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Essay / Research Paper Abstract
(6 pp) In a 1992 essay, "The New Society of
Organizations," management guru, Peter Drucker
wrote, "In the society of organizations, however,
it is safe to assume that anyone with any knowledge
will have to acquire new knowledge every four or
five years or become obsolete." The same may be
said of recruiting and retention of employee
practices in the new economy. Human resource
managers claim that finding candidates was their
single greatest employment challenge, followed by
retaining those hired and selecting the best
qualified.
Bibliography lists 7sources.
Page Count:
6 pages (~225 words per page)
File: D0_BBempleR.doc
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Unformatted sample text from the term paper:
retention of employee practices in the new economy. Human resource managers claim that finding candidates was their single greatest employment challenge, followed by retaining those hired and selecting the
best qualified. Bibliography lists 7sources. BBempleR.doc NEW EMPLOYMENT RECRUITMENT METHODS Written by for the Paperstore, Inc., October 2000 Introduction In a
1992 essay, "The New Society of Organizations," management guru, Peter Drucker wrote, "In the society of organizations, however, it is safe to assume that anyone with any knowledge will have
to acquire new knowledge every four or five years or become obsolete." The same may be said of recruiting and retention of employee practices in the new economy.
Human resource managers claim that finding candidates was their single greatest employment challenge, followed by holding on to or keeping those hired and selecting the best qualified to fill the
position.(Carter ppg). Hiring costs Costs associated with hiring represent a significant portion of Human Resource expenditures, particularly when the effects of turnover are considered, according to SHRMs
(Society of Human Resource Management) 1997 Survey of Human Resource Trends. The survey also found that " ... hiring costs for managerial and executive positions are substantially greater than those
for positions at lower levels and a wide range of costs is evident." Yet, unfortunately many Human Resource professionals overlook those aspects of the hiring process.(Carter ppg). Two key
methods for figuring costs There are two classic methods for computing cost-per-hire: the EMA model, developed by Cluff (1983), and the Saratoga Institutes Human Resource Effectiveness Report, which has
been constructed around direct costs, according to Cluff. The EMA model takes all of those costs into account. They include: Internal costs-employment/ recruiting office salaries and benefits; staff travel,
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