Hrm 531 Recruitment And Selection Strategies Research Paper
Recruitment and Selection Strategies
Tasha G. Duckett
HRM/531
March 30, 2015
Mrs. Sherri Johnson
Recruitment and Selection Strategies
Over the past few months, we at Atwood and Allen Consulting have had the pleasure of working with a new business, Landslide Limousines. Through previous conversations and correspondences, we know that Landslide Limousines is a small business that wants to employee exactly 25 workers and will be located in Austin, Texas. As we make suggestions for recruitment and selection strategies we must consider that the company’s first year’s revenue rate is expected to be -$50,000, although the company is expected to increase the annual revenue by 5%. Mr. Stonefield is also anticipating an annual turnover rate …show more content…
The ever-changing demographic designs, advancement in technology, the changeover to a knowledge-based economy as well as the rising pressures to be more innovative, increase in productivity and decrease in cost will help set the tempo for work in the future. Over the next few years a change in workplace demographics will influence the potential for work and will also be a key factor in company size, the composition of the organization, compensation and benefits, the design of the job, and goals set by management. In order for Mr. Bradley Stonefield to achieve his business goals based on demographic changes, he must have trust that his Human Resources department will choose the best and most experienced employees. He should also take advantage of workforce forecasting in that department. If they are efficient in their forecasting HR can cut cost, increase the flexibility of the company and make sure the regulatory obligations are given priority over all other problems associated with resources restrictions and …show more content…
As the global market shifts and changes it if important for employers to embrace these changes. Through organizational diversity, employees get the benefit of learning from each other. There may be talents that they may have that their co-workers do not and vice versa. Because of this it gives employees a chance to learn from one another. What you may not know you learn and what you do you teach.
Recruitment and Selection Laws to Consider Before a company should even begin the process of selecting, interviewing and hiring it is important that they follow the laws and guidelines related to employment. Listed below are just some of the laws that business should follow provided by the North Dakota Human Resource Management Services (2010):
The Fair Labor Standards Act of 1938 which stipulates minimum wage, overtime pay for certain workers and restricts child labor.
The Immigration Reform and Control Act of 1986 that forbids employment discrimination based on national origin and citizenship or immigration, it also bans employment of undocumented workers and penalizes those companies that violate the
Tasha G. Duckett
HRM/531
March 30, 2015
Mrs. Sherri Johnson
Recruitment and Selection Strategies
Over the past few months, we at Atwood and Allen Consulting have had the pleasure of working with a new business, Landslide Limousines. Through previous conversations and correspondences, we know that Landslide Limousines is a small business that wants to employee exactly 25 workers and will be located in Austin, Texas. As we make suggestions for recruitment and selection strategies we must consider that the company’s first year’s revenue rate is expected to be -$50,000, although the company is expected to increase the annual revenue by 5%. Mr. Stonefield is also anticipating an annual turnover rate …show more content…
The ever-changing demographic designs, advancement in technology, the changeover to a knowledge-based economy as well as the rising pressures to be more innovative, increase in productivity and decrease in cost will help set the tempo for work in the future. Over the next few years a change in workplace demographics will influence the potential for work and will also be a key factor in company size, the composition of the organization, compensation and benefits, the design of the job, and goals set by management. In order for Mr. Bradley Stonefield to achieve his business goals based on demographic changes, he must have trust that his Human Resources department will choose the best and most experienced employees. He should also take advantage of workforce forecasting in that department. If they are efficient in their forecasting HR can cut cost, increase the flexibility of the company and make sure the regulatory obligations are given priority over all other problems associated with resources restrictions and …show more content…
As the global market shifts and changes it if important for employers to embrace these changes. Through organizational diversity, employees get the benefit of learning from each other. There may be talents that they may have that their co-workers do not and vice versa. Because of this it gives employees a chance to learn from one another. What you may not know you learn and what you do you teach.
Recruitment and Selection Laws to Consider Before a company should even begin the process of selecting, interviewing and hiring it is important that they follow the laws and guidelines related to employment. Listed below are just some of the laws that business should follow provided by the North Dakota Human Resource Management Services (2010):
The Fair Labor Standards Act of 1938 which stipulates minimum wage, overtime pay for certain workers and restricts child labor.
The Immigration Reform and Control Act of 1986 that forbids employment discrimination based on national origin and citizenship or immigration, it also bans employment of undocumented workers and penalizes those companies that violate the