *** ******** *********** and ********* of ******** ********* nursing ************* ********* ********** 10-12 *************************************
