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Essay / Research Paper Abstract
11 pages in length. The writer discusses new hire process, training and development, diversity and stress management as they relate to organizational management. Bibliography lists 8 sources.
Page Count:
11 pages (~225 words per page)
File: LM1_TLCMngOrg.rtf
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Unformatted sample text from the term paper:
sales representatives is not as limited as it used to be when employers had no other option but to advertise within the proximity of the organizations location. The twenty-first
century offers a vast array of recruiting opportunities well beyond the restrictive nature of such standards as classified ads, flyers and temp agencies; rather, the Internet has added a vast
and expansive availability for recruitment of cr?me-of-the-crop performers that allows employers to focus more effectively on new hire reliability and validity. According to Marks (no date), these two variables play
a crucial role in the new hire process to the point of representing the core structure of what is required to select and decide upon the right applicants. For
example, the way to assess an individuals reliability is 1) test/retest; 2) alternate form; 3) internal/interitem reliability - split half and Chronbachs alpha; and 4) interrater reliability. Validity coefficients
include but are not limited to such criteria as work samples, job knowledge, integrity tests, reference checks, college grades and cognitive ability (Marks, no date). The process includes a face-to-face
interview after the individual has completed the application; establishing previous experience is a particularly important component inasmuch as sales is not an position one can master without considerable diligence. While
the sales representative works primarily on a one-on-one basis with clients, he or she must also have the ability to work within a team environment; as such, the applicants demeanor
and response to certain hypothetical situations will be observed. Attrition is one of the costliest components of sales positions, inasmuch as job performance and income is based solely upon the
individual maintaining a hungry, persistent approach to closing deals; if the applicant is weak in any area - presentation, establishing client relationship, securing a commitment - he or she is
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