Training

This week's reading identified four sources of external recruiting:

1. University Relations

* Companies would have to be large enough to match the expense of the necessary presence.

* New graduate level jobs, entry level positions.

2. Executive Search Firms

Employment Agencies

Recruitment Advertising

The most important factors for a potential employee in my opinion are integrity, trustworthiness, and ability to learn and work as a team. These are also some of the most difficult attributes to measure during the recruitment process. The next important factors are education, previous experience, and job skills.

In my experience you can teach someone even some the most technical aspects of a business or trade, but if you hire someone who is shallow on integrity and/or trustworthiness, has a hard time learning tasks, or cannot function in a team it is extremely difficult to “fix” those problems.

Class – “A heavy construction equipment manufacturer has its corporate headquarters in a large southern city with numerous plants located throughout the country. Each year it hires between 40 and 50 college graduates to serve as management trainees. The training program lasts nine months. Although it involves some classroom training, most of the time is spent on the job working as an assistant to a first-level supervisor.

The company is experiencing difficulties with the program. A high percentage of the trainees leave the company before completing the program, and the job performance of those who do complete the program is often marginal. The company believes the problem is that the staffing process used to obtain the trainees is invalid. Assume you are a staffing specialist in the company’s HR department. How would you investigate the validity of the staffing process for management trainees? What factors would you consider before conducting the validation study?”

1. I want to see the current outline, plan, and other materials for the...