The CEO of Savannah Engineering, Inspection and Insurance Company (SEIIC) often says, Our most important asset walks out the door every night.?? The compa

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Recruiting Engineering and Technical Personnel at Savannah Engineering, Inspection and Insurance Company (SEIIC)

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Recruiting Engineering and Technical Personnel at Savannah Engineering, Inspection and Insurance Company (SEIIC)

In the context of the constantly growing demands for qualified personnel in the wide field of professional recruitment, SEIIC has been struggling with several important issues related to the proper approach to staff recruitment and the selection of the best engineering and technical professionals. The current employment landscape is a dynamic that offers both prospects and risks that require a systematic approach to human capital management Cascio 2021)., To effectively manage these emerging risks, SEIIC needs to have a strategic recruitment framework, which encompasses the use of emerging technologies, workforce training and enhancement, talent sourcing, and deployment of skilled engineering and technical personnel, and that encourages employee engagement.

The nature and demand of the technical workers have been affected in one way or the other by the following factors. The cost of quality education has been on the rise while governments have equally expanded employment for technical expertise (Litvinenko et al., 2020). This trend implies that SEIIC needs to come up with new techniques for sourcing talent in a world that is increasingly becoming more and more competitive. The company understands that for it to achieve operational success it requires hiring and retaining talented technical employees who can work under changing technological systems. Organizational needs discharge a complex recruitment marketing plan. Cascio (2021) argues that there is hardly any area that is immune to the influence of technology in today’s world of organizations. Another reason why SEIIC needs to build and develop human capital is because of the development of new forms of technological needs that need to be filled by new strategic employees who must meet not only technical specifications current at the time of employment but also possess the ability to grow with the evolving technology (Dahlman & Westphal, 2019).

For the challenges facing SEIIC in recruitment, the following recommendations should be taken into consideration. One is the strategy of aiming at providing exhaustive training programs to the current human resource. This approach offers two significant benefits: showing an interest in employee training and development as well as being one way of upgrading internal resources at a lower cost (Dachner et al., 2021). Training can improve employees’ self-estimations, and they will be up-to-date with the new trends in the marketplace (Litvinenko et al., 2020).

When hiring, the focus should be placed on identifying candidates willing to learn and more often be ready to change (Harsch & Festing, 2020). Considering that changes in technology are constant, SEIIC requires persons who can learn new ways of working fast. This needs a rather extensive and detailed selection strategy that measures candidates’ growth apart from the regular technical aptitude tests.

There will be a key consideration along the lines of financial structure when deciding recruitment. Strategic conditions of this economy and/or current economic disturbances, such as the increasing costs of health coverage and possible economic crises, may affect compensation plans. This paper reveals that due to economic factors that are at play, SEIIC has to come up with impressive remunerations that have to be competitive at the same time The company cannot afford to lose out on talented human resources to other firms (Stahl et al., 2020). Possible novel incentives might consist of working conditions, education and training possibilities, and employee benefits.

There is therefore need for recruitment strategies to aim at building the employers’ image. It entails possible challenges including customer loyalty and internal communication (Gupta et al., 2019). Thus, SEIIC can brand itself as an organization that would offer employees a chance to grow professionally while collaborating for the common good hence attracting the best staff.

The technological infrastructure needs attention when it comes to an employment decision. Given that SEIIC requires new machines and technological development of machines, the company has to look for individuals who at the same time have up-to-date technical skills and can grow in tandem with technological advancement (Piwowar-Sulej, 2021). This needs to be a strategic approach that looks not only at potential but at ability in the present and indeed potential for the future.

To effectively source candidates, SEIIC should:

1. Develop partnerships with technical educational institutions.

2. Implement robust employee referral programs.

3. Utilize targeted digital recruitment platforms.

4. Participate in industry conferences and technical job fairs.

5. Create internship programs that can serve as talent pipelines.

The selection process should incorporate:

1. Comprehensive technical skill assessments.

2. Behavioral interviews focusing on adaptability and continuous learning.

3. Problem-solving exercises that simulate real-world challenges.

4. Background checks and professional references.

5. Potential for cultural fit and long-term organizational alignment.

Lastly, the effectiveness of the strategies in recruiting engineering and technical personnel will determine the measures taken by SEIIC to develop a positive and vibrant work culture. Thus, the intricate nature of the trends involved in the creation of a recruitment strategy that targets technical workforce reconstruction must be comprehended so that the company is in a better place to obtain the best talent that will help its competitiveness grow in an ever-fluid talent market complexed by technology advancement.

References

Cascio, W. F. (2021 ). Managing human resources: Productivity, quality of work life, profits (12th ed.). McGraw-Hill.

Dachner, A. M., Ellingson, J. E., Noe, R. A., & Saxton, B. M. (2021). The future of employee development.  Human Resource Management Review,  31(2), 100732.

Dahlman, C., & Westphal, L. (2019). Technological effort in industrial development–an interpretative survey of recent research.  The economics of new technology in developing countries, 105-137.

Gupta, B., Mittal, S., & Mittal, V. (2019). Employer branding and its relation with HR functions of employee recruitment and retention: A review of literature.  The Marketing Review,  19(1-2), 85-105.

Harsch, K., & Festing, M. (2020). Dynamic talent management capabilities and organizational agility—A qualitative exploration.  Human Resource Management,  59(1), 43-61.

Litvinenko, V. S., Tsvetkov, P. S., & Molodtsov, K. V. (2020). The social and market mechanism of sustainable development of public companies in the mineral resource sector. Eurasian Min, 2020, 36-41.

Piwowar-Sulej, K. (2021). Human resources development as an element of sustainable HRM–with the focus on production engineers.  Journal of cleaner production,  278, 124008.

Stahl, G. K., Brewster, C. J., Collings, D. G., & Hajro, A. (2020). Enhancing the role of human resource management in corporate sustainability and social responsibility: A multi-stakeholder, multidimensional approach to HRM.  Human resource management review,  30(3), 100708.

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Trends likely to affect SEIIC

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Trends Likely To Affect SEIIC

Economic and financial areas

Economic crisis – This could have an impact on the company by decreasing cash flow from exports, remittances, domestic output, and investments. The Resources Corporation's incapacity to obtain loans has caused their business to collapse. The crisis can have resulted from taking too many risks that did not pay off (Ramin & Omar, A, 2021). Because of the risks, a hole is made in the systems that is hard to patch. Flat real wages, exorbitant CEO compensation in the form of bonuses and salaries, inadequate regulation of the financial industry, and the ensuing rise in inequality and debt-financed consumerism are some of the other factors that contributed to this disaster.

Health coverage expenses – Given all of its rulings and the way it established national programs like Medicare and Medicaid, the government is to blame. Premium costs have increased in response to the growing expense of health insurance. Furthermore, consumers might not have access to sufficient insurance coverage, which would make managing their options more difficult and expensive (Lotz, 2021). Governments may be forced to raise taxes, take on more debt, or reduce spending in other crucial areas like infrastructure and education in order to keep up with the rising costs of health care. This would have a negative impact on economic growth and affect both individuals and businesses. These then have an impact on the employees, management, and beneficiaries of the business.

Legal and political areas

Mortgage crisis – The rise in interest rates is making it harder for businesses to borrow enough money, which is making the mortgage situation worse. Buyers who previously would have had difficulty obtaining financing were able to benefit from the market's rapid rise due to increases in accessible mortgage credit. When consumers were able to obtain mortgages when they otherwise would not have been able to, it made the problem worse. Given the existing situation, it will be challenging for the business to provide clients with in-house solutions (Litvinenko et al., 2020). The firm suffered as a direct effect of the crisis, which left client demands unfulfilled. The market was seen negatively by potential homebuyers.

Loss of customers – The company has lost money as a result of a decline in customers brought on by subpar manufacturing and shipping capabilities. Because there isn't any reciprocal communication between the company and its customers, they don't feel valued. The members of the team might not collaborate effectively enough to guarantee that their clients' needs are satisfied and that they continue to have enduring relationships with them (Ramin & Omar, 2021). Let's say the business adopts the current trends and ceases to offer the services that its clients have become accustomed to. Because they will be unhappy with the goods and services the company currently offers, those clients may cease doing business with it entirely.

Social and cultural areas

Domestic partnership – Protections against discrimination and benefits coverage have been increased. Partners have improved employee collaboration and made the workplace safer. Some people have the ability to form enduring bonds with their coworkers that continue long after they leave the company. Every employee is aware of their duties and strives to fulfill them as effectively and efficiently as they can.

Technical workers – The growing cost of higher education and the growth of government employment are two reasons contributing to the increased need for technical people. After completing this course, staff members are more aware of the latest developments in the organization and have a deeper understanding of their roles. The organization has to hire new staff members who can pick up and adjust to these new methods of operation because it is also changing the systems it utilizes to conduct business and how it operates (Litvinenko et al., 2020). Another choice is for the business to spend money on training its present employees so they can stay current on the latest developments and contribute to the company's growth. Because they will realize that they have acquired the skills and information necessary to carry out their regular responsibilities effectively, the training will boost participants' self-confidence.

Global and technological areas

Access to a new market: The shift in the business's regular activities will necessitate the creation of a new market. The company can reach more consumers and improve its prospects of increasing sales if it can enter new markets (Cascio, 2021). This rise in sales has the potential to increase earnings in addition to enhancing the top line. The company's operations will be impacted by its innovative approach to human resource management, which will increase its clientele (Lotz, 2021). Customers will have additional options if a new product or service is introduced into an existing market. This could mean that they are just providing something new or that the new products are better than the ones that are currently in the customers' homes. The brands that consumers desire to purchase will be more prevalent and more reasonably priced.

Need for new machines: Businesses frequently need to make investments in new machinery in order to stay up with technological advancements. The implementation of advanced technology demands a significant change in the way the business functions. The social system's structure affects the pace of technological advancement in a number of ways. Relevant factors include norms, powerful individuals, change agents, the government, and the results of inventions. The cultural context, the nature of political institutions, the laws, the policies, and the administrative structures are other factors to take into account. Technology has an impact on almost every element of human life in the twenty-first century, including the effectiveness and safety of transportation, the accessibility of food and medical treatment, and people's capacity to communicate with one another and complete tasks (Cascio, 2021). The internet makes it easier for people from all over the world to connect and exchange resources and knowledge. Thanks to advancements in technology, communication and industrial efficiency will soon both improve.

References

Cascio, W. F. (2021).  Managing human resources: Productivity, quality of work life, profits  (12th ed.). McGraw-Hill. ISBN: 978-1260681352

Litvinenko, V. S., Tsvetkov, P. S., & Molodtsov, K. V. (2020). The social and market mechanism of sustainable development of public companies in the mineral resource sector.  Eurasian Min,  2020, 36-41.

Lotz, A. D. (2021). In between the global and the local: Mapping the geographies of Netflix as a multinational service.  International Journal of Cultural Studies,  24(2), 195-215.

Ramin, F., & Omar, A. D. (2021). Lean Management as a Solution to Startup Economic Unsustainability During Economic Crises:: A Multiple Case Study.

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Savannah Engineering – Wk 3 Assignment

The CEO of Savannah Engineering, Inspection and Insurance Company (SEIIC) often says, “Our most important asset walks out the door every night.” The company relies on the knowledge and skills of its employees for its success. Without its human capital, the company has little to offer its customers. As noted in the introduction to the case, SEIIC has been experiencing difficulty in meeting customer service expectations and is experiencing problems with retaining some of its most valuable employees. Building on your previous work in the case, you will need to analyze the critical HRM areas of training, performance management, and career management.

· Summarize key details about the case to date. What are the most important issues affecting SEIIC’s HRM? Your summary should be no more than one to two paragraphs. (Imagine that you are riding down the elevator with SEIIC’s CEO and she asks you to provide a high-level summary of what you’ve discovered so far. You have thirty seconds from the time she gets on the elevator until the time she gets off. What would you say?)

· Evaluate at least three current approaches or trends related to training (in organizations), including pros and cons of each.

· Justify a training best practice for SEIIC to help it meet customer service expectations and enhance retention of employees.

· Evaluate at least three current approaches or trends related to performance management, including pros and cons of each.

· Justify a performance management best practice for SEIIC to help it meet customer service expectations and enhance retention of employees.

· Evaluate at least three current approaches or trends related to career management, including pros and cons of each.

· Justify a career management best practice for SEIIC to help it meet customer service expectations and enhance retention of employees.

Submission Details:

· Make sure this assignment is 6-8 pages in length in APA format.

· Due by 12/16/24 at 8:30pm CST  

Requirements:

1. Make certain to include in text citations from your course text in addition to your outside leadership resources within your main post. This adds credibility to your argument. [Textbook]: Cascio, W. F. (2021). Managing human resources: Productivity, quality of work life, profits (12th ed.). McGraw-Hill. ISBN: 978-1260681352

2. No plagiarism will be tolerated. Must be in 7th Edition APA format with cited sources within the last 5 years.

3. No AI support, score must be 0% and less than < 10% score on Turnitin

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Use of Creditable Sources Required: Week 3 Project

This information credible sources requirement supports the Project Assignment details and rubric. 

To earn the maximum, score in each section, that demonstrates knowledge of the topics:   A)  "exceeding the expectations" = 3 + different credible sources intext cited for each section per the rubric. B)  Sufficiently supports = use of 2 different intext cited sources per section. C)  Weakly supported credible sources used = 1 intext cited source D)  Lacked credible sources = No sources intext cited 1.    Research needs to go beyond the course textbook or course lecture notes. 2.    Sources published, authored, and less than 6 years old.

Example1: The scope section can be written simply as a scope statement. However, to use information from credible sources to support the response: information can be used from sources that support scope importance, what it is, how it benefits a project, negative effects if no scope is developed.

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The week 3 assignment has SEVEN parts as per the assignment details. Each part has multiple sections that need to be addressed.

•    Make sure you review the assignment details and the expanded grade rubric to help you address all points.  •    Use external credible sources to support your paper. Make use of at least 3+ different external creditable sources and for each section (not the course site or course textbook) •    Make use of APA guidelines to format you documents, use effective subheadings, a title page, intext citations, full reference section. •    Submit your answers in a 6 to 8-page Microsoft Word document, using APA style.

For this assignment there are 7 separate content sections, Sub heading examples are:

Case Summary Three Training Trends and Pros/Cons. Three Performance Management Trends and Pros/Cons. Three Career Management Trends and Pros/Cons. Justification of a Training Best Practice. Justification of Performance Management Best Practice. Justification of Career Management Best Practice. References

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