PROJECTMANAGER.pptxPROJECT MANAGER POSITION
Name
Institution
Date
Introduction
Name of organization- Techworld
Mission;
To be a global leader in continuously providing sustainable technological solutions to societal issues through innovations and inventions.
Name of organization- Techworld
Mission;
To be a global leader in continuously providing sustainable technological solutions to societal issues through innovations and inventions.
Our company is committed towards sustainability and believes in sustainable technological solutions to the modern issues that the society face.
2
Job posting
Project manager
Main responsibilities
Defining project scope and objectives
Developing project schedule and work plan
Project execution
Monitoring progress and making necessary adjustments
Qualifications
Bachelor's degree in computer science, business information technology or related field
Project Management Professional (PMP) certification
3-5 years project management experience
Proven project completion record
For application Interested candidates to visit www.techworld.com
Techworld would like to declare an opening for the position of Project manger
Project manager
Main responsibilities
Defining project scope and objectives
Developing project schedule and work plan
Project execution
Monitoring progress and making necessary adjustments
Qualifications
Bachelor's degree in computer science, business information technology or related field
Project Management Professional (PMP) certification
3-5 years project management experience
Proven project completion record
For application Interested candidates to visit www.techworld.com
3
External recruiting methods
Career sites
Resume databases
Written advertisements (Phillips & Stanley Morris Gully, 2015)
Use of career sites in recruting is effective for our organization as it enables us to reach a wider market of job seekers hence presenting us with a pool of applicants to select from. It also presents us with the opportunity to market ourselves and communicate about our values, philosophy, and the job requirements to potential applicants
Written advertisements will enable us to advertise the job openings on newspapers journals and other printed materials hence attracting and reaching out to active job seekers.
Maintaining resume databases in the organization enables us to reach out to candidates that have been preliminary screened and evaluated for other jobs.
4
Internal recruiting methods
Succession management
Employee referrals
Employee development (Phillips & Stanley Morris Gully, 2015)
The internal recruitment strategies that our organization could use include;
Succession management
Employee referrals
Employee development
5
Succession management
This is an ongoing recruiting process
Employees continuously developed and prepared to assume future positions in the organization
This method ensures our organization has a continuous supply of highly qualified individuals for key positions in the organization (Gallagher, 2019)
Succession management is an ongoing process of recruiting. evaluating, developing, and preparing employees to assume positions in the organization in the future. The goal of succession management is to enhance the strength of talent to ensure an ongoing supply of highly qualified people for key jobs. Succession management is grounded in the organization's long-term business strategy and objectives and focuses on meeting employee developmental needs to prepare them t0 assume leadership and other key positions in the future within the organzation
6
Employee referrals
Employees will be asked to refer coworkers for positions that are open
Effective as employees know work habits and job performance of each other
Suitable for identifying promising internal talents
This method is also cost effective. (Koch, Gerber, & De Klerk, 2018)
This method will involve asking or employees to refer cowrkers for positions that will be open for application. This method is effective as colleagues are usually aware of work habits and job performance of each other making the method Suitable for identifying promising internal talents
This method is also cost effective and presents an opportunity for the organization to save resources that would have been employed if other methods were used.
7
Employee development
This involves training of our employees with the aim of extending their capabilities
It puts our employees in a position to assume roles upon which trained
This can be achieved via leadership development program
Effective as it offers a chance for growth and development to our own employees.
Another internal method involves employee development which will allow us as an organization to train our own employees so that they can be ready to assume other jobs or roles within the firm. Such can be achieved via leadership development programs that equip our employees with leadership skills making them ready to assume leadership roles within the organization.
8
Effectiveness of the recruitment strategy
Employee motivation
Employee development and growth
Access to wider talent market
Quality applicant pool
Reduced selection and assessment burden
Our recruitment strategies are effective I the following ways;
Through the internal recruitment strategies employees will be motivated as they are offered a chance to grow and develop within the company. This in return will improve the employee performance and job satisfaction.
The external methods ensure the organization has access to quality applicant pool and reduces the selection and assessment burden hence making the whole process effective and efficient.
9
EEOC requirements
Record keeping requirements
Equal pay for equal work
No discrimination
Reporting workforce data
Equal Pay for Equal Work
We must provide equal pay to male and female employees who perform the same work unless you can justify a pay difference under the law.
The U.S. Equal Employment Opportunity Commission enforces Federal laws prohibiting employment discrimination. These laws protect employees and job applicants against employment discrimination when it involves:
Unfair treatment because of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information.
Harassment by managers, co-workers, or others in the workplace, because of race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.
Denial of a reasonable workplace accommodation that the employee needs because of religious beliefs or disability.
Retaliation because the employee complained about job discrimination, or assisted with a job discrimination investigation or lawsuit.
10
Slogan
Employees our most valuable asset
References
Gallagher, K. (2019). Education in the United Arab Emirates: Innovation and Transformation. In Google Books. Retrieved from https://books.google.com/books?hl=en&lr=&id=WwiZDwAAQBAJ&oi=fnd&pg=PA127&dq=sourcing+recruiting+and+attracting+candidates&ots=xejnu87qhO&sig=5D5yxiEmbaTGvOfwENZYHRaE5Zg
Kiran, U. (2019). Examining the sourcing methods used in recruiting a technical candidate. (A case study of technical recruiters in Ireland). Retrieved from esource.dbs.ie website: https://esource.dbs.ie/handle/10788/3947
Koch, T., Gerber, C., & De Klerk, J. J. (2018). The impact of social media on recruitment: Are you LinkedIn? SA Journal of Human Resource Management, 16. https://doi.org/10.4102/sajhrm.v16i0.861
Phillips, J., & Stanley Morris Gully. (2015). Strategic staffing. Boston: Pearson.
