BUS 521 WEEK 7 DISCUSSION - 86308

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  • Posted on: Sun 04 Jan, 2015
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1) "Hiring the Right Employees" Please respond to the following: • From the critical thinking exercise, evaluate the scenario and each candidate’s profile to determine which candidate is the best fit for your business. Provide a rationale for your selection. • As part of your selection process, provide at least three reasons why one candidate is a more qualified and a better-fitting candidate than the other for your business needs. 2) "Best Practices in Manufacturing" Please respond to the following: • Evaluate and compare the effectiveness of computer-maker Dell’s just-in-time process and Toyota’s lean manufacturing practice in terms of manufacturing, potential risks, and environment in which they are most applicable. Note: Refer to Chapter 14 of the textbook for information on just-in-time manufacturing and lean manufacturing. • From the e-Activities, determine the key benefits and challenges for the implementation of ISO 9001:2008 standards for quality in manufacturing. Provide at least two examples from an industry where these standards have been applied successfully. NOTE; MORE THAN ONE ANSWER POSTED FOR EACH DISCUSSION AS A BONUS
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DISCUSSION 1

 

From the critical thinking exercise, evaluate the scenario and each candidate’s profile to determine which candidate is the best fit for your business. Provide a rationale for your selection.

As part of your selection process, provide at least three reasons why one candidate is a more qualified and a better-fitting candidate than the other for your business needs. 

Business Needs:

Growing business needs someone to help with marketing

Focus on target market

Independently create marketing plan

Oversee development of marketing materials, website, and social media strategy

Candidate A: Bright and hard working. Has 2 years experience and available Full Time. Have full attention and direct work flow. Long-term commitment and pay salary, taxes and benefits.

Candidate B: Bright and hard working. Has 10 years experience and available as contractor. Will NOT have full attention or direct work flow. Short-term commitment and higher pay rate for hours worked.

Before making a selection, call for references. There may be some other information that is a deal breaker for a specific candidate. Calling for references could also provide insight on how they prioritize work, if their work is completed timely, and how they work with others. The consultant may want to work completely independent.

Next, with marketing being critical, the candidate should be 100% focused and with the candidate taking on overseeing projects, they should be available to work on the items that are designated as priority. For these reasons, Candidate A seems like a better fit.  

Candidate B may have more experience but Candidate A could be trained. Nothing was mentioned as having a pending due date so there is not any immediate need that would require a more experienced candidate. Candidate B would not be able to provide the 100% focus and would set their own priorities that may not fit the company needs. A marketing plan is going to take time to create. That is something Candidate B may not have or be willing to make the time to commit to complete timely. There was also no mention of just how many hours Candidate B had available.

References:

Abrams, R. (2012). entrepreneurship A Real-World Approach. Palo Alto, CA: PlanningShop.

OR

From the critical thinking exercise, evaluate the scenario and each candidate’s profile to determine which candidate is the best fit for your business. Provide a rationale for your selection.

•As part of your selection process, provide at least three reasons why one candidate is a more qualified and a better-fitting candidate than the other for your business needs.

Effective employee selection is a critical component of a successful organization. How employees perform their jobs is a major factor in determining how successful an organization will be. Job performance is essentially determined by the ability of an individual to do a particular job and the effort the individual is willing to put forth in performing the job. Through effective selection, the organization can maximize the probability that its new employees will have the necessary KSAs to do the jobs they were hired to do. Thus, employee selection is one of the two major ways (along with orientation and training) to make sure that new employees have the abilities required to do their jobs. It also provides the base for other HR practices—such as effective job design, goal setting, and compensation—that motivate workers to exert the effort needed to do their jobs effectively, according to Gatewood and Field.

 http://www.referenceforbusiness.com

I choose the 1st candidate with two years’ experience in marketing; I feel this candidate is the best fit for the job. Based on what the needs where for the business someone that was needed fulltime, marketing critical and overseeing development of marketing materials/ website and social media. This is also an opportunity for the business to shape and mold this candidate. In addition personality fit, references check out and back ground information, Based on company guidelines.

The other candidate may have more experience, but I don’t think they would be able to give 100% to this business while focusing on other projects also. Marketing is a critical key to this company and they should want someone fulltime. Sometimes it is not always about the money, but who can get the job

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