Recruitment and Selection PDF

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Added on 2019-09-30

Recruitment and Selection PDF

Added on 2019-09-30

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RECRUITMENT AND SELECTION

Table of ContentsQUESTION 1..................................................................................................................................11. Is 37% of turnover is the cause of concern..............................................................................12. Additional data to be gathered regarding turnover..................................................................13. Turnover is problematic...........................................................................................................2QUESTION 2..................................................................................................................................3Criteria of good cutoff.................................................................................................................3QUESTION 3..................................................................................................................................4Part 1: Identifying the selection methods with justification........................................................4Part 2: Calculation.......................................................................................................................5REFERENCE..................................................................................................................................7

QUESTION 11. Is 37% of turnover is the cause of concern Turnover rate depicts the percentage of employees who have left the firm during aspecific period of time. In other words, it can be said that, this percentage showcase the numberof employees who have been fired by the company. However, this also means that the samepercentage of employee firm will have to rehire in order to maintain the continuity of themanufacturing firm’s operation. In this regard, it can be said that the turnover rate of 37% is a major cause of concern.When this is seen in a technical way then it depicts that out of 100 employees 37 employees haveleft the firm. This indicates that there are high chances that a huge number of productiveemployees have left the company (Patterson and et.al., 2018). However, with an aim to find out whether the given percentage is the cause of concern, Iwould go through the qualification as well as the work experience of employees who have leftthe company. I will compare this data with the employees who are currently working in thecompany. If on comparison it is identified that employees who have left have better qualificationthen the current workers, then the given thing is regarded as a major matter of concern. 2. Additional data to be gathered regarding turnoverThe additional data that I would gather in relation to the specific turnover in the countryis related to the basic nature of turnover. For example, when an employee leaves the companydue to his/her own wish then it is called by the name of voluntary turnover. On the other hand,when a company forces any employees with regard to leave the firm then it comes under thecategory of involuntary turnover. In addition to this, the internal transfer is being regarded as1

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Recruitment and Selection PDF