Recruitment

This briefing is in relation to the Inquiry into Skills Shortages in Rural and Regional NSW. This paper will outline the problems around the methods used by training organisations including TAFE to assess skill needs in rural and regional NSW and their response. This paper will also look into what the causes of these problems are, who are the stakeholders and how are they affected and recommendations on solutions.

BACKGROUND:

The communities of rural and regional areas recognise that the supply of skilled tradespersons in their communities does not meet the current demand and that skill shortages are projected to increase.

2In the context of the Riverina Institute Griffith is a medium sized campus that has demonstrated significant and sustainable growth over the past five years. Over the past 6 years the campus has experienced a significant increase in facilities and a concomitant increase in full time and part time teaching staff. To address the growing demand for skilled and well trained staff in the region Griffith campus has consistently amended its course offerings and has, on many occasions, provided extra courses to meet unexpected demand particularly in the trade areas. This is a good example of how much tafe applicant numbers are increasing in rural areas however not all tafe facilities are able to have the funds to support these numbers such as the above example of Griffith campus.

1Futher research in relation to concerns of skills shortages has demonstrated there is a great need to increase the amount of trained tradespersons in the workforces. This also requires the improvement of retention rate during training to reduce occupational wastage as qualified tradespersons leave the industry.

There is a fundamental need to ensure that their will be jobs available in the area of where the training took place. This is to prevent skilled trades people leaving rural areas for city life.

STAKEHOLDER ANALYSIS AND CURRENT SITUATION:

Individuals – Without a strong working force the economy of a rural community is bound to drop. More people will lose their jobs and families will have to move to find work.

Regional Industries – Many regional industries are desperate to expand, but are being hampered by a lack of skilled labour.

Councils – A current situation can be seen Wagga Wagga NSW. 3This area is seen as an agricultural powerhouse creating up to $6.5 billion per year. But the hearing has demonstrated that the region’s future growth may be limited by a shortage of workers.

Stakeholders in the Riverina believe that a lack of affordable housing and limited training opportunities are significant barriers to the recruitment of workers in rural areas. 3For example one of the country’s largest chicken meat processors, Bartter Enterprises, already employs more than 1,000 people across the region. The company hopes to increase production from 420,000 to 750,000 birds per week. But their human resources manager John Davis says that depends on being able to source workers.

The Riverina wine industry has also experienced significant growth, along with it, an increased demand for workers. 3For example, 10 years ago Casella Wines employed 14 people; today however they have a workforce of 500.

Paul Foley is the human resources manager for another of the region’s major wineries, De Bortoli Wines. 3He says the winery will employ an extra 80 people for four months during vintage, but recruitment of those workers is a major problem. While the skill shortage is already starting to bite, Leeton Shire Council is looking to the future.

General manager of Leeton Shire Council Ray Pluis says local training opportunities are important for retaining young people in regional centers. This is the third public hearing held as part of this New South Wales parliamentary inquiry. The inquiry’s chairman, Labor MLC Tony Catanzeriti, is playing down suggestions the withdrawal of state government services is partly to blame for the difficulties in attracting skilled workers to regional areas.

CAUSES:

Research of submissions and hearings indicates many causes to skills shortages in rural areas. 4For example Peter Louis & Co submission highlights that withdrawal and reduction of services provided by government agencies and public corporations such as medical services, banking facilities and post offices has impacted on rural communities with people forced to relocate. This is a valid argument as people will would to live in areas that have necessities such as medical centers and post offices easily available. Not only will people leave an area to get closer to these facilities but also people will not even bother moving to a rural area if it is lacking of such facilities.

This also states that the campus of tafe in Illawarra confirmed that whilst TAFE provided many course not all of them were specific to the area. 4Also the tafe kept no record of students who completed and whether they stayed or left the area. This causes the problem of not allowing statistics to be examined to get an accurate understanding of the educational needs in rural areas. This also is an extremely good point and the basis of a strange argument. How can the tafe possibly know to what extent its passing students are having on the rural community if they keep no record of what the students achieve after accomplishing their education?

5Mr Bill Archer in his submission highlights two major causes of unskilled workers in rural areas. The first major cause is the distance that an apprentice in the rural areas would have to travel to receive an education. The further the distance the more it will cost the apprentice to travel so therefore becomes another incentive to not bother receiving an education.

7Transport has got to be one of the most major causes of skills shortages in rural areas the requirement for apprentices to travel such large distances to get to college is a major problem. Many rural areas have a very limited access to frequent public transport.

Also transport subsidies are not available to young people if the vehicle they have access to is not in their name and even if they are entitled to it, the amount is pitifully inadequate.

Public transport is a very important requirement as there are many dangers of country driving for young inexperienced drivers with early starts, late finishes and long distances. 7These present very real Occupational Health and Safety risks.

5The second major cause is that once an apprentice receives the education they need they are then able to move to the city were they can make more money doing their job. This is a major incentive for skilled workers to leave the rural areas and therefore leaving many jobs in rural areas left open with nobody with the skills to work them. This effects many stakeholders. The owner of the business who had spent the last few years training the apprentice must now start the cycle again. The community also suffers as there is one less person providing a service. That is why the government must find efficient ways of keeping skilled workers in rural areas as they are fundamental to the survival of the community.

Tafe teachers however in their submission do not believe that these are the major causes of skill shortages in rural areas. 7Their members point out that there are large shortages in areas where pay and conditions are poorest, eg a lot of qualified mechanics aren’t working in their trade areas, because they can earn more money driving a truck. It is therefore not just a matter of addressing skills shortages but also pay conditions and how vocations are perceived by the public. The issue of public perception of skilled trades people has not been addressed successfully by governments.

RECOMMENDATION:

Set forth are a number of recommendations as to the problems

Councils in regional areas should encourage “stay local and contract local businesses.”

The government should provide funding to provide a Rural Work Income Insurance policy to assist tradesmen in situations that they cannot work as are establishing a new business.

Encourage major employers to establish 12 month contracts, particularly in rural areas. This will help to increase not only employment but also the economy of the community. Contracts will keep people in the area and as the business grows more jobs become available. Which leads to people moving to the area specifically for work.

Encourage training organizations like the Charles Sturt University and Tafe’s to develop seminars and spend time to educate businesses within rural areas to adopt new business practices,

Governments should make sure that rural areas have all the facilities required to encourage population growth in that area. Facilities such as medical centers, post offices and schools, should be located in all rural towns.

Government should place more funding into Traineeships. 1Traineeships are ideal for employers who have a specific need for one Trainee in a given area. Traineeships can be offered/conducted in a variety of ways with the main option taken by employers being an ‘On the Job” Traineeship. By providing Funding to Tafe institutions and providing employer incentives to business’s that provide traineeships to unskilled workers will be a major step in reducing the current problem of unskilled workers.

6Another recommendation would be the implementation of more courses done through distance correspondence. This allows students in rural areas to do courses from home. Thus distance would no longer be a barrier in the prevention of education for skilled workers.

However for the on the job training the Government should allocate funds to areas in desperate need to provide frequent transport to further encourage people to do studies.

This is part of the handbook which every employee and employer should act upon. You must respect other coworkers, as you would want to be respected, if there is respect within the workforces’ employees will be able to succeed. Bullying or any sort of harassment on the work floor will be tolerated and If anything does happen It will be taken to the employer to be dealt Walt IT an employee Tails to conclave tense rules Ana regulations tenure wall consequences such as wage cuts or firing. The take home message for this company: Treat your co-workers with respect and you will get the same response.

Trade Unions: Trade unions are an association that has been organized for certain types of trade, they aim to achieve goals that help employees within their Jobs. Trade unions can be very useful for certain situations for example if workers are working in unsanitary places as they will help deal with the problems. Within this company employees are able to be apart of a union although unions may only be contacted after a matter has gone through the management team and employers, if the employee is still unhappy ND unsatisfied after a informal hearing they will be able to bring the unions in to help with the matter.

If the problem is very slight there will be no need for unions to become involved and will not be accepted within the work place. Management of the labor market. Recruitment and selection. Recruitment and selection are the steps of which the company has to take in order to hire an employees. This is a very crucial part to an organization because if the wrong person is hired the Job will not be done properly and it could be very bad for the organization. The process of recruitment and selection can be very long or short, this is determined by different organizations needs and wants.

Recruitment is when the company decides what skills the candidate needs and what area of expertise they will need to have experience in. Recruitment can be within the company or outside of the company depending on the specifics of the Job. It then goes on to the selection process, which starts with advertising the position needed, and then people will be able to send their C.v. to the company. This company has a long recruitment and selection process, which people can apply wise a year. The process is a few weeks long to enable that the right people are working.

First there is a group interview with around 5-10 people, this is where some activities are given for the candidates to work together as a group and to present to the HER managers. After the first interview some of the candidates will be picked to proceed to the second interview, which is one on one. After the two interviews the managers have in mind whom they want to employ therefore they allow them to have a trial shift on the shop floor for the day to see how they work with customers. If the trial shift goes well they are able to start their Job on probation.

Strategic HARM Strategic HARM is a very important feature for any company; it is the process of keeping everything on the right path and to achieve everyone’s needs and wants of the employees and employers. By achieving goals like these, it helps how the employees work Ana now teeny Decode more stressful . For a Dustless to work appropriately they need to have a good strategic human resource management and be open for changes in the future to accommodate needs. All forces such as political, ultra and economic are put into account as well as organizational structures to keep the company running efficiently.

Our aim is to have the employees continuously doing good quality work and the company will be willing to train those in areas of need in order to have best results. All employees are encouraged to put input into the work place and to work well as groups in order to get things done quickly and efficiently. The better the employees are able to work together the more productivity will be seen. Work Life Balance: Work life balance is very important within a company and all the employees to enable hat Jobs are done appropriately and up to good standards.

Work life balance means that the employees life is balanced with personal aspects as well as working for the company. Everyone who is working needs to have a good workflow balance to be able to stay healthy mentally and physically. Over the past decade within the UK there have been polices introduced towards work life balance as a result these need to be followed under any circumstances. As an organization it is very beneficial to have a good work life balance for employees, employers and even customers.

Therefore we have a policy for flexible working hours if an employee needs time off or to change a shift, the line managers or supervisors will always take into account the employees needs and wants and try and apply them to the work. Maternity and paternity leave will be given to those employees who need it, we ask nicely for them to inform the managers 3 months into the pregnancy to enable they get the right amount of time off, for leave as well as doctors appointments etc. UK Labor Laws: The UK employment laws state that employees are not allowed to work over 48 hours ere week.

Within this company employees will be working an average of 40 hours per week with paid overtime if needed. Part-Time employees will work on average 20 hours per week. As for wages and bonus’, every starting employee will be on probation for 3 months, within this time they are unable to use the tills. During these 3 months the employee will be closely supervised by a line manager and after the 3 months is over the employee will be able to run item through the till and also receive the staff/family discounts. The starting rate of working at this facility is E. 0 ere hour, after probation has been completed and if the employee manages to succeed over IOW of selling the products for 2 months, the wages will raise toe per hour. All employees will receive additional pay when they have sold a certain amount of items on the shop floor. If there are any discipline and grievance issues within the company, they will be taken to the line managers immediately to get resolved, anyone whom has an issue with another coworker will need to write an formal complaint in order for the process to De sorted.

Dullness Is a very Important aspect Walton tons company Ana will De alt with in an informal manner until the problem has become worse. Tardiness within the work place will not be accepted and any late-comers will be penalized. Developing the organization There are many factors that are used to enable development of the employees and business, from rewarding the employees to giving them more training opportunities.

CUP One of the main features would be CUP which is Continuous Progress Development, this means that those who have been in the organization for a certain amount of time may want or be entitled to having more training or learning new aspects of the equines to widen their knowledge and understanding of the organization. Morale and Motivation: Morale within the work place is very vital to for employees to be doing a good Job, by having morale means that all employees are enthusiastic about what they’re doing as well as being happy about it.

By having morale within the work place it means that the employees will work better as a team and any type of conflict (discipline and/or grievance) will be solved effectively. Motivation within the work place is the employees desire to work well and to get the Job done well. Motivation is also a very important aspect in the work place, it facilitates for better work and working environments by either rewarding, incentives and leadership. Having a motivated work force will ensure better results in the work.

Reward Management: Reward management is used to give to employees after they have done a good Job of something. By telling the employees prior to the rewards they are able to work their hardest in order to receive them. This sort of management is very good as it gives the employees something to work for and to look forward to Also, in order for all the employees to be working hard there is a reward system that occurs within the team. Conclusion: This handbook is very important for all employees and employers to read and absorb the information given.

The trends in human resource management and its implications for education are altering. Several trends are innovative and are a result of the economy, while others are escalating as a result of new regulations, new types of degrees and education, and the type of people employed. The purpose of this paper Is to Inform the reader of several of these current trends.

The trends that seems the most critical to human resource management in education are the reduction of teachers, enhancing of job application questions, integration of technology, employee benefits, and providing staff recognition to encourage retention. These trends mark substantial challenges to schools with reference to workforce development, retention, and recruitment. New human resource management trends in education can be directly linked to the downturn In our economy. (Shield, November 2009) Simply because more schools are downsizing the amount of teachers retained, and increasing classroom sizes due to budget cuts.

Superintendents need to work with their human resource managers to determine what types of individuals will work well tit their teams. Beyond the basic educational skills, human resource managers need to know if new hires and possible candidates can produce, can be trained, and can embrace a team environment, as well as generate the ultimate goal of enhancing the academic performance of students. More human resources managers are expanding upon Job application questions as far as education, Internships, and experience in fields of expertise.

This allow for changes in interview techniques. Two types of interview may be used by the human resource manager. One Is the screening and the other is the behavior. The screening is to cull candidates that do to meet specific requirements. The behavioral interview is to make an educated selection based on fair and legitimate criteria and not a “gut feeling. ” (Mayer, 2008) Questions for applicants that are directly related to the school environment will be important in determining who gets the job and who is passed over.

While the old standards still apply to race, creed, religion, and disability as well as others, human resources managers now have to deal with the state certification of individuals and make a dedicated effort to giving these people every opportunity afforded to them by the certification they received. In the district in which I am employed, prospective teachers must have passed at least one of the three test needed for certification In order to be considered for employment. There are six goals of the strategic plan .

The first is improving academic performance for ALL students while closing the achievement gap. Next is establishing and maintaining the school climates and facilities that are safe, orderly and supportive of effective teaching and learning. Third is developing and implement procedures and programs that will infuse technology to assist in improving the physical and fiscal management, inclemency, effectiveness, Ana accountability AT ten cocoons Loving. I en recycling ten over-representation of minority and other at-risk students in Special Education.

Fifth is developing programs to promote the recruitment and retention of quality staff. Finally is promoting and encouraging positive home, school, business, and community relations that encourage student achievement. Technology is a significant trend and a fundamental part of our strategic plan. This trend is that technology advances are quickening in pace since the sass (Citron and Davies, May 2008). This trend may accelerate more significantly as more schools integrate genealogy into there academic programs.

These trends will necessitate more flexible and technologically as’. N. Y schools. The two technology objectives in our strategic plan are to ensure effective use of technology through ongoing training of our office staff and having teachers to utilize technology for lesson planning, attendance, and grading practices. Office staff will update information on the school’s website, use Manatee for budgetary matters, access available tools in SASS program, and use the television scroll to display information.

Teachers will utilize technology in daily classroom lessons. The action steps to be used are incorporating technology components each day in lesson planning, allowing teachers to check-out laptops from carts for projection, acquiring screens for each classroom, utilizing Interactive Achievement throughout grading period, providing professional development by individual teacher needs, performing required division testing on the computers (4th and 5th grade benchmarks) and using Study Island and SOL Pass.

Employee benefits is a trend that is vital. These programs will need to make radical changes to attract and retain employees. Since the majority of the current workforce is aging, hey will be looking for better prescription coverage and long-term care benefits. Employees want a good retirement plan. A great employee benefit plan help organizations to compete in today’s world. Employees not only work for money but also for intangible benefits such as enjoyment and a sense of purpose. Workforce Management 2003) One objective of the strategic plan is to show improvements by subgroups by at least 10% on each Virginia Standards of Learning test in all four core subjects. One strategy to be used in reading is exposure to different genres and understanding their components. The action steps to take place to ensure this are sing genre studies, utilizing read aloud, using Reading Mastery Program textbooks, and participation in the Accelerated Reading Program. One strategy to be used in mathematics is to enhance the quality of instruction for students.

The action steps to ensure the success of this strategy is moving experienced teachers in grade level math positions, seek professional development opportunities for math teachers, incorporate learning stations to break down activities, and participation in SOL math night. One strategy to be used in history is student involvement in surrounding to include local, state, national, and live theaters. The actions steps to be taken to be successful in this area are field trips, local speakers, Jamestown outreach, Theatre Four, and Art Bank (living history).

One strategy to be used in science is grade level mastery of standards for each student. The action steps taken administer an end of year test that contains all tested standards, communication between third, fourth, and fifth grades about expectations of students, and working with students in small learning stations to gauge individual needs. Staff recognition is a very effective part AT our strategic plan Ana another current trend. One goal In our cocoons improvement plan is to establish and maintain school climate.

The school improvement committee meets and decides up staff recognition activities that will improve the school climate. The objective is to recognize staff that support effective teaching and learning. Recognizing staff has been one of the least expensive and most effective ways in helping to boost morale and productivity and well as enhancing retention. The staff where I work have been extremely responsive to being recognized, which is shown by the low turnover rate at the end of each school year.

Staff recognition is shown weekly by spotlighting teachers and other staff members. I believe that staff recognition could be improved where I work by offering small monetary incentives. This could be funded by the fund raising committee. Gala events, best-of-the-best awards, on-the-spot recognition, gift certificates, performance reward points, sending e-cards and Just plain saying thanks – most organizations today have some form or all of these recognition programs in place with the intent to make a positive difference. HRS Management 2010) The author has discovered that a revision of this plan is needed to meet the needs of the 95% majority population of African American students. Teachers will use multicultural activities and games to stimulate instruction. In math classes, The Math Party will be used. This is a program that is used for intervention for at risk students and as a re- teaching/review tool for all students. In science and history classes, teachers will use songs and raps to incorporate in their instruction.

These integrated musical experiences can provide excitement for learning and improving students’ skills. Music is able to expand the instructional process and accommodate differences in learning styles. Most of all, music adds an unique element of fun to the classroom. When children learn with music it makes learning more exciting. With music, students tend to work harder. In the concluding examination, it is irrefutable that rhyme, rhythm, and music can make immense differences in teaching and learning. They are the intangible educational instruments that can touch students in extremely unforgettable ways.

Inc. Has made some crucial errors within their company. Failed organization, teamwork, lack of proper training and time management seem to play the largest role in the problems that BBC is currently facing. These problems can all be worked on and inevitably corrected with the usage of the correct solution. Background Carl Robins has been appointed the new recruiter for BBC, Inc. Upon entry of his new position, he has been assigned the task of recruiting and hiring new employees for the Operations Supervisor, Monica Carroll.

This Job would leave him with many there responsibilities, which Include, but are not limited to: scheduling the training, hosting orientation, preparing manuals and policy booklets, conducting physicals, and sending recruits in to be drug tested. Confident in his abilities to accomplish this, Carl Robins assures Robin that he could handle this, no problem. Even though Carl had roughly 2 months to prepare for the orientation and hiring of his new recruits, he failed to look over his materials in a timely manner.

Just a couple weeks before the orientation, he noticed that none of the trainees had been sent to drug jesting and a number of them had incomplete applications and transcripts. On top of that, he had no complete orientation manuals prepared for the 15 recruits. While running out of time and already frustrated with the current situation, he goes to the training room and realizes that it has been double booked during the time when he was to be giving the orientations. Carl has become overwhelmed and does not know what to do next. Key Problems The problems within BBC, Inc. As well as with Carl Robins, are obvious. There is a serious lack of team effort In a place and Job that requires such. Being able to work within a team Improves productivity and success, as well as enriches employee relationships (Mukluk, 2013). It would be in BBC, Inc. ‘s best interest to improve upon this. Proper teamwork would also improve Abs’s organizational skills which seem to be lacking. Incomplete manuals and double booking of a training room would likely not occur with proper organization and team ability. On the Job training is also lacking within this company.

Carl Robins was clearly unprepared for his Job of recruiting and training his prospective employees. He had no real understanding of hat all went into this before taking on such a big project. It’s clear that he assumed things would be more organized and prepared for him to where he could wait until the last minute and be K. This was not the case and brings us into another key problem for Carl Robins, which is time management. Carl had ample time in the beginning to prepare for this Job, yet he waited over a month to start reviewing all his paperwork and scheduling affairs for his recruitment.

He would not have felt near the overwhelming sense of pressure had he used his time wisely. Alternatives There are many different ways that BBC, Inc. Could’ve made this process go smoother and with more efficiency. Carl Robins, first, could have shadowed the former recruiter prior to taking on this Job. This way he would have known exactly what to expect when doing it on his own. He would know: where everything is, what is normal procedure, what typical problems arise and how long it takes to accomplish each increase his time management, Carl could have created a checklist and a deadline for each item on the checklist.

This way he would not be pressed for time and would not verse any important factors within his efforts. This would increase his organization, as well as allow him to focus on one thing at a time. Another thing he could do to make this process go better, and within a timely manner, is to create a team within the workplace in which he could delegate different Jobs to. With the checklist and deadlines, he would know exactly what needs to get done and when, of which he could relay to his teammates.

In response to the double booked room, Carl could try to work something out with his co-worker where he would give him the space for the ay of orientation, or he could find a different room to use. If he uses a different room, there’s a chance it will not be able to accommodate all 15 trainees and he may have to split their orientations into two separate days. Proposed Solutions My proposed solution is to increase on the Job training. BBC had given a Job to an employee who was ill prepared. There is no reason that he should have expected manuals to be completed for future recruits when there wasn’t even one available.

This shows the lack of organization within the company prior to the entrance of Mr.. Robins. If this was a known fact, it should’ve been relayed to him with proper communication from his supervisor or any other co-workers who work alongside him. Carl should not have been thrown into a situation, first thing, where he had many hoops to Jump through. I also encourage creating checklists with deadlines. Focusing on one thing at a time decreases the chances of getting overwhelmed. For example, he should make sure all applications were completed, one recruit at a time, and then moved them straight into the drug testing.

Drug testing should be done quickly as a arm of pre-qualification for the Job. Since drug testing costs money, it should go along with a complete application, in which also pre-qualifies the recruit for the Job. This would go more smoothly if not only he had a checklist for each task, but for each recruit. This way he could see his progress and overall completion for each trainee. He would not be surprised with every incomplete document and the fact that no one has been drug tested. He should be working with his co-workers with effective communication skills in order to ensure these things get completed.

Team building exercises should be implemented within the whole company. Many problems factor back to a lack of teamwork and communication between employees. Some possible demodulating exercises for BBC could be, Job shadowing (Hatfield, 2014), lunch room discussions, and back-to-back drawings (Middleton, 2014). Job shadowing is to be done within different departments (Hatfield, 2014). Allow employees the chance to shadow someone outside of their own department so they are familiarized with what other employees are doing. This would eliminate confusion on who is accessibility for what Job at BBC, Inc.

This could also spark ideas of how employees could work together more effectively to accomplish tasks. Lunch room discussions would involve employees splitting off into discussion groups during a scheduled lunch time (Middleton, 2014). Employees would be split up at random with the intermingling of each department. In these groups, they will discuss problems within the workplace, as well as, examples of problems that could arise and what solutions they come up with for each issue. This would be very beneficial in creating a team deter communication.

Two employees sit back-to-back and try to work together to complete a goal, solely with communication. One person has a shape in mind and the other person has a pencil and paper. The employee with the shape has to explain what to do with the pencil in order to complete the proper drawing without using any examples of the shapes itself. When finished, the two employees compare the shapes and encourage questions on communication and interpretations of employees. Recommendations I highly encourage team building exercises throughout the entire company.

This will allow employees to understand what is happening with all their co-workers and gives them a better understanding of where they fit in. This will also allow them to work together in order to avoid scheduling conflicts. I also recommend better on-the-Job training. Carl should have been left in a much better position than what he was, despite some failures on his part. I also encourage organizational skills to be added into the workplace. Focusing on organization is important to complete each Job in an effective and timely manner.

Does this vary between regional broker/dealers and warehouses? Why? Why do some pay front money and others don’t? Why Isn’t front money paid to Independent contractors? NAS. The guidance of an investment professional is essential to successful financial planning. Financial advisors play a vital role in helping individual investors reach their financial goals. Advisors can help the clients make informed decisions by understanding the client’s goals, recommend solutions and make sure that the client’s portfolio stays on track.

Yes, it varies between regional brokers/dealers and roughhouses. Financial Advisors In Warehouses offered Investment advice and charged commissions on a trade of between 1% and 2. 5%, depending on products sold. They have access to wide variety of products to deal with as they are a part of a warehouse. Financial Advisors in regional broker/dealers offered little in the way of advice and charged significantly lower commissions. The products and the assets that they manage is relatively low. Firms that recruit from other competitor firms pay front money to attract Flanagan advisors to work for their firms.

In some cases, even inexperienced but potential candidates too are given front money to lure them to their firm. However, certain firms like Merrill Lynch prefer to hire fresh new financial advisors and train them rather than pay front money which costs a lot. Independent contractors are not paid any front money as they are given mostly an independent charge on the assets they manage and the products they buy and sell. Indeed it is like running their own business under a bigger umbrella and one does not get paid front money to run his own business. . How does RUG make sure the “right” FAST end up in RAJA vs.. ROSS? Which FAST would be the right targets for Quasi? How would you make sure that they select the Quasi option? Who would not be right for Quasi? How would you make sure they don’t select Quasi? NAS. RUG made sure that the right Fast end up In RAJA from Its recruitment process which focuses on different pool of candidates when compared with ROSS. RAJA recruitment process happens completely In a decentralized way with branch managers taking the responsibility for filling the positions.

RAJA typically hires senior hires from a rigorous who wish to have more control in terms of products and services they offer to clients which was not possible in their career stint with warehouses. Here the focus would be on hiring FAST from Warehouses as they are used to the rules and regulations, sales culture. Also there is a financial penalty established If a FAA wish to leave RAJA for ROSS. ROSS recruitment process follows a different approach. They advertise in trade magazines and also take referrals from existing ROSS Fast about the brokers at other firms and follow up on these leads for recruiting.

ROSS look for FAST ho are self-driven. Apart from the technical analysis job, they look for people who have an inclination towards entrepreneurship. They will have the option to make strategies, decide on staff, hiring, etc. It is more like an individual business. The FAST of ROSS can be given an option to select the Quasi option without any restrictions as the probability of them Joining is less and also if someone from ROSS is keen on Joining Quasi they should be welcome as ROSS is a riskier business and should be handled by people with self-belief.

The Fast from RAJA can be allowed to elect the Quasi option with some limitations as it is not advisable to disturb the present system which is in place and also as we have a large potential recruits to lure with this scheme from the whorehouses who neither wishes to become an independent broker/dealer nor like to stick to their current Job profile. The portion of candidates from whorehouses forms the apt targets for Quasi. We can make sure that the above targeted candidates Join the Quasi option by giving them all the benefits that a full time employee gets and if required providing front money without heeling out too much money.

The top producers of RAJA and RAJA are not right for Quasi as it affects these branches. We can make sure that they don’t select Quasi only by interacting and get to know first about what they think of such a scheme. If some of the top producers show interest then they can be counseled and can remind them of their contributions in their current role and how they are chosen as top producers in the domain. We can transparently let them know of what the firm is planning for the top producers and what is in store for their career in the current vertical.

As explained by the Spanish Proverb. Friends are an Indispensable part of our life. They help us understand new things. They enhance our self-esteem because they think we’re the best, because we matter to them. We don’t need to pretend in front of them, just show the real personality. We all have friends. However, different people have different tastes and viewpoints to make . In a questionnaire answered from” World of Reading 3″ by Eileen K. Blab, people identified the qualities of making rinds and the most important Is a friend keeping confidences.

A sense of humor followed closely. Good conversationalist Is the less valued quality. In general, throughout our lives we come across many types of friends: convenience friends, friend’s of friends, online friends and close friends. Convenience friends usually are our neighbors or classmates who live close to us. These are the people we exchange some small articles of daily use. They will lend us their salt when we run out of it. They will ask us if we want to go shopping with them. They will aka care of our pets when we go on vacation for a week.

And, when we have visitors, they let us park at their garage. We do these for them also. However, we won’t come very close or tell too much. We may have their faceable or MS, but conversation is rarely started, unless we talk about weather or colleagues “It’s a beautiful day, isn’t it? ” “How is your new company? Are you satisfied with the current salary? “something about ordinary greetings. Thus, convenience friends benefit from each other, but are not usually very close. My friends are friends with your friends so I guess ere friends, too. These kinds of friends are all about connecting people.

I am sure most people know what that means. I have Introduced my friend who Is going to CBS to a friend who already was a CBS student. After a period of time, they meet and know each other. Soon, their circle goes on with their other circles of friends. This kind of phenomenon always happens in big social gatherings, such as parties. We will have a lot of fun together, have delicious food and exorbitant wine. Adversely, we usually chat for an hour or so, and then the conversation Is over. Conversation will continue even If they have nothing much to say to each other.

If we meet on the street, the conversation would only last for a few minutes. I’d start with” Hey, what a coincidence, what are you doing here? ‘ and end with a “Okay, see you. ” But I never really want to see them because I wouldn’t take a time to drink coffee or eat dinner. In short, this kind of friends wont open hearts to each other. Teenagers now spend a lot of time on the internet, it has become a regular occurrence to get acquainted with online friends. This is the most uncommon type of rinds, however, they can also be the most precious.

Simply Just because you all are strangers, you can pour your feeling out to them without any worries. “Those who know us well want details and specifics; strangers allow us to operate more vaguely on a cosmic scale. You can only say ‘l feel like Vie known you for years’ to someone you have not known for years. “(From Roger Bert- Lost in translation). I used to have online friends who I almost everyday talk with. I wouldn’t feel uncomfortable talking with them. In contrast, I told them all my happiness and sorrow. You can not Imagine topped talking, and life still goes on.

So, these kind of friends are more like passers- by. Last, no doubt close friends is the best category of all kinds of friends. These people contribute anything for us. They can make the winter feel warmer, the sky more clear, the water sweeter because they are there. In addition, close friends take care of us. They can skip the class to come and see us when we tell them we are sick. They lend us their money, bed, heart, time, everything they have. We feel absolutely reassured that we have them. When I was a little girl, I was living n a small countryside.

I still remember when I caught fire flies with my friend, Inning Hang. We were together so often, like each other’s shadows. One charming night fall, we ran and played in a vast farm. From land to the farm, it has a slope with woods, so we would play on the slide. Ironically, we would both fall into a waterway and came home with our clothes all mucked up. My mom was shocked, and she asked me where I had gone and why I was like that. I decided to take of all the blame. The next morning she told me she did it in same way. That was a great impressive friendship.

To summarize, each type of friends brings us diverse Joy. Convenience friends bring a lot convenience to us; friend’s friends make us have a greater social hub; we can pour all our worry out to online friends; close friends always stand right next to us although many other people come and go. Sometimes we get problem that we can not solve and they are also the best candidate to help us. Treat wholeheartedly friends, greet people with a smile from the heart and we will receive the same in return. Indeed, for feeling at ease, for comfort, for support- not according to blood but to friends.

Prospective Risk Management Identify and describe strategies you could adopt to limit legal risk in this area in the future. Be prepared to address any questions the committee may have. Identify and describe strategies you could adopt to limit legal risk in this area in the future. Hiring panel/ interview panel Suggest a hiring panel or an interview panel. To minimize the possibility of such a scenario happening In the future, a strategy just be developed that requires the Involvement of several relevant resources.

These resources Include the human resources department and other managers. Communication, education, and reporting must be Integrated In a plan that successfully nameless the chance of recurrence. We suggest a hiring panel that consist of a human resource manager, hiring supervisor, recruiter, and departmental representative. These members will make up a hiring panel that spread the responsibility of ethics in making hiring decisions. Human resource review Recommend human resources review all hiring decisions before they are final.

Require documentation regarding hiring rationale Suggest that documentation be required explaining rationale for all decisions. A decision to hire or not hire a candidate should be based on qualifications and attributes that are attractive to the hiring organization. Managers make sound decisions in their hiring choice should be able to document rationale. This may materialize as a standard document consistent throughout the organization or as a aroma correspondence supporting the hire of a candidate among the hiring panel.

This type of documentation may also serve as a tool to defend an organization or manager in cases like scenario C. Continuing education Promote frequent education of best hiring practices and enforceable laws. The goal of continuing education on hiring practices within the organization is meant to ensure that all affected personnel are aware of best practices, current trends, and laws relevant to hiring. Education should Include the Call Rights Act, delimitation scenarios, and related call cases.

It Is suggested here that organizations use computer training modules to update and refresh members of the organization on a departments in staff meetings. There should be a way to account for the comprehension of education material. Methods include post educational tests from computer models and statements of attendance and understanding in meetings. Apply the four principles of ethics to hiring practices. Suggestions: Have mediators or arbitrators ready for situations like this.