management project 2 pages

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JJNYRarmv

Business Finance

Description

this is our product i have attached more for you to understand what is our product is really about.

(what i want you to do is write 2 pages about :)

  • Highlighting deficiencies in prior solutions or research,
  • How your product/service is evidence-based

just these 2 point specficly

One problem many organizations have is finding employees who are the right fit for their job openings. Whether the potential employee is under qualified, overqualified, or doesn’t fit within the organizations chemistry, it is very hard to seek out the perfect match between organizations and employees. Having employees who fit well within the organization are crucial towards the success of the company and the individual growth of the employees. A wrong fit can lead to job dissatisfaction and a downward trend of employee production. Finding the perfect match between organizations and employees is a very tough thing to do, however, the benefits are well worth the search.

Based on this problem, the first solution which we proposed is we are going to make a product that filters out candidates who would be fit into that organization based on job descriptions education and experience level, also personality traits. Our product can provide accurate screening of the most suitable candidates, and it will bring benefits for organization and individuals. For organizations and companies, this product not only helps them find the most suitable candidate but also can reduce fixed cost and the filter time. For individuals or candidates, they can by using our product to avoid many troubles, for instance, uncertainty about their job interest or whether this company is right for them. With the help of our product, these problems can be solved directly.

Some of the ways our services will help the company are providing the best possible fit and talent for the spot that is looking to be filled, as our screening will include looking at the top students of each graduating class for many of the best universities in the country. By doing this the candidates will have a new job that fits their expertise and personality well and with a great plan of growth, and the company will have young and vibrant employees that will continue if treated right for years to come. This would be a win-win situation for both employers and employees.

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Workplaces are areas which require immense sensitivity and consideration of all factors in an attempt to ensure that both the employer and employee achieve their goals and benefit mutually. The process of selection of the most suitable candidates who are fit in a given workplace is crucial as a firm seeks to maximize the profits while minimizing costs. Akerlof and Yellen, (1986) reckon that employees are the most vital factor of production at the workplace since they influence, affect and impact on the level and accuracy of the quantity and quality of output. This is a justification on the need to have a product which ensures that there is a timely and accurate employee filtering platform to ensure that the employees who are joining a firm are highly motivated to undertake their duties, and the employees do reduce workers’ turnover. According to a research conducted by Blatter et al., (2015), it is apparent that companies spend a massive portion of their revenues and incomes on catering for the employee turnover. It is noted that employee turnover is the percentage of replacing an employee after the previous one has left. It has been identified that companies decide to leave their workplaces owing to several factors. Among them is lack of satisfaction with the workplace which can be traced back to the poor selection and filtering methods during hiring period (Kompaso and Sridevi, 2010) maintains that the hiring and training costs are directly related with turnover costs. Thus, when companies fail to apply the most effective selection method during the hiring period, they are on the verge of incurring additional costs in terms of training the employees. It is also noted that the time wasted before the new employee adopts to the operations and expectations of the new workplace leads to a gradual decrease in the productivity. Barrack Mount identifies that there are five primary characteristics of individuals which must be investigated before enrolling an employee who will be most productive. Mount (1991) notes that there is a high correlation between the extraversion, openness, emotional stability, conscientiousness as well as agreeableness to the level of and quality of production as a result of the right employee. Thus, there is ample need to have a well-developed candidate filtering process. This is where our product comes in as we attempt to intervene for the best results for both parties. Similar findings have been reached by Hunter and Smith (1998) who argue that there is the massive significance of ensuring that the right method of employee selection is undertaken since it directly affects job satisfaction, job performance, and performance after receiving the first training on the role expectations. The general mental ability (GMA) of candidates has been identified to increase based on the effectiveness of the selection process. The usefulness of our product has been harnessed by the findings of Harter (2002) who notes that ample selection leads to high degrees of employee engagement, satisfaction and ability to participate in ensuring that there are high quality and quantity work output. Poor selection leads to disengagement and reduced worker morale after the employees realize that the new role does not rhyme with their interests. This feeling is directly reflected in the productivity of the firm. Harter et al., (2002) further identify that an accurate method of new candidate selection guarantees that the employees give their best in terms of serving the clients since they do it with sincerity and high levels of commitment. Apparently, a high level of employee satisfaction and engagement when the right workers click with the chemistry and requirement of the firm ensures that employers enjoy maximum returns (Kompaso and Sridevi, 2010). Finally, we anticipate that the program for the filtering of the incoming workers will not be directly accepted by the workers. Since this is a change which affects the way we operate, it is apparent that companies need to know how to manage change without adversely affecting the productivity and daily activities of the firm (Todnem, 2005). In summation, we have identified that the process of employee selection is essential not only for the employees but also for the employers. The program ensures that there is ample section of employees to alleviate instances of worker boredom, disengagement as well as reduced morale. References Akerlof, G. A., & Yellen, J. L. (Eds.). (1986). Efficiency wage models of the labor market. Cambridge University Press. Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: a meta‐analysis. Personnel Psychology, 44(1), 1-26. Blatter, M., Muehlemann, S., Schenker, S., & Wolter, S. C. (2015). Hiring costs for skilled workers and the supply of firm-provided training. Oxford economic papers, 68(1), 238-257. Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a metaanalysis. Journal of applied psychology, 87(2), 268. Kompaso, S. M., & Sridevi, M. S. (2010). Employee engagement: The key to improving performance. International journal of business and management, 5(12), 89.S Smith, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological bulletin, 124(2), 262. Todnem By, R. (2005). Organisational change management: A critical review. Journal of change management, 5(4), 369-380.
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Explanation & Answer

hello, kindly find the attached completed work. Thank You.

Insert surname 1
Student’s name
Professor’s name
Course title
Date
Talent screening solutions
The previous product did not fit to provide the best guidelines for hiring employees as it
did not cover some aspects on the side of the employee. The elements that were not followed
could result in dire consequences concerning work output and the quality or even lead to an
additional cost in setting up new employee seeking sessions due to the desire of better quality of
employees. The past solution did not look at the employee's passion for the job or the area in the
organization they prefer to be employed. In this aspect, the results can be dire a...


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