https://www.youtube.com/watch?v=GqyGXJTRioI https://www.youtube.com/watch?v=0k6R
ID: 467946 • Letter: H
Question
https://www.youtube.com/watch?v=GqyGXJTRioI
https://www.youtube.com/watch?v=0k6RRcLxyRw
Part I of the lecture will discuss:
How important it is to develop a vision and strategy when hiring people.
How a great vision without great people just doesn't work.
How to keep company goals in mind when hiring.
You will hear from one of the giants in the banking industry, Wells Fargo, and how they were able to stay successful in a struggling economy. You will also hear from the former CEO of General Electric as he talks about how poor evaluation procedures allowed employees to work the system. I found this discussion particularly interesting because I’ve witnessed, as maybe you have, poor performers and asked, “Why are they still here?” Can you identify poor performers in your company? I bet most of you can and it can be frustrating to watch. Top performers are considered “A” employees and have characteristics referred to in this lecture as the Four E’s:
Individuals have high Energy
Ability to Energize others
Edge in making tough decisions
Execute & get things done
Part II of the lecture will focus on:
Why HR is not always respected
Why a different level of thinking in HR is necessary
How important it is to bring HR into the business strategy
For those who work in HR, it may be difficult to hear how employees view that part of the organization. Human resource departments are the destination for a wide variety issues and information and it may be understandable that HR representatives often find themselves focusing on activity rather than results. You will learn in the second part of the lecture what changes may be necessary for HR and managers to find the best hires, find hidden stars and enhance productivity. The lecture concludes with an interview from the Wall Street Journal discussing why hiring the right person is an art, not a science.
These lectures are full of helpful information. This week our discussion will expand on what we’ve learned by further exploring the best methods to use for external recruiting. I will also be looking for you to identify companies that you believe have a strong strategy and vision when it comes to hiring people. Let’s begin discussion #3!
Identify and describe the basic methods used by organizations for external recruiting?
Identify a company you feel has a strong strategy and vision when it comes to hiring people. What are they doing right?
Explanation / Answer
Methods used for external hiring:
In this video two companies are being chosen i.e. Wells Fargo and GE. In Wells Fargo hiring is done on the basis of requirement and more empasis has being laid down on top performer in the industry rather than matching the individuals with the companies strategy/ vision. There source of recruitment has revolved around head hunting. Whereas, in GE more structural and functional strategy has been followed i.e. matching the recruitment strategy with the companies vision and goals. They are even following bell curve, 360 degree performance appraisal.
An exemplary company which has a strong strategy and a vision for hiring people is Google. In Google a rigrous process has being followed which may range to even 7-9 steps. They have a strong background check for hiring a new candidates. While the background check is going on which takes almost a month they use various logarithm to match the profile of the apply candidates with the requirement.
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