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Case Study: Lavazza Hiring Process, 2008.
This paper is a case study, which presents the human resource process of obtaining a senior marketing analyst to be integrated into the Lavazza the international marketing team.
3,445 words (approx. 13.8 pages), 10 sources, APA, $ 97.95
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Abstract
This paper explains that Lavazza has a marketing strategy that is grounded in its premier reputation in Italy; however, on an international basis, Lavazza uses its website and its subsidiaries and authorized distributors to facilitate increased market share across many other geographic areas. The author states that the senior marketing analyst, who will report directly to the Global Marketing Director, must have significant quantitative skills to analyze and recommend strategic development decisions that are viable and within the scope of the Lavazza's current portfolio. The paper includes copies of a position advertisement, interview questions,letters to unsuccessful candidates and to the successful candidate and a draft contract.
Table of Contents:
Introduction
Senior Marketing Analyst Description
Marketing Goals (Senior Marketing Analyst Link with Business Strategy)
Recruitment Section
Draft Advertisement
Immediate Opening: Senior Marketing Analyst
Positioning of Advertisement
Selection Process
Selection Processes/Related Interview Questions
Schedule
Letter to Unsuccessful Candidate
Letter to Successful Candidate
Induction Program and Performance Management System
Table 1: Outline of the Induction Program
Overview of Performance Management System
Remuneration Management
Effective Human Resource Management & Good Corporate Governance
Draft Contract
From the Paper
"Lavazza offers a high-quality product that is already established in it's home-based market, Italy. It offers a premium product and other coffee based services that place it outside the realm of a coffee distributor. The production process and quality control offered by the company has led to customer loyalty on the home market. However, Lavazza needs to improve its market share on the international market; in fact it needs to begin market expansion throughout Europe, in areas that competitors are unlikely to penetrate like Australia or Eastern European nations."
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The Hiring Process, 2005.
An examination of the hiring process within an organization.
1,575 words (approx. 6.3 pages), 5 sources, $ 62.95
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Abstract
This paper focuses on the various resources by which a human resources manager may manage one aspect of the human capital that is an essential feature of any business operation. The paper particularly focuses on the hiring process by human resources management, as well as by consulting and hiring firms and the way in which this outsourcing can help to find the right person for the job.
From the Paper
"Human Resources Management: The Hiring Process Introduction Human Resources encompasses a number of activities or, if you will, a number of issues. There are a number that this paper could cite, but - in the interests of brevity - it will focus upon the hiring process, quite possibly the most important process with which a human resources manager will involve him or herself. The following paper will closely examine the resources available to HR directors and their subordinates as these professionals seek to find the right person for the right job. More particularly, the paper will examine consulting and hiring firms and how they can help, legal resources and how they might be of assistance, Government resources and where they might fit in, and - not least of all - educational institutions and how this resource can expedite the efforts of HR Departments to create human capital that will see the business through to its chief objectives."
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Drug Case Processing, 2005.
Examines how the American judicial system handles and processes drug cases.
900 words (approx. 3.6 pages), 3 sources, $ 35.95
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Abstract
For several decades, drug use has shaped the American criminal justice system. Drug and drug related offenses are the most common crime in nearly every community. The paper shows that in order to handle this explosion of drug related cases, the court system has devised a drug case processing process.
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Criminal Case Processing, 1996.
Causes & effects of & remedies for delays. Case loads, drug cases, caseflow management, judicial control, three strikes.
1,800 words (approx. 7.2 pages), 9 sources, $ 63.95
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From the Paper
The movement of cases through the criminal courts all across the United States draws widespread criticism for the slowness in processing--a slowness that is worsening. A variety of factors contribute to the slowness of criminal case processing. This research reviews the issue of criminal case processing delay with a view toward identifying causal factors, management remedies that may lead to an amelioration of the problems associated with processing delay, factors that impinge on the ability of criminal courts to function properly, and potential remedies for such factor-based interferences with court functioning."
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Process of Creating a Case Management Plan, 2006.
A discussion regarding the requirements of compiling a successful case management plan.
900 words (approx. 3.6 pages), 2 sources, $ 35.95
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Abstract
This paper reviews the necessary steps in order to create a successful case management plan. These steps not only ensure consistency in the record-keeping process, but also ensure that clients are provided with plans that will enable them to function adequately as members of society.
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The Therapeutic Process: A Case Study, 2006.
This paper uses a case study to look at how to best find a therapeutic model that will most benefit the client.
2,925 words (approx. 11.7 pages), 8 sources, $ 115.95
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Abstract
This paper provides an overview of multiple forms of therapeutic models and a case study, and attempts to find an appropriate therapeutic model that best suits the needs of the client. The person-centred approach to therapy is used as a means of framing the discussion. The case study is a woman who has recently been abandoned by her husband and with whom the therapist feels a close personal association.
From the Paper
"The therapeutic process is extremely evocative from an emotional perspective, as well as from the perspective of the degree of personal investment that the client has to dedicate towards introspection and the assessment of self-motivation. As a result, the therapist also needs to have a personal engagement with the client; the therapist's own personality and experiences are blended into the session, causing one author to comment that "one could quite rightly argue that there are as many forms of therapeutic practice as there are therapists."
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Systems Development Case Study: the Case of PepsiCo, 2005.
A case study looking at PepsiCo's implementation of a new procurement tracking and data-keeping system.
900 words (approx. 3.6 pages), 1 source, $ 35.95
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Abstract
The paper looks at PepsiCo's recent decision to implement a new procurement tracking and data-keeping system for its international operations. It paper examines the objective that drove the change, the factors at play which made it desirable, the main participants in the new design, and the systems development cycle approach which would have worked best had it been implemented at the start of the entire process.
Finally, the paper looks at the problems and opportunities that would have been considered by the student if he had been in charge of the design and implementation of the new procurement system.
From the Paper
"The following paper will briefly review five questions which invariably arise when assessing why a particular systems arrangement is adopted by an organization. Specifically, the paper will look at PepsiCo's objectives for any Purchase to Pay system modification it undertakes, what factors were present to motivate the company to implement the project, who were the main participants PepsiCo had to involve so as to develop the corporation's revamped Purchase to Pay system, which systems development cycle approach would have been best for the PepsiCo project and, not least of all, what problems and opportunities should have been considered in conducting the initial systems investigation? This is a fairly complex topic, but the underlying truth it reveals are not especially complex at all; to wit, the case study of PepsiCo underscores how important it is to examine every option and scenario before making detailed changes.."
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Hiring Practices, 2005.
A paper discussing how companies select which people to hire and some of the problems associated with the process.
897 words (approx. 3.6 pages), 1 source, MLA, $ 31.95
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Abstract
This paper explains that one of the most serious issues in hiring practices is how the people the company hires are selected and that often a company's selection process makes it vulnerable to lawsuits by rejected applicants who feel they were dealt with unfairly. The paper further explains that the best a company can do is to examine its hiring practices as carefully as possible to reduce the possibility that such lawsuits can be successful. The paper then takes a look at which hiring practices best achieve that goal.
From the Paper
"While many companies may use some form of written tests in their decision-making processes, some tools commonly used in hiring are based, at least to some extent, on personal judgment. They include reference checks, background investigations, medical exams, drug tests, and polygraph tests (Foley et. al., 2000). One reason these approaches can make problems for employers is that they seek to ferret out negative qualities in candidates. Some human resource professionals advocate using the evaluation of positive traits in order to select new employees. Such tools as cognitive ability tests, biographical information blanks, structured interviews, work samples, and personality tests (Foley et. al., 2000) do a good job of predicting whether the person will be an effective employee or not and look at positive rather than negative traits a candidate might possess."
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Case Study: Human Resources, 2004.
This paper is a case study, which discusses the recruiting and hiring process.
900 words (approx. 3.6 pages), 4 sources, APA, $ 31.95
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Abstract
This paper relates that, in this case study, a Human Resources employee who several errors in the recruiting and hiring process. The author considers what went wrong. The paper offers options, alternatives and the best alternative.
From the Paper
"Due to a breakdown in the hiring process, there are varieties of problems associated with the documentation relating to fifteen individuals to whom offers of employment have been made. Due to a lack of coordination between the company's recruiter and other employees, there is no training facility reserved for the new hire orientation process. Dick Schaaf in "Training" explains that the Americans with Disabilities Act adds a layer of complexity to the selection of off site locations for business meeting. Schaaf writes that facilities selected must be
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Hiring Interviewing Techniques, 2004.
This paper selects the best interviewing technique for hiring new positions in the case of the Ogman Corporation, a growing telecommunications company.
1,175 words (approx. 4.7 pages), 4 sources, MLA, $ 40.95
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Abstract
This paper explains that Ogman Corporation is now using unstructured or informal interviewing, wherein the interviewer asks the same open-ended, basic questions of each candidate, which leads to a broad evaluation being done with no set standard upon which to judge a candidate.The author points out that one of the techniques is stress interviewing, which is used to discover if a particular candidate will break under pressure; but stress interviewing has low validity and reliability, can give candidates a bad impression of the company, and could lead to legal problems. The paper recommends that Ogman Corporation adopt the panel interviewing technique to standardize its interviewing process because it includes all the benefits of a structured technique and has the benefits of reducing interviewer bias and allowing relevant employees to have input into the selection process.
Table of Contents
Introduction
Purpose
Scope
Assumptions
Limitations
Background on Ogman Corporation
Unstructured Interviewing
Structured Interviewing
Panel Interviewing
Stress Interviewing
Conclusions
From the Paper
"Panel interviewing is a variation on the structured interview. The only difference is the candidate is interviewed by a group of people at the same time instead of just one. This panel of interviewers can be made up of many different people but it usually includes the HR manager, the hiring manager and an employee with relevant technical skills to the position the candidate is applying for. The main reason for using a panel is to limit human bias and judgment errors that a single interviewer might have. This makes the final decision much more objective."
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Hiring More Immigrant Workers in Canada, 2006.
An analysis of the benefits to be accrued in Canada by hiring more immigrant workers.
2,250 words (approx. 9.0 pages), 5 sources, $ 89.95
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Abstract
Hiring immigrants and multicultural diversity issues have become increasingly more important in recent years, for the number of immigrants has kept increasing every year in Canada, which has increased the demand for skillful immigrant workers. This paper examines the benefits that can be accrued by hiring more immigrant workers. The paper asserts that hiring skillful immigrant workers can make a business more competitive in terms of its overall human resources, can help a business gain access to immigrant markets in Canada, and can facilitate the implementation and immigrant worker management of overseas assignments.
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Business Management - Hiring, 2002.
A look at strategies for hiring new staff.
900 words (approx. 3.6 pages), 3 sources, $ 31.95
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Abstract
Using a case-study example, the paper illustrates the strategies and procedures necessary for hiring new employees. The paper is written in the form of a request for additional staff. The consequences of not increasing the workforce are looked at and the additional cost that would be incurred is justified. The paper concludes with specific recommendations on appointment of new staff.
From the Paper
"Hiring new employees is a crucial task. The first challenge in this regard is to convince the top management that the addition in human resource will be beneficial for the organization. In this regard, it is important for the manager of the concerned department to give reasonable justifications. In a situation, as described in the case, these justifications should be related to the workforce effectiveness, efficient operations of the department and so on. While addressing the CEO, the manager should point out the problems presently faced by the department, due to the lack of necessary staff and should explain as to how the department will benefit from the addition of new workers. Moreover, the manager should also present a sort of cost-benefit analysis of hiring new workers, so that the top management may not raise an objection on incurring additional cost of hiring new employees. In the below mentioned section, a brief memo is presented showing how to convince the CEO for hiring the new additional staff."
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The Board of Education's Hiring Practices, 1999.
This paper details the method in which the board of education selects and hires both the principles and superintendents in various school districts.
1,299 words (approx. 5.2 pages), 5 sources, APA, $ 43.95
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Abstract
The writer of this paper defines the role of the school superintendent, which began in the mid 1800s, as an individual who is appointed to be responsible for the day-to-day operations of a number of schools. By 1860, 27 cities with school districts had created what is now known as the superintendent. By the end of the 19th century, superintendents became responsible for the operations of the district, with schools changing from rural farm concerns to heavy industry, the superintendent's role became that of a true professional. This paper also describes the process involved in the hiring of school principals, which is often a more traditional and predictable method than that of the superintendent. Teachers usually taught for several years and eventually enrolled in a university's administrator preparations program. Taking the prescribed courses, filling out an application for an administration certificate and becoming certified teachers, they were then endorsed to become administrators or principals. This paper details the training and experience needed for both positions as well as the bureaucracy and scientific management within in the various school districts which play a vital part in the both the success and failure of these positions.
From the Paper
"There seems to be three roles that are looked for when hiring a superintendent. First, a role changer, one that seems to want to make changes for the better of the school system. Those of the school board that may be change resistant, usually are swayed by the conflict and pressure from the new superintendent, and has but little choice to make the significant changes. Second, is the developer, which takes command and builds programs that are useful, once the resistance to change has been overcome. This type of superintendent is often the one that is very secure in his position for a number of years."
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Hiring Quotas, 2004.
An insight into the concept of hiring quotas and their justification.
1,079 words (approx. 4.3 pages), 6 sources, MLA, $ 37.95
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Abstract
This paper acknowledges how, for many compounded reasons including opportunity, segregation, and even outright discrimination, women and minorities still hold fewer positions of power in the work place, especially in representation to their statistical occurrence in the larger population. It looks at how, because of this, many organizations have adopted hiring quotas as a part of what is today known as affirmative action and how, even though these quotas have engendered change in the diversity of the workplace, they are being challenged today by some as unnecessary and even unjust.
From the Paper
"Yet clearly the hiring quotas established by the civil rights legislation and it aftermath have clearly demonstrated a good, albeit artificial, start to the establishment of representative diversity in the work place. "In 1964, just as the Civil Rights Act was being passed, it condoned 'temporary' hiring quotas in organizations with a history of racial discrimination. It continued to reject 'reverse discrimination,'" (Gavora) Reverse discrimination is a concept that claims that hiring quotas and other affirmative actions standards discriminate against the majority. Most legislators agree that the standards have and continue to make a difference in the opportunities of minorities and women to establish careers in non-traditional fields and possibly in positions of power that might further aide the cause of diversity."
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Small Business Hiring and Retention, 2007.
This paper reviews literature regarding hiring and retaining employees for small businesses.
2,087 words (approx. 8.3 pages), 12 sources, MLA, $ 65.95
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Abstract
The paper discusses how smaller businesses have very different needs compared to their larger, corporate counterparts. The paper looks at articles that discuss the challenges facing small business, with an emphasis on those in the public sector. The paper explores the factors that make it difficult for small businesses to find qualified employees and then retain them. The paper discusses globalization, salaries psychological contracts, job training and job advancement prospects. The paper explains that small businesses could also use personal attention to attract employees and prevent turnover. The paper emphasizes that employees with high levels of job satisfaction are also more productive and loyal. To a small business, they certainly constitute the most important resource.
From the Paper
"A study conducted by Arthur Anderson (2000) highlighted the changing nature of small business. As expected, small business faced challenges in acquiring adequate capital, meeting state and federal regulations and in keeping afloat in times of economic uncertainty. However, the majority of small businesses found that finding and retaining qualified workers was their biggest challenge in ensuring their survival. One of the changes wrought by globalization is the constant "restructuring" in industry. To keep up, many businesses find that they need to be agile in accommodating the needs of their workforce (Capelli 1999)."
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