ALL MARKETING NOTES All question and answer for marketing subject.

External recruitment is recruiting and finds potential candidates from outside the organization

External recruitment sources include

To new employees
a)To reduce anxiety because of
a.New situation-    providing with organizational and job information, the more change and uncertainties the employee will have to cope up with.
b.Problem to entering in a group-    new employee often worry about whether they will be accepted by other group members in the new places.
c.Unrealistic expectation-    New employees often have unrealistically high expectation about the advantages of their new jobs and often shocked at the reality of getting less than they bargained for.
d.Surprise/ nervousness-    Surprise may occur when expectations about one self are unmet, or when the features of the job such as the need to work late hour are unanticipated.
b)Could have realistic job expectation after getting the briefing and information from the supervisor and management.

To The Employer
a)To facilitate socialization and internalization between new and old employees ( the process which new member gain exposure to its values and norms, its policies and procedure and behavior expected from new people), good communication between old and new employees will increase effectiveness in company management and also will help to enhance the organization.
b)Establish a favorable employee impression of the organization and the job.So the new employees will have better understanding and motivational factor to work with the organization.
c)To reduce turn over -    if employees perceive themselves as ineffective , they may react to these feeling by quitting, due to this effective orientation can reduce this costly reaction.
d)To save time-    improper oriented employees must still get the job done, and to do so they need help .The most likely people to provide help is co worker or supervisor , so a good orientation program can save every one time

1.Moral – managers undertake accident prevention on purely humane grounds. The objective is to minimize the pain & suffering of the injured worker & his family as the result of an accident

2.Legal – today, there are federal, state & municipal laws covering occupational safety & health & penalties for non-compliance have become quite severe. organizations are subject to fines & supervisors can received jail sentences if sound responsible for fatal accidents

3.Economic – the cost to the company of small accident can be quite high. Workers compensation insurance simply compensates the injured worker. Among these are payments for settlements of injury or death claims, legal fees for defence against claims, cost of rescue operation, increased insurance costs & others.

1.Working environment – inadequate staffing, mandatory overtime and poor working conditions

2.Compensation – non-competitive pay, inadequate benefits and inequitable pay raises

3.Management style – arbitrary management decision making, use of fear and intimidation and lack of recognition

4.Employee treatment – job insecurity, unfair discipline and policies, lack of response to complaints and harassment and abusive treatment.

1.Job rotation – involves providing management trainees with a series of job assignments in various functional areas of the company or movement among jobs in a single functional area or department.

2.Action learning – team training approach where management trainees are allowed to work full time and analyzing and solving problems in other departments.

3.Coaching/understudy approach – the trainee works directly with a coach (peer to manager) who will motivate him, help him develop skills and provide reinforcement and feedback.

4.Inside seminars – for develop and motivated the employee.

5.Committee assignment – assigning promising employees to important committees may broaden their experiences and help them understand the personalities, issues and processes governing the organization.

1.Questionnaires – the questionnaire is a widely used method of gathering data on jobs. The questionnaire method offers a major advantage in that information on a large number of jobs can be collected inexpensively in a relatively short period of time
2.Interviews – the interview method of gathering information requires a manager or an HR specialist to visit each job site and talk with the employees performing each job. A standardized form is used most often to record the information. Frequently, both the employee and the employee’s supervisor must be interviewed to obtain a complete understanding of the job.
3.Observation – with the observation method, a manager, job analyst or industrial engineer observes the individual performing the job and takes notes to describe the tasks and duties performed. One types of observation, work sampling, does not require attention to each detailed action throughout an entire work cycle.
4.Logs/diaries – another method requires employees to observe their own performances by keeping a diary/log of their job duties, noting how frequently those duties are performed and the time required for each one.

1.    Globalization
Globalization is the trend toward opening up foreign markets to international trade and investment. Business everywhere, in order to grow and prosper are seeking business opportunities in global markets. For example, Toyota, based in japan, is growing its market share and number of jobs in the U.S and North American sales provide 70% of its profits worldwide. Also, Toyota, Honda, Nissan and other Japanese automobile manufacturers, electronics firms and suppliers have established operations in the U.S. the globalization of business has shifted from trade and investment to the integration of global operations, management and strategic alliances which has significantly affected the management of human resources.
Orientation, training and development will become complex too and important.

2.    Safety and health
This process caters for organizations to provide a safe and healthy work environment that will comply with specific occupational safety and health standards and to keep records of occupational injuries and illnesses.

3.    Employee benefits and compensation
This process aims to provide and to reward employees with equitable pay/remuneration of employees for the contributions they contributed to organizations in achieving their objectives. Effective Human Resource Management will ensure that both internal and external equities to compensation are met.

4.    Industrial Relations
This process will focus on maintaining good and harmonious relationships between the management and the employees. The process include handling grievances, disciplinary proceedings, trade unions and collective bargaining process.

5.    New technological advances
Computer technology has made organizations to take advantage of the information explosion. It also forced and enabled organizations to become more competitive. It also change the nature of work in organization.