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Transcript of HR Presentation
but the firm chose to maintain a strong emphasis on
and on the belief in
putting the customer first
Nevar se conjuga como acertar, y sólo en tercera persona del singular: nieva.
There wasn't any change
in its selection process
for new employees
The company changed its strategy by :
- increased its size of the company and extended its business (3 plants in the US and 1 plant in China)
- hired less few than 600 people
It means that there was,and continues to be, a
strong corporate culture
Comparable organizations in its industry and location
If a company presents a
high Turnover rate
it is an
What could be the possible causes?
workers are not satisfied by their jobs
it is easy to find a new job
there are not career opportunities whitin the company
disalignment between business goals and objectives of the workers
there are conflicts between the manager and the employees
The workplace is poorly viewed by employees
The firm should try to understand the reasons behind its high Turnover rate.
analyze internal data
constant dialogue with the labor market
offer to the employees some benificts (bonous,vacation,assistan,ect...)
devise new plans for recruitment, training and internal mobility
There are many possible uses of technology in the recruit process:
install software to do the screening and sifting of resumes
use online pre-screening questions to identify which employees could be the best fit for the company
use social networking sites
The workforce might be the reflection of the
corporate culture and values
If an employee has identified with the culture and he/she finds coincidence between his/her objectives and those of the company
1) reduces risk that the worker leaves to get a job in another company.
It should keep Turnover rate low.
2) the worker may be more motivated and he/she may also accept compromise (on working hours,wage,ect..) because of he/she see his/herself as a part of something bigger.
In the recruitment process the company should try to attract people that are aligned to the company culture
could give a big help because of it gives you the possibility to pre-select the applicants with job offers which place strong emphasis on values and corporate culture.
If First Apparel continue to grown, it will need to introduce
in its recruitment process:
Deficit in knowledge or expertise may be able to reduce with training, but changing a person's values and culture is typically very difficult or impossible.
to determine the level of the recruitment effort (in order to reduce Turnover)
more focus on
cross- functional skills
not just job skills
central HR department
with coordination function and include an
in each plant
part of recruiment process
as it grows, the firm has more time and money to allocate to recruiting employees.
it can use a
greater number of selection procedures
in making hiring decisions
it might also use
to test the applicant’s performance by performing actual job tasks
new employees of large businesses can receive far
more hours of training
than in smaller workplaces
Discuss how the change in First Apparel's business strategy has likely affected the focus of its selection process for new employees.
Do you think the turnover problem could be related to selection?
How might First Apparel use technology to enhance its selection process?
How does the culture at First Apparel affects its selection process? How could it? How should it?
As First Apparel continues to grow its business, what are some other changes that need to occur in the selection process?