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HR Presentation

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Daria Lattanzi

on 9 October 2015

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Transcript of HR Presentation


but the firm chose to maintain a strong emphasis on
high quality
and on the belief in
putting the customer first

e)
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
Yearly
Turnover rate
First Apparel
Comparable organizations in its industry and location
45%
< 20%
If a company presents a
high Turnover rate
it is an
alarm signal
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.

For example:
exit interviews
analyze internal data
constant dialogue with the labor market
offer to the employees some benificts (bonous,vacation,assistan,ect...)
Objective
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
Technology
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
some changes
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.
use the
HRP
to determine the level of the recruitment effort (in order to reduce Turnover)
use more
self-selection
more focus on
cross- functional skills
not just job skills
create a
central HR department
with coordination function and include an
HR division
with its
HR manager
in each plant
outsource
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
use of
Internet recruiting
and
college recruiting
it might also use
assessment centers
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?
FIRST APPAREL
case
Daria Lattanzi
100343833@alumnos.uc3m.es
darialattanzi@yahoo.it
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