案例7章-10章.docVIP

Incident 7–1: Inside or Outside Recruiting This case illustrates the need for balancing internal and external recruiting. 1. Is recruiting the problem in this company? The primary problems are a lack of planning and development rather than recruiting. Powermat never seemed to have had an overall plan for recruiting personnel. Company loyalty seemed to be strong among “old-timers” so no emphasis on recruiting was ever needed. Once the need became apparent, management reacted with very little planning and development of the new hires. The natural assumption was made that new managers could be brought up the same way as the old managers with little formal development. 2. If you were the consultant, what would you recommend? A comprehensive recruiting plan is needed. Powermat needs to step back and look at its overall situation and determine what course of action, in relation to recruiting, is needed. One part of this overall plan could be emphasis on management development once the employee is hired. An orientation program, coupled with comprehensive on-the-job learning experiences, would help give the new managers the confidence they need to succeed. Incident 7–2: Malpractice Suit Against a Hospital This case illustrates the problems associated with poor recruiting practices. 1. Which of the two alternatives would you recommend to the hospital? The hospital needs to re-evaluate its recruiting process. The type of personnel the hospital is attracting is less than desirable. At this point, the hospital recruiting approach seems to be very casual with a “sink or swim” attitude. The problem is that this approach, as evidenced in the case, can be very costly. The hospital should definitely upgrade its recruiting process. Some consideration should be given to the development of specific criteria for selecting personnel. Aptitude tests might be appropriate in this situation. Also, a more effective interview session could also aid in the selection process. Attention should