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Organizational Recruiting and Selection Plan University of Mary Washington – College of Business MBUS 521 A1 – Human Resources Management Dr. Bob Greene September 11, 2010 In fiscal year 2010 WRI will have hired approximately 60 new staff. Given a 35% increase projected, which includes growth over the last fiscal year, tremendous growth over the past 3 years, and the projected 20% upcoming growth; recruitment and retention need to be a top priority for the organization. Position Realignment and Openings WRI’s recent and projected growth has led the Human Resources Team to identify the need to enhance and broaden middle management.

WRI needs more middle managers with skill and experience who can articulate project-level strategies aligned with objective, program, and overall WRI strategies; enable the project managers and teams to stay focused on the highest priorities; manage and develop the project managers; handle many of the internal aspects of running a program; integrate work across WRI; and become the talent pipeline for leading WRI programs and functions in the future. Increasing the overall capabilities of middle managers and the number of them at WRI is a necessary move to support the growth and overall recruitment objective.

WRI is currently in need of restructuring each program to implement or enhance the middle management structure. For example, the Climate and Energy program historically held a hierarchy structure of a Program Director and a Deputy Director who jointly led a team of 25-30 staff members. With recent and projected program growth, the Deputy Director position has been reorganized into an Objective Director role without losing seniority within the structure. It is currently necessary to hire two additional Directors at the same level; each focused on a separate objective which aligns under this program, thus creating a tructure of three middle managers. Each of the objectives will have continuing growth and thus create the need to recruit 10-12 expert staff to deliver on the objective goals. Recruiting and Selection Technology Methods With plans to significantly expand operations, WRI also knew in early 2010 that its manual process to source and acquire talent was outdated for handling the predicted increase in open positions. WRI determined to resolve its talent management inefficiencies — and help the organization “walk-the-talk” by reducing paper waste and by launching a new user-friendly candidate tracking system.

The system will also help WRI adhere to its respect and urgency values by being more responsive to candidates throughout the hiring process. With these goals in mind WRI recently rolled out the iCIMS Talent Platform to electronically manage the recruitment and selection process. The Talent Platform incorporates all of the functionality WRI needs to handle the hiring surge. In the first six months of utilizing the Talent Platform, WRI anticipates over 5000 job seekers to apply to open positions. Without the automation of iCIMS applicant tracking system an internal overload will be created.

The following internal outcomes are expected to be achieved with the implementation of iCIMS: • Time Savings with standardized electronic resume processing • Automated pr-escreening capability that will provide further time savings by eliminating resumes that do not meet minimum position requirements • Cross-team sharing of candidates with electronic tracking • Database of talent to search and extract key skill-sets for current and future openings • Reporting capability with analytical metrics to include: time to hire, quality of hire, outstanding vacancies, cost per hire, candidate pipeline, and recruit source effectiveness Recruiting and Selection Sources In an effort to serve the hiring needs of WRI, the focus of Human Resources and line managers must change or at the very least be enhanced. What previously was a responsibility to place job advertisements in newspapers, trade magazines or on line has now become a need to identify talent through both proactive and reactive recruiting techniques.

CPSS/405: Working With Sex Offenders

Locate current crime statistics in your area for one of the offenses:
Contact offense against child
Non-contact offense against a child
Contact offense against an adult
Non-contact offense against an adult
Write a 525- to 700-word paper on the specific type of offense.
Include the following:
Research this type of offense. What are the typical motivators for the offender?
Describe the characteristics of offenders who typically commit the selected offense.
Describe the victim’s profile (as connected to an offender’s victim pool). Include common reactions of a victim related to a sexual offense.
Describe the different types of laws related to the selected offense and how the offense is normally prosecuted.
Describe the effectiveness of statutes and laws in reducing the occurrence of sex crimes.
Include a minimum 2 sources.
Format any citations in your paper consistent with APA guidelines.