Book Report On The Boy Scout Troop - 892 Words

It was early in the year 2012 when I encountered my first craving for sleep, just before a backpacking excursion. I was one of only two patrol leaders in my Boy Scout Troop, and I wanted to be the best leader. I was hungry for it. My 12 year old brother, Luke, was the other patrol leader and he helped keep a healthy rivalry between our patrols. My patrol’s name was the Golden Grizzlies, and Luke’s patrol name was the Spartans. Previously, the Golden Grizzlies demolished the Spartans in every challenge that was put in front of us, prior our last camping trip. Luke and I were discussing the upcoming Boy Scout trip to Henry Coe in Stanislaus County during our journey home from a family camping trip. He became exasperated, due to his frustration of losing to the Golden Grizzlies. He ended his next sentence with, â€Å"You’ll see, David. This trip, things will be different. The Spartans will eradicate all of the Golden Grizzlies.† As we unpacked, he mumbled about how things were going to change; I started to become concerned and pondered about whether or not my innocent brother would sabotage my patrol. The night before the trip, we slept at the church that we meet at for our meetings. This is where things really started to degrade. It was one o’clock in the morning and I was beginning my slumber, when Luke and his friend came into the sanctuary where I was â€Å"camped-out†. They were both hysterical and had massive tears in their eyes. I sat up, in a rather startled state, and proceededShow MoreRelatedThe Goal By Eliyahu M. A Brief1273 Words   |  6 PagesI chose to read the book, â€Å"The Goal† by Eliyahu M. Goldratt. The book is about a plant manager, Alex Rogo, who is trying to save his plant from getting shut down by using the help of physicist, Jonah, and the Theory of Constraints. 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Sovereignty Is A Modern Political Theory Of International

Sovereignty is a modern political theory of international relations that is supported by a multitude of political theorists to rid the world of barbaric methods of competition. A sovereign is a supreme political power that works best with the existence of state lines and the geographic location of the people ruled under it to ease the organizational constraints of having a large number of people and territories. Contrarily, Charles Beitz heavily criticizes this idea of a sovereign because of its lack of attention to humans as individuals and the interests they should be free to pursue. In his eyes, state lines should not be the only limit to which individuals should receive or have access to natural resources. He believes a sovereign takes†¦show more content†¦When extended to the state level, this concept of forcefully acquiring goods and land leads to vicious wars at the expense of a meaningful life for the persons living in the conflicting states. Human rights and social justice are ignored, and in these states there is â€Å"no account of Time; no Arts; no Letters; no Society; †¦ And the life of man, solitary, poore, nasty, brutish, and short.† During wartime, a state is only concerned with the concept of winning or ensuring that the opposing side does not win. Life within the state is no longer worth living considering the people’s interests are not being represented. Competition for things without laws or control creates an environment of free will in which the stakes are continually raised higher until there is nothing left of the state to exist; therefore, an overarching power of law such as a sovereign must be put into effect to manifest the significance of defining what is right versus wrong. To control the need for uneconomical wars, a sovereign is created that will aid in the justification, preservation, and enforcement of laws. 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Research in Business Motivation Factor †Myassignmenthelpl.Com

Question: Discuss about theResearch in Business for Motivation Factor. Answer: Introduction Retention of employees is holding or trying to hold the employees in the organization. Retention of workers can be stated as the process wherein the employees are motivated and encouraged by their employers to stay in the organization for a longer period or until the project gets over with which the employees are related (Mowday et al, 2013). Retention of employees is both beneficial for the employees and the organization, the employee who is associated with the firm for a longer period is a depot of knowledge and the employee act as a valuable asset for the company. The organization start facing problems when there is high turnover retention in the company (ALDamoe, et al, 2012). The primary reason for the high turnover retention is that there are no positive factors in the company that motivate the employees to work with that particular organization (Hong et al., 2012). Increasing work pressure on the present employees and increasing turnover rate will cause the new employees to sh ift to some other organization. So it is very crucial for the organization to concentrate on these factors that help in retention of employees in the organization. Problem Statement There are several problems related to the retention of employees that all the organizations face in the current scenario. In the recent years, businesses have realized that their employees are the main assets, and they have also taken the initiative to encourage and motivate their employees to stay in the business for a longer duration or until the project, on which they are working get completed (Bryant Allen, 2013). When an employee leaves an organization, then it causes an imbalance in the company and also results in a loss. The primary aim of this study is to identify the factor that helps in the retention of employees in an organization. Factor such as job satisfaction, job security, compensation and reward to the employees and work-life balance help an organization in retaining their employees (Salome, et al., 2014). Objectives of the Research The main objectives of the study are listed below: To highlight different factors helping in employees retention in a company To evaluate the relationship between job security and employees retention To evaluate the relationship between job satisfaction and retention of employees To evaluate the connection between work-life balance and employees retention To highlight the connection between level of compensation with the employees retention To conduct a comparative analysis of the employee's retention depending upon their experiences at the workplace. Research Questions What are the different factors that help employees retention in an organization? What is the relationship between security in job and employees retention? What is the relationship between satisfaction in job and employees retention? What is the connection between work-life balance and employees retention? What is the relationship between rate of compensation and employees retention? Justification Retention of employees plays a crucial role in the growth of the organization, and there are several factors, that make the retention of employees possible (Sageer, et al, 2012). There are a lot of concern and needs that are associated with employee's retention in business. The HR profession spends a lot of time in choosing the individuals from a large crowd of talents. The HR profession conducts different tests and interviews, while choosing the employees (Schmitt, et al, 2012). When the company recruit a new employee, the management of the company invests every possible amount to makes sure that the new employee is ready for the job (Van Dyk Coetzee, 2012). Recruiting an employee is a tough task and involves lot of time and money, so when an employee leaves the job, it may affect the business adversely. There is also a huge possibility that the employee may join the rival organization and thus, may result in leakage of valuable information, adversely affecting the previous organiz ation, so it is important for the employer to make the worker sign an agreement (Nwokocha Iheriohanma, 2012). The Harsh employer will restrain its employees to join the firm of the competitor (Kumar Chakraborty, 2013). It is also important for the employees to abide by the code and conduct of the company and they also need to interact with the other members of the organization. A proper coordination between the team members will benefit the organization in achieving their objectives (Patel Conklin, 2012). It is also challenging for the employees, as they have to gain the faith of the company. The employees, who are associated with an organization for a longer period, are considered loyal to the company (Robinson et al., 2014). The employees of the organization also get different benefits, which includes job security, compensation and rewards, job satisfaction and work-life balance. So the above discussion highlights the importance of employee's retention in an organization. Expected Outcomes of the Study The expected outcomes of the research will highlight the factors that help in employees retention in the manufacturing industry, and the different factors are job satisfaction, work-life balance, flexibility, rewards and compensation and job security (Buciuniene Skudiene, 2015). These factors will not affect the relationship but will improve the career opportunity, leadership, distributive justice, and reorganization. Among all these factors job security is the most critical variable that helps employee's retention in the industry (Aguenza Som, 2012). Satisfaction in the job is considered as the second most crucial variable in identifying the factors that help retention of the employees in the firm. Then the third important factor is Autonomy ( Laschinger, et al., 2012). In the study the hypothesis of a positive relationship between security of job and employees retention is correct, so researcher accepts the null hypothesis. The second hypothesis which highlights a positive connec tion between rewarding employees and employees retention is also true, so researcher accepts the null hypothesis. Conceptual Framework There are several previous research conducted by several researcher, which highlights that there are many factors that can help in employees retention in an organization. Training and development, working environment, job satisfaction, reward system and justice in the organization are some important factors that help in retention of employees (Ashar et al., 2013). These are some important factors that reduce absenteeism and help retaining employees. Apart from these, there are some other factors, that are important, and they are job security, training, and work environment. Several studies have proved that work-place environment, rewards, and compensation, training and development are important motivational factors that help in retaining employees in the organization. In this study factors such as job security, work-life balance, compensation and job satisfaction are independent variables and the retention of employees is the dependent variable. These are the factors that motivate th e employees and with motivation the possibility of the workers to leave the job declines. And the independent variable job satisfaction is related to the independent variable retention of employees. Thus, it can be inferred that retention of employees will be dependent upon these factors (Heavey, et al., 2013). Security in the job will be helpful for the workers who are satisfied with their work, then the workers who are not happy with their job. The increasing dissatisfaction may result due to the growing insecurity among the workers. Different studies have highlighted that retention of the employees and job satisfactions are positively related (Sears et al., 2013). Hypothesis of the Research H1: security in job helps in the employees retention in an organization H0: security in job does not help in the employee's retention in an organization H2: the correlation between retention of employees in the industry and job satisfaction is positive H0: negative correlation between retention of employees in the industry and job satisfaction H3: Work-life balance and retention of employees have a positive relationship H0: No positive correlation between Work-life balance and retention of employees has a positive relationship. Methodology The methodologies that are used in conducting the study and solving the question are highlighted below: Literature Review This part of the study highlights the importance of employee's retention in an organization and the how it is beneficial for the organization. This part also highlights the theories and concepts related to this topic. Data Collection Method In this study to select the sample, the method of sampling is used. There are two methods of sampling, and they are probabilistic and non-probabilistic sampling method (Donley, 2012). To, reduce the biases, the random sampling method is used because its saves a lot of time. To conduct the study the researcher will select 50 employees of the manufacturing industry and three managers, which belong to the same industry for conducting the interview. The researcher will use a questionnaire for the purpose of research. While conducting the survey, closed-ended questions will be asked of the employees and the managers have to face open-ended question (Hughes, 2012). The employees and the managers have to rate in between 1 to 5, where 5 interpret the strong agreement, and 1 interprets strong disagreement, and during the survey, the employees provide their responses that motivate them to continue with the organization. And all the questions are prepared to keep in mind the motivational factor s of the employees. Focused Groups This research has particularly focused on the group of 50 employees of an organization. For the purpose of the study the researcher has performed quantitative data analysis, which will help them in collecting the perception of the employees and the interaction of human within the organization (Bryman, 2012). And the study has also included three managers of the organization, and the managers have to face qualitative questions. Data Analysis Method To conduct this particular study the researcher has used both the qualitative and quantitative analysis to collect the data. The data from the primary source has been collected using the qualitative method of data collection. In the study, the quantitative analysis of data will include bar diagrams and pie charts, which are prepared using, Excel sheets (Chandra Sharma, 2013). And for the research the researcher uses descriptive analysis. The different statistics that are calculated in the research are the mean, median and standard deviation. Together with the statistics the researchers will also perform correlation for all the factors that impact the retention of the employees. Organizing the Study The study has been organized in different in chapters, which are as follows: Chapter1: Chapter 1 includes the research proposal that is highlighted in the proposal. Chapter 2: in this particular chapter, factor that helps in retaining the employee in an organization is highlighted. Chapter 3: this particular chapter highlights the different methods the researcher used for the research purpose. The researcher made use of literature data collection, literature reviews, analysis of data and primary key indicators. Chapter 4: in this chapter information that will help in the discussing the outcomes that are research related are included. Chapter 5: in this different chapter information are included, which helps in highlighting the factors that help the organization in retaining their employees. Ethical Consideration It is paramount for the researcher to abide by all the ethical consideration for accomplishing the study successfully. The researcher also needs to make sure that he is utilizing all the collected data for the purpose of study only. The researcher cannot use these data for the commercial purpose. The researchers are also liable to protect the data under the data protection act. Different studies have also highlighted that increase in satisfaction reduces the employee's tendency to leave their present job, which in turn helps the organization in reducing the cost of recruiting new employees. The workers who are satisfied with their work will perform better than the unsatisfied employees. Satisfied workers are more efficient, creative and have a high chance to retain. Satisfaction in a job helps the organization to maintain a strong and stable workforce (Elnaga Imran, 2013). The flexibility in the workplace also plays a determining role in the retention of the employees. All the workers in an organization prefer working in a more flexible environment. If the workers are provided with flexible timings than it will enable them to spend more time with the family, thus helping the employees to manage work-life balance properly. If an organization has too much of restrictions than it would not be an encouraging environment for the employees to work in the organization (Brunetto et al, 2012). Grant Chart Primary actions First week Second week Third week Fourth and fifth week Sixth week Seventh week Selection of topic Reviewing the literature and study existing theory Methodology of the research Collecting primary data Analysis and interpretation of data Results Conclusion End task and submission Budget Proposed for the Research The total expenses for the research are 6000 dollars, for completing the study framework within the determined period, as it is highlighted in the Grant Chart. The resources for the literature review have been collected from various textbooks, journals and online resources. The researcher had to purchase the materials online or from other sources that are used for research purpose. And the total cost of purchasing the resources is approximately 2500 dollars. The data which are collected through the medium of the questionnaire also includes the cost of travelling, printing, and posting of the questionnaire to the workers. The medium of email is not used for this purpose because the email might go to the spam box. In the process, the researcher will question the respondent directly. And the area of the research is located far away from the location of the researcher, so all the expenses will sum up to approximately 2500 dollars. Accessing data from the government and analysis of the data should be completed with the given period and allotted budget. And the budget allocated for this purpose is 1000 dollars. Detailed Representation of the Proposed Budget Objective Estimated amount to be spent(in dollars) Reviewing the literature 2500 Data collection 2500 Data analysis 1000 Total Estimated Budget 6000 Conclusion The above assignment has enlightened us on the topic employee's retention in an organization. Retention of workers can be stated as the process wherein the employees are motivated and encouraged by their employers to stay in the organization for a longer period or until the project gets over with which the employees are related (Mowday et al, 2013). This assignment has also enlightened us on the different factors that help an organization in retaining their employees. Employee's retention plays a vital role in the development process of an organization, and they are the main assets of the company. Retention of employees helps both the organization and the employees. The employee who is involved with the organization for a longer period is the storehouse of knowledge. The assignment has also highlighted different factors such as security in the job, satisfaction in job, rewards and compensation and work-life balance which helps an organization in retaining their employees. Moreover, employee's retention in an organization reduces the cost of the company because a lot of time and money is used during the recruitment process. So, it is very crucial for the management of the organization to concentrate on these factors, to realize and achieve the goals of the organization. References 6, P. Bellamy, C. (2012). Principles of methodology. London: SAGE. Aguenza, B. B., Som, A. P. M. (2012). Motivational factors of employee retention and engagement in organizations. International journal of advances in management and economics, 1(6), 88-95. ALDamoe, F. M. A., Yazam, M., Ahmid, K. B. (2012). The mediating effect of HRM outcomes (employee retention) on the relationship between HRM practices and organizational performance. International Journal of Human Resource Studies, 2(1), 75. Ashar, M., Ghafoor, M., Munir, E., Hafeez, S. (2013). The impact of perceptions of training on employee commitment and turnover intention: Evidence from Pakistan. International journal of human resource studies,3(1), 74. Biddle, J. Emmett, R. (2013). A research annual. Bingley, U.K.: Emerald. Brunetto, Y., Teo, S. T., Shacklock, K., Farr Wharton, R. (2012). Emotional intelligence, job satisfaction, well being and engagement: explaining organisational commitment and turnover intentions in policing. Human Resource Management Journal, 22(4), 428-441. Bryant, P. C., Allen, D. G. (2013). Compensation, benefits and employee turnover HR strategies for retaining top talent. Compensation Benefits Review, 45(3), 171-175. Bryman, A. (2012). Social research methods. Oxford: Oxford University Press. Buciuniene, I., Skudiene, V. (2015). Factors Influencing Salespeople Motivation and Relationship with the Organization in b2b Sector. Engineering Economics, 64(4). Chandra, S. Sharma, M. (2013). Research methodology. Oxford: Alpha Science International Ltd. Donley, A. (2012). Research Methods. New York: Infobase Pub. Elnaga, A., Imran, A. (2013). The effect of training on employee performance. European Journal of Business and Management, 5(4), 137-147. Goodson, I., Loveless, A., Stephens, D. (2012). Explorations in narrative research. Rotterdam: SensePublishers. Grissom, J. A. (2012). Revisiting the impact of participative decision making on public employee retention the moderating influence of effective managers.The American Review of Public Administration, 42(4), 400-418. Gutierrez, A. P., Candela, L. L., Carver, L. (2012). The structural relationships between organizational commitment, global job satisfaction, developmental experiences, work values, organizational support, and person organization fit among nursing faculty. Journal of advanced nursing, 68(7), 1601-1614. Hayes, B., Douglas, C., Bonner, A. (2015). Work environment, job satisfaction, stress and burnout among haemodialysis nurses. Journal of Nursing Management, 23(5), 588-598. Heavey, A. L., Holwerda, J. A., Hausknecht, J. P. (2013). Causes and consequences of collective turnover: a meta-analytic review. Journal of Applied Psychology, 98(3), 412. Heponiemi, T., Kouvonen, A., Virtanen, M., Vnsk, J., Elovainio, M. (2014). The prospective effects of workplace violence on physicians job satisfaction and turnover intentions: the buffering effect of job control. BMC health services research, 14(1), 1. Hong, E. N. C., Hao, L. Z., Kumar, R., Ramendran, C., Kadiresan, V. (2012). An effectiveness of human resource management practices on employee retention in institute of higher learning: A regression analysis.International journal of business research and management, 3(2), 60-79. Hughes, J. (2012). Sage internet research methods. London: SAGE. Kumar, H., Chakraborty, S. K. (2013). Work life balance (WLB): A key to organizational efficacy. Prin. LN Welingkar Institute of Management Development Research, 15(1), 62-70. Laschinger, H. K. S., Wong, C. A., Grau, A. L. (2012). The influence of authentic leadership on newly graduated nurses experiences of workplace bullying, burnout and retention outcomes: A cross-sectional study.International journal of nursing studies, 49(10), 1266-1276. Mahal, P. K. (2012). HR practices as determinants of organizational commitment and employee retention. IUP Journal of Management Research,11(4), 37. Mowday, R. T., Porter, L. W., Steers, R. M. (2013). Employeeorganization linkages: The psychology of commitment, absenteeism, and turnover. Academic Press.

Warts and All Case Essay Example For Students

Warts and All Case Essay These together with other false impressions created by these agencies do not translate into a successful recruitment policy acceding to Samisens, a business psychologist. The case study also brings out an important statistic. A company spends up to three times the employees annual salary in recruiting, training, advertising and the time lost in employing a new employer as a result of a staff turnover. Samisen is no fan of such recruitment agencies and has shared his expertise with top companies like Royal and Sun Alliance and Boots. His main focus is exposing the whole and real truth about a company to an applicant. They also combine the applicants skills with motivation unlike the tendency to focus only on skills by companies. Samisens and his team have introduced the medium of videos, audio cassettes and written materials during the recruitment session. These tools give an insight into What goes on in the company and does not misinform. These techniques have proved beneficial to their clients in terms of saving money and boosting the morale Of its newly employed. We will write a custom essay on Warts and All Case specifically for you for only $16.38 $13.9/page Order now CASE ANALYSIS Recruitment is a process whereby a business seeks applicants either generally or for particular vacancies (Touring, Hall and ATA;or 2008). Edwin B. Fillip defined recruitment as the process of searching for prospective employees ND stimulating them to apply for jobs in the organization, Section 7 (1) of the Labor Act (2003) to Ghana states unequivocally that a person shall not operate a private employment agency unless that person is a corporate body, has applied to, and has been granted a license, by a Minister. The approach to recruitment described in this article is one that can be termed as a smokescreen, Nothing at the recruitment stage is at it seems. From the plush hotels, expensive food to the glossy images of the brochures all gives the applicant a false hope endless riches ND luxury with the new job they are being recruited for. There is a much bigger argument for putting out warts and all messages in recruitment advertisements and Other procedures. There is a process called a Realistic Job Preview (RPR). This is a tool designed to reduce early turnover. It communicates to the applicants the desirable and undesirable aspect Of the job before they accept a job offer (CAPS Human Resource Services 2007). Samisen employ the use Of such tool in their recruitment processes for companies like Boots, Pearson and Royal and Sun Alliance as cited in the case. It comes in various formats such as brochures, job shadow, cassette and video. Video however is the most effective medium since it offers a consistent message, easy to use and the impact to the applicant is very great. The video coverage gives a visible presentation into the companies, its ethics, various departments, how the actual job schedule looks like and it actually puts the applicant into the company. This visual impressions really impacts on the applicant more than a brochure or hearing from a tape. Advantages of this medium of recruitment will be explained below. Firstly, there is greater job satisfaction among staff Who are recruited through the use of realistic job preview. This is because they have a true presentation of what the job entails and prepare themselves for the task ahead. There is no element of surprise on the job. This ensures that the staff is easily and quickly integrated into the setup Of the company and he hits the ground running. This is far better to an employee who enters the job without a realism into what pertains there since they have been convinced through unrealistic conditions not really existent in the company itself. Another advantage is that studies have revealed that staff who undergo a realistic job preview at the recruitment stage are less likely to leave their job. This helps the company to retain its staff which helps the companys bottom line. This is because companies spend a lot of money in recruiting, training and deploying a new staff and all these cost would have been avoided if the staff does not leave the job. Thirdly, as stated by Samisens, a realistic job preview helps eliminate unsuitable people early in the recruitment process. This saves the company time and money which can be injected into other sectors of the company. When the applicant is subjected to the companys realities, he may realize that this job is not for him and this helps the applicant to reconsider his career choice. The applicant sometimes Will Withdraw from the recruitment process. This ensures that theft suitable applicants are left at the end of the recruitment process and there the realistic job process also serves as a form of shortlist. Another merit is that it helps the staff to cope with the high demands of the new job. For example, there is a new job offer which demands a staff to work from Monday to Saturday and sometimes even Sundays. The salary might be very good with benefits but the job demands are very high and could close as late as ten pm. .uf48c284aae88ca56866799fea61f28b5 , .uf48c284aae88ca56866799fea61f28b5 .postImageUrl , .uf48c284aae88ca56866799fea61f28b5 .centered-text-area { min-height: 80px; position: relative; } .uf48c284aae88ca56866799fea61f28b5 , .uf48c284aae88ca56866799fea61f28b5:hover , .uf48c284aae88ca56866799fea61f28b5:visited , .uf48c284aae88ca56866799fea61f28b5:active { border:0!important; } .uf48c284aae88ca56866799fea61f28b5 .clearfix:after { content: ""; display: table; clear: both; } .uf48c284aae88ca56866799fea61f28b5 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .uf48c284aae88ca56866799fea61f28b5:active , .uf48c284aae88ca56866799fea61f28b5:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .uf48c284aae88ca56866799fea61f28b5 .centered-text-area { width: 100%; position: relative ; } .uf48c284aae88ca56866799fea61f28b5 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .uf48c284aae88ca56866799fea61f28b5 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .uf48c284aae88ca56866799fea61f28b5 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .uf48c284aae88ca56866799fea61f28b5:hover .ctaButton { background-color: #34495E!important; } .uf48c284aae88ca56866799fea61f28b5 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .uf48c284aae88ca56866799fea61f28b5 .uf48c284aae88ca56866799fea61f28b5-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .uf48c284aae88ca56866799fea61f28b5:after { content: ""; display: block; clear: both; } READ: Low Self Esteem EssayWith the bad practices tooth recruitment agencies, only the high salary would be portrayed and used to entice the applicant. However, the best practice to realistic job process will state all including the demanding nature to the position. This helps the staff to condition himself for the tough nature of the job and as such handles the pressures positively. There are grave consequences with this unprofessional approach the proliferation approach by companies. The first disadvantage is that, it leads to high turnover in the companies who finally employ such applicant Who were recruited through such unrealistic procedures. The newly employed staff quickly observes that all the good and favorable items that were dangled by the recruiting company turns out to be a facade. This forces the staff to look for a new job and he resigns as soon as he finds the new job. This causes the company to again go through the Whole process again and they incur high cost not only in recruiting but in training and retaining the staff as all. Early turnover can be explained as when a staff leaves a new job within the first year of their employment. Secondly, there will not be job satisfaction in the new job. The new employee might not be able to cope with the pressures and highly demanding nature of the job. This stems from the fact that he or she was not made aware of the realities tooth job he sought. Other packages like motivation and promotion would have been blond over and made to look mouthwatering by the agencies whereas they are a bit blowhard was portrayed. This makes the staff to be dissatisfied and has an adverse effect on his job input. The staff will also begin to show other job deviant behaviors like absenteeism and lower productivity. All these will be exhibited at the work place because their expectations for the job have not been met They also choose to remain on their current job because they have not found employment elsewhere and as such display such deviant behaviors to the detriment Of the company. MERITS OF RECRUITMENT AGENCIES Little administrative chore for the employer 2. Established as the normal method for filling certain vacancies. Capital secretaries in CB DEMERITS 1. Can produce staff who are likely to stay for a short time . Widely distrusted by employers 3. Can be very expensive MERITS OF PUTTING OUT WARTS AND ALL Best Answer Chosen by Voters Some do, despite the fact it is illegal in the ELK to advertise a vacancy that does not exist, equally it should clearly state a job title and location. Threes a lot of sharp practice Within agencies but dont let that put you Off- threes also some very good consultants and businesses who have excellent relationships with clients, and access to vacancies that do not get advertised. A good consultant Will also be able to offer you invaluable advice on career routes, options, interview quenching, the offer process etc. Unfortunately the list is growing Other job agents, I would say it depends on who you deal with as they are different from consultant to consultant. Hope this helps Desperately seeking good job agents (competent and result oriented) 10 things we hate about recruitment companies with 38 comments Epic] Even It up! Acknowledges that, like it or not, recruitment companies are firmly entrenched as part Of the hiring landscape now. However, all the evidence seems to point to the fact that they notoriously over-promise and under-deliver. Bit like casinos really. , given that many jobsharers are forced into using them (and we place the blame firmly with business who outsource when they really should be arranging their recruitment in-house as a crucial brand issue) weve put together a list of what to expect when you deal with them, and why we dont like dealing with them at all! 1. General position calls If you see an ad anywhere (the paper, Seek, job boards etc) calling for an expression of i nterest (or similar) rather than a specific position approach with care. Only very rarely does this actually eventuate into an interview, let alone work. .u23450da021653c356646438beff023ea , .u23450da021653c356646438beff023ea .postImageUrl , .u23450da021653c356646438beff023ea .centered-text-area { min-height: 80px; position: relative; } .u23450da021653c356646438beff023ea , .u23450da021653c356646438beff023ea:hover , .u23450da021653c356646438beff023ea:visited , .u23450da021653c356646438beff023ea:active { border:0!important; } .u23450da021653c356646438beff023ea .clearfix:after { content: ""; display: table; clear: both; } .u23450da021653c356646438beff023ea { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u23450da021653c356646438beff023ea:active , .u23450da021653c356646438beff023ea:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u23450da021653c356646438beff023ea .centered-text-area { width: 100%; position: relative ; } .u23450da021653c356646438beff023ea .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u23450da021653c356646438beff023ea .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u23450da021653c356646438beff023ea .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u23450da021653c356646438beff023ea:hover .ctaButton { background-color: #34495E!important; } .u23450da021653c356646438beff023ea .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u23450da021653c356646438beff023ea .u23450da021653c356646438beff023ea-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u23450da021653c356646438beff023ea:after { content: ""; display: block; clear: both; } READ: Frito-Lays Dips EssayOur understanding is that this is purely a marketing ploy that can be used to sell their extensive database of candidatesto clients/potential clients. 2. Baiting If you do manage to get some face time with a consultant, beware of the phrase Me had a position come in yesterday that would have been right up your alley or Ive got a position that has just come across my desk that you would have been suitable for. Then you hear nothing, or the position has been withdrawn, or its gone to a redeployed (or any other excuse). These are psychological techniques designed to get your hopes up and keep you hanging. . Pigeon- holing If you apply for one sort of position with a recruitment company e. G. As a temp, you Will be a temp forever. Even if juicy contracting positions come up, you Will not be considered. Once you have had your Word/Excesses/Frontage ability tested and your data entry speed recorded, you Will be forever pigeonholed. If you do, for whatever reason, have to register with an agency for a position, give them information that relates only to that position. Less is more. Oh, and one more thing: just because your have qualifications does not mean you wont be pigeonholed. . Silence Similar to pigeonholing is silence or avoidance. Basically, this occurs if they think youve done something *wrong in the eyes of the agency, for example not taking a job that you were clearly unsuitable for, withdrawing your application tort a position, not winning a contract position, or calling in sick on your first day of temping, Guaranteed you will he placed on the black list, This means that no matter what you do, calls or emails about jobs or contracts will not be returned. Its like you are in labor market limbo. You can always wait for the consultant to NC. E on and try again in six months or a year, but sometimes they are in these jobs for years, so the likelihood of this happening is quite slim. S. References Agencies do check references, but our advice is dont give them your best ones. Our rationale is that you should save your best references for real jobs. Dont get sucked into handing over the names and details of references until you really have to. Its a waste of good references otherwise. 6. They are not your agent Despite many recruitment personnel calling themselves agents (and we have referred to them that way in this blob for convenience), this is not the case ND is misleading. An agent implies they are working forum. This is not the case: they are working for their client ? the employer because thats where the money is. Get the whole agent thing out of your mind. Only rarely will a consultant (which is also a misleading tern) actually work with you. If you find one, please let Even It Up! Know because this is a rare breed. 7. Beware of people not carrying pencils If you do get called into an interview, beware of people not carrying pens or paper. If no notes are being taken, or questions not being asked, its a sham. 8. Amateur hour Most recruitment consultants have little or no experience in the industry or field in which you are applying. It is our experience that most are glorified sales personnel on a power kick. Unnaturally, these people operate in a high stakes environment i. E. Your life. 9. Once is never, twice is always It a recruitment company treats you badly once, its never. However, if they treat you badly twice, its always, and you need to jettison them. Its not like they are doing (or will do) anything forum anyway. We recommend that you let them know with the following email (or similar): Dear consultant loud like to advise that you are unsuccessful in winning me as a candidate. While I am skilled, qualified and experienced, and would be an asset to any employer, you will not have the pleasure or remuneration of representing me. Unfortunately, you didnt treat me particularly ovule, even though I gave you a couple of chances. Have therefore decided that do not want to deal with you as there are Other companies Out there Who Will treat me With respect. Please delete my C.V. and details from your database. 10. Gatekeeper Status Even It up! Wants to know died and made recruitment companies the taskmasters? Why do they have this Status, and Why do they retain it?