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Cottrell_Beetta_staffing_handbook_rough_draft_beetta_cottrell_.docx
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7% match (student papers from 02/21/10)
Submitted to American Intercontinental University Online on 2010-02-21
2% match (student papers from 05/31/10)
Submitted to University of Pretoria on 2010-05-31
1% match (student papers from 04/19/12)
Class: HRM410 Spring 2012
Assignment: Course Project
Paper ID: 243528043
1% match (student papers from 10/17/11)
Submitted to DeVry University Onlline on 2011-10-17
1% match (student papers from 04/18/11)
Submitted to DeVry University Onlline on 2011-04-18
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Submitted to DeVry University Onlline on 2011-04-18
Student Name: Beetta Cottrell STAFFING HANDBOOK PIONEER MANAGEMENT
CONSULTANT Handbook Date: 11/2012 PMC DEFINITION OF STRATEGIC STAFFING
Strategic staffing is the process where the management develops a
company through employee recruitment, selection process, and analysis of
individuals as capable employees. It involves the filling of vacant
positions in Pioneer Management Consultant (PMC) by identifying the
requirements of the position, undertaking an inventory of the available
individuals, recruiting them, selecting the successful candidate(s),
placement, organizing staff training, promotions, and compensating hard
working staff (Bechet, 2002). JOB ANALYSIS Job analysis refers to the
process of identifying and determining the duties and requirements that a
position entails. Job analysis in PMC involves the relative
significance of the job’s duties and requirement. A significant concept
about job analysis at PMC Begin Match to source 4 in source list: Submitted to DeVry University Onlline on 2011-10-17
is that
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job Begin Match to source 4 in source list: Submitted to DeVry University Onlline on 2011-10-17
analysis is
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done on Begin Match to source 4 in source list: Submitted to DeVry University Onlline on 2011-10-17
the job and not a person. Job
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analysis Begin Match to source 4 in source list: Submitted to DeVry University Onlline on 2011-10-17
data
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is acquired Begin Match to source 4 in source list: Submitted to DeVry University Onlline on 2011-10-17
from
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various data collection methods like interviews, questionnaires, or
observation, but the product of this analysis is the description and
requirements specifications of the job, which are not a description of a
person (Oswald, 2003). PMC APPROACH TO THE JOB ANALYSIS PROCESS Pioneer
Management Consultant uses two approaches in conducting job analysis.
These two approaches include major job requirement (MJRs) and Knowledge,
skill, and abilities job analysis approach. The source of the major job
requirements are the current, official job position description by the
company’s human resource department. KSAs identify the requirements
necessary to accomplish the MJR. The goal of KSAs in PMC is to identify
the successful candidate(s) who possess the potential to perform the
duties in the position to be filled. EXAMPLE OF Begin Match to source 1 in source list: Submitted to American Intercontinental University Online on 2010-02-21
JOB ANALYSIS
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FORM Begin Match to source 1 in source list: Submitted to American Intercontinental University Online on 2010-02-21
JOB ANALYSIS FORM Job Title
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Job Begin Match to source 1 in source list: Submitted to American Intercontinental University Online on 2010-02-21
Code Date Department Name
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Name of Begin Match to source 1 in source list: Submitted to American Intercontinental University Online on 2010-02-21
Supervisor
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Compiled Begin Match to source 1 in source list: Submitted to American Intercontinental University Online on 2010-02-21
by
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Begin Match to source 1 in source list: Submitted to American Intercontinental University Online on 2010-02-21
1. What is the purpose of your job? 2. What was
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the position of Begin Match to source 1 in source list: Submitted to American Intercontinental University Online on 2010-02-21
your last job? 3. What job would you expect to be promoted? 4. If you
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are a supervisor please check the activities that you personally
supervise. Promoting Orientation Recruiting Compensating Counseling
Budgeting Training Training Performance measuring Planning Directing
Developing Other 4. Education. Begin Match to source 1 in source list: Submitted to American Intercontinental University Online on 2010-02-21
Check the blank
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space Begin Match to source 1 in source list: Submitted to American Intercontinental University Online on 2010-02-21
that
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correctly shows Begin Match to source 1 in source list: Submitted to American Intercontinental University Online on 2010-02-21
the educational requirements for the job.
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Begin Match to source 2 in source list: Submitted to University of Pretoria on 2010-05-31
a. No formal education
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required. B. Begin Match to source 2 in source list: Submitted to University of Pretoria on 2010-05-31
college certificate or equivalent
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c. Lower Begin Match to source 2 in source list: Submitted to University of Pretoria on 2010-05-31
than high school
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diploma d. Begin Match to source 2 in source list: Submitted to University of Pretoria on 2010-05-31
College degree
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e. Begin Match to source 2 in source list: Submitted to University of Pretoria on 2010-05-31
High school diploma f. Education beyond undergraduate
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List degrees, Begin Match to source 2 in source list: Submitted to University of Pretoria on 2010-05-31
professional license or
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any other Begin Match to source 1 in source list: Submitted to American Intercontinental University Online on 2010-02-21
required
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certificate. Begin Match to source 1 in source list: Submitted to American Intercontinental University Online on 2010-02-21
Indicate the education you had when you were
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selected for the Begin Match to source 1 in source list: Submitted to American Intercontinental University Online on 2010-02-21
job.
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5. Job Duties: Begin Match to source 1 in source list: Submitted to American Intercontinental University Online on 2010-02-21
Please
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describe Begin Match to source 1 in source list: Submitted to American Intercontinental University Online on 2010-02-21
the
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duties that you Begin Match to source 1 in source list: Submitted to American Intercontinental University Online on 2010-02-21
perform.
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List down the duties you consider most significant or very difficult.
a. Daily duties b. Duties performed after some period (please indicate
if the duty is weekly, monthly etc.) c. How long have you been
positioned in the job? e. Are you currently performing any other duties?
If yes, Please describe if the answer is YES. f. Can you perform any
other duty not included in the duties list in your job? Please describe
preferred job. 6. Experience. Check the level of years experience
required to perform the job. a. None e. Between 1 to 3 years b. Below 1
month f. Between 3 to 5 years c. Between 1 to less 6 months g. Between 5
Begin Match to source 3 in source list: Submitted to DeVry University Onlline on 2012-04-19
to 10 years d.
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Between 6 Begin Match to source 3 in source list: Submitted to DeVry University Onlline on 2012-04-19
months to one year h.
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Above ten Begin Match to source 3 in source list: Submitted to DeVry University Onlline on 2012-04-19
years
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7. Begin Match to source 3 in source list: Submitted to DeVry University Onlline on 2012-04-19
Skill. List
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the Begin Match to source 3 in source list: Submitted to DeVry University Onlline on 2012-04-19
skills required
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to performance Begin Match to source 3 in source list: Submitted to DeVry University Onlline on 2012-04-19
the job.
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Begin Match to source 1 in source list: Submitted to American Intercontinental University Online on 2010-02-21
List skills you
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had Begin Match to source 1 in source list: Submitted to American Intercontinental University Online on 2010-02-21
when you were placed on this job.
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8. Begin Match to source 1 in source list: Submitted to American Intercontinental University Online on 2010-02-21
Equipment. Does your
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job Begin Match to source 1 in source list: Submitted to American Intercontinental University Online on 2010-02-21
require the
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using Begin Match to source 1 in source list: Submitted to American Intercontinental University Online on 2010-02-21
any
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machinery or Begin Match to source 1 in source list: Submitted to American Intercontinental University Online on 2010-02-21
equipment? Yes No Please list the
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machine or Begin Match to source 1 in source list: Submitted to American Intercontinental University Online on 2010-02-21
equipment and
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how often Begin Match to source 1 in source list: Submitted to American Intercontinental University Online on 2010-02-21
you use it.
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Machine Begin Match to source 1 in source list: Submitted to American Intercontinental University Online on 2010-02-21
or
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Equipment Begin Match to source 1 in source list: Submitted to American Intercontinental University Online on 2010-02-21
Frequently
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Occasionally Begin Match to source 1 in source list: Submitted to American Intercontinental University Online on 2010-02-21
Rarely a. b. c. d.
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9. Any other comment? JOB POSTINGS OUR APPROACH TO POSTING POSITIONS
PMC job posting approach adheres to planning of job posts to achieve the
recipient of a great number of job applicants. The approach follows the
process of a ground up approach, which involves selecting the medium.
Some of these mediums include online advertisements, online recruiting,
and newspaper job posting. BRIEF SAMPLE OF AN INTERNAL JOB POSTING PMC
SAMPLE JOB POSTING TEMPLATE JOB SUMMARY POSITION DUTIES AND
RESPONSIBILITIES COMPETENCIES QUALIFICATIONS (Educational Qualification
and Work Experience) COMMUNICATION SKILLS COMPUTER KNOWLEDGE SKILLS WORK
ENVIRONMENT APPLICATION PROCESS PMC job application process requires
that all applicants regardless of the job vacancy that they are applying
for, to provide all required information by completing the company’s
job application form. Job application in PMC is done online and NOT by
sending application papers in hard copy. Prospective applicants are
required to access the job application form from the company’s official
website and fill all the required sections. PMC APPLICATION FORM JOB
APPLICATION FORM Position:
________________________________________________ APPLICANT INFORMATION
Name: _________________________________________ (Surname First name Last
name) Physical address:
___________________________________________________________
_______________________________________ Postal address:
___________________________________________________________
_______________________________________ Telephone No.:
__________________ Email address: _________________________ ACADEMIC
QUALIFICATIONS Start Period To Institutions A Qualifications Grades WORK
HISTORY Start Period To Organization Position Responsibilities
Achievement CURRENT EMPLOYMENT INFORMATION Employer:
______________________ Position: __________________ Current monthly
compensation: ____________________ Responsibilities:
__________________________________________________
___________________________________________________________________
REFEREES 1. Name: ____________________ Position: _______________________
Organisation or company: ____________________________________________
Telephone No.: _________________ Email : ____________________ 2. Name:
____________________ Position: _______________________ Organisation or
company: ____________________________________________ Telephone No.:
_________________ Email : ____________________ 3. Name:
____________________ Position: _______________________ Organisation or
company: ____________________________________________ Telephone No.:
_________________ Email : ____________________ Why are you interested in
this job? Begin Match to source 5 in source list: Submitted to DeVry University Onlline on 2011-04-18
HOW THE APPLICATION FORM IS UTILIZED (THE PROCESS) AND RATIONALE
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By completing Begin Match to source 5 in source list: Submitted to DeVry University Onlline on 2011-04-18
this form,
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it enables the human resource department have complete data on all job
applicants to enable a quick job recruitment process. INTERVIEWING
PROCESS OUR INTERVIEWING PHILOSOPHY PMC believes that managers and
leaders are not are not different class of individuals in a company. Any
individual can be either an effective manager or a skilled leader. PMC
interviewing philosophy embodies the goal of tapping the work force that
will direct the company to its goal while functioning as a unit. Some
of the elements in the philosophy include effectiveness, functioning,
developing commitment, effective leadership, and appropriate skills. Begin Match to source 6 in source list: Submitted to DeVry University Onlline on 2011-04-18
EXAMPLES OF LEGALLY ACCEPTABLE, NON-GENERIC INTERVIEWING QUESTIONS 1.
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"What do you know about this organization?"Begin Match to source 6 in source list: Submitted to DeVry University Onlline on 2011-04-18
2.
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"What
do you know about the position you've applied for” PRE-EMPLOYMENT
ASSESSMENT Using these pre-employment assessments is an effective method
for PMC to identify an applicant that has the potential to fill a
vacant position. Some of the pre-employment assessments include
personality tests, criminal background assessments, cognitive tests, and
medical examination (Wienclaw, 2010) . ORGANIZATIONAL PHILOSPHY TO
PRE-EMPLOYMENT TESTING AND ASSESSMENT By utilizing valid pre-employment
tests and employee assessment tools, Pioneer Management Consultant adds a
significant and crucial objectivity element regarding employee
evaluation and assessment. PIONEER MANAGEMENT CONSULTANT (PMC) STAFFING
HANDBOOK The PMC staffing handbook follows the guidelines of critical
elements of staffing process. These elements range from advertising of
job opportunities, analysis and selection, and developing of a
succession plan. In following these elements, PMC follows structured
staffing systems, which comprise recruitment, selection, compensation,
management of performance, development of skills or performance, and
promotion. References Bechet, T. P. (2002). Strategic staffing: A
practical toolkit for workforce planning. New York: AMACOM. Oswald, F.
L. (2003). Job Analysis: Methods, Research, and Applications for Human
Resource Management in the New Millennium (Book). Personnel Psychology,
56(3), 800-802. Wienclaw, R. A. (2010). Employee Selection. Employee
Selection - Research Starters Business, 1-7. PIONEER MANAGEMENT
CONSULTANT PIONEER MANAGEMENT CONSULTANT PIONEER MANAGEMENT CONSULTANT
PIONEER MANAGEMENT CONSULTANT PIONEER MANAGEMENT CONSULTANT PIONEER
MANAGEMENT CONSULTANT PIONEER MANAGEMENT CONSULTANT PIONEER MANAGEMENT
CONSULTANT PIONEER MANAGEMENT CONSULTANT PIONEER MANAGEMENT CONSULTANT
PIONEER MANAGEMENT CONSULTANT PIONEER MANAGEMENT CONSULTANT PIONEER
MANAGEMENT CONSULTANT PIONEER MANAGEMENT CONSULTANT PIONEER MANAGEMENT
CONSULTANT PIONEER MANAGEMENT CONSULTANT PIONEER MANAGEMENT CONSULTANT
PIONEER MANAGEMENT CONSULTANT STAFFING HANDBOOK STAFFING HANDBOOK 1
STAFFING HANDBOOK 2 STAFFING HANDBOOK 3 STAFFING HANDBOOK 4 STAFFING
HANDBOOK 5 STAFFING HANDBOOK 6 STAFFING HANDBOOK 7 STAFFING HANDBOOK 8
STAFFING HANDBOOK 9 STAFFING HANDBOOK 10 STAFFING HANDBOOK 11 STAFFING
HANDBOOK 12 STAFFING HANDBOOK 13 STAFFING HANDBOOK 14 STAFFING HANDBOOK
15 STAFFING HANDBOOK 16 STAFFING HANDBOOK 17