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Essay / Research Paper Abstract
A 5 page paper that basically discusses the hiring process, i.e., a plan for hiring for a company. The writer begins by discussing the need for first determining the skills, knowledge and characteristics needed instead of just filling positions. The steps in the hiring process are described. The writer also discusses the need to know and understand the laws related to hiring. Finally, the writer briefly describes the new procedures that involve the use of the Internet. Bibliography lists 8 sources.
Page Count:
5 pages (~225 words per page)
File: MM12_PGhrng.rtf
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Unformatted sample text from the term paper:
managers they need, how many people to build the product, how many to work in human resources, etc. Selecting the right employees is essential for any company. The right employees
help the company reach its goals; the wrong employees cost the company headaches and significant amounts of money. The employees, whether they are management, production people or human resource employees
must have the skills and knowledge that will help the company be successful. One the decisions have been made regarding the skills, knowledge, and characteristics needed, the person in
charge needs to recruit candidates that will meet the criteria. The process follows this path: 1. Determine skills, knowledge and characteristics the company needs. 2. Recruit candidates who meet the
criteria - this is accomplished through various advertising methods. 3. Screen the candidates paperwork. The first paperwork to start with are the candidates resume and job application. Written references
that accompany the resume can speed up the process. Some companies ask candidates to bring their last two job appraisals (Robertson, 2000). Check each candidates references by calling them and
asking a specific set of questions, such as: how long the person worked there; why they left; what kind of worker the person was - punctual, willing, cooperative, quality, and
so on; and if they would want this person back (Robertson, 2000). 4. Schedule interviews with those candidates who passed the paper-screening. The interview is a challenging endeavor and one
that can make the applicant so nervous, it is difficult to determine if he or she would be the perfect fit. The "right fit" includes more than educational background, skills
and knowledge; it includes behavioral traits, personality characteristics and attitudes (Starcke, 1996). There are different kinds of interview processes to use and there are numerous ways in which to
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