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    Recruiting, Selecting, Orienting, and Training

    Review the recruiting options listed below the table. Determine which three options would be appropriate for a large company and which three options would be appropriate for a small company. Then, enter your choices into the recruiting column.

    Repeat this procedure for selecting, orienting, and training.

    Finally, answer the following question: Who performs each of these functions in a large and a small company? Explain your answers.


    Large company

    Small company

    Recruiting Options

    ? Job postings within the company (such as email bulletin boards, intranet)
    ? Job bidding
    ? Company's Web site
    ? Co-Op programs and internships
    ? Sign in window of business
    ? Classified ads in newspaper
    ? Online job boards, such as monster.com or careerbuilder.com
    ? State or private employment agencies
    ? Employee referrals

    Selecting Options

    ? Employment applications
    ? Résumés
    ? Screening by state or private employment agency
    ? Job interview by human resources department
    ? Job interview by immediate supervisors
    ? Employment tests
    ? Background and reference checks
    ? Medical examination

    Orienting Options

    ? Objectives, philosophy, and brief history of the organization
    ? Explanation of the organization's levels of authority
    ? Expectations (such as attitude, reliability, initiative, emotional maturity, and personal appearance)
    ? Job functions and responsibilities
    ? Introduction to fellow workers
    ? Rules, regulations, policies, and procedures
    ? City, state, and federal laws, if applicable
    ? Skill training
    ? Performance evaluation criteria
    ? Promotional opportunities
    ? Conditions of employment (such as punctuality, attendance, conduct, hours of work, overtime, and termination)
    ? Pay procedures
    ? Benefits and compensation
    ? Safety prevention and procedures
    ? Personnel policies

    Training Options

    ? On-the-job training(OJT)
    ? Job rotation, or cross-training
    ? Vestibule training
    ? Apprenticeship training
    ? Classroom training
    ? Programmed training
    ? Computer-assisted instruction (CAI)

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    Solution Preview

    I know we are not supposed to simply "give" you the answers to your question(s), but this one is tricky to help out on, without at least giving you one or two.

    Let me start off by saying that your decision as to which function fits best at which sized company will likely be based on size of the firm and the resources available. The best way I can help you picture the ability (or lack thereof) of a company to use the chosen option is to use a little imagery. First, let's imagine the LARGE company is, in fact, quite large. If you have the ability to elaborate on this 'scenario' for your instructor, it will help justify to him/her why you chose the options you did. So, for the large company, I would suggest "pretending" that it is similar in size to IBM, Ford, Sprint, etc. (with thousands & thousands of employees).

    For the SMALL company, I would suggest picturing a small, one-building, mom-and-pop type store that is ran by a husband and wife team, or something similar. Again, if you can describe this direction you took to your instructor your answers will be very well understood.

    Options: I do not want to give them all to you, but I almost have to give you 1 or 2 ...

    Solution Summary

    Recruiting, Selecting, Orienting, and Training. All four of these pieces of the new hire process head in various directions and have different impact when you have to either apply them to a large or a small company. Abilities and resources differ, among other key elements, between large and small companies. Find out my recommendations for this part of the human resources process.