Staffing Technologies in Chern's Company Case Study

Staffing Technologies in Chern's Company - Case Study Example This paper will give recommendations on how to improve Chern’s staffing systems and later give some reflections on the entire Chern’s case study. Chern should employ additional technologies in order to ensure that human resource management personnel concentrate on the essential and critical tasks only. The organization should consider utilizing such technologies in the entire human resources management process (Philips & Gully, 2009). Chern can use an Applicant Tracking System (ATS), automated employee training system and a human resource information system. The three above will basically automated various human resource management functions and bring in efficiency and save time. The ATS is a system mainly used for recruiting purposes and it can handle the entire hiring process depending on its level of sophistication. An ATS will be used to post online vacancy advertisements, screen candidates for the required qualifications and perform online interviews with shortlisted candidates. The different scores for the different candidates can then be put on a dashboard for easier and quicker decision making (Philips & Gully, 2009). An ATS will make hiring easier and will make it possible for Chern to interview as many candidates as possible and increase chances of hiring the best and talented candidate for any position (Philips & Gully, 2009). The employee training system is application or system that is used to induct new employees into their roles as well as monitor their performance. This system is commonly referred to as learning management system can be used to develop employees’ skills and competencies by facilitating training. This system can be a great asset to Chern as it will determine the training needs of individual candidates, recommend training materials and generate a training schedule for the new staffs (Schuler &Jackson, 2008). Chern should also adopt a human resource information system that will assist  the human resource manager in performance evaluation as well as carrying out some tasks such as payroll production and determining hours worked daily. This system can be used as a decision-making tool in planning for promotions and successions.

Analyze report grading rubric Assignment Example | Topics and Well Written Essays - 750 words

Analyze report grading rubric - Assignment Example Training is important because it helps equip the learners with the correct skills, attitudes and orientations towards work, helping them feel satisfied with their work (Price, 2000). The training is being performed in order to equip the supermarket personnel with the necessary skills of handling supermarket operations which include: customer service skills, inventory skills, managing skills and reporting skills. When the supermarket staff is recruited, they come from different fields which necessitate training in order for them to understand the operations of the supermarket. The problem comes as a result of deficiencies that result from their different training backgrounds. None of these people are trained in supermarket operation except for the top management that have specialized roles. The other people are sourced from around the community and thus may lack essential skills that are necessary in performing the tasks in the supermarket. The content of the training program is divided into four: customer service, inventory handling, managing and reporting. All the staff must go through the four topics exhaustively in order to be termed ready for placement within the supermarket chains. In the content, the staff learns practical and analytical skills which they are expected to use at the supermarket. The content will be delivered by way of direct instructions. In other instances depending on the nature of the topic, the content delivery mode will be experiential. This is true for customer service training as the people need to know how to handle the prospective customers. The program will take 6 months to be considered complete. Within the six months, one month will be assigned for assessment. The training will be conducted to young people between the ages of 20 to 30. This group is specifically considered by the management as appropriate to engage in the operations of the company. The group to be trained has