Human Capital Concepts Worksheet Essay

1487 words - 6 pages

Attributes of the staffing system: Career system orientationJanet Durham, VP of human resourses for InterClean, Inc, remarked in an e-mail sent to her staff on February 1, 2005, that they will certainly be responsible for screening new sales hires. This statement along with David Spencer's notes from the executive committee meeting on February 7, 2005, would lead one to believe that new employees will be hired. David states that "gaps need to be filled with new hires". Based on the level of expertise that each new hire will need to meet the expectations of the new corporate structure, it would seem evident that these new recruits will be taking on positions well above the entry level.David Spencer remarked in his InterClean company wide memo that "clearly, this is a golden opportunity for anybody at Interclean who wants to help create and fill new and exciting positions of responsibility". This indicates that although the company is willing to go to the external labor market for other than entry level positions, there is room for advancement from within for those who are willing to put in the extra work. This attribute of the staffing system is concerned with the typical sources of talent for a company. Termed a "supply flow," this dimension is "measured by the openness of the career system to the external labor market at other than entry level. Some companies focus on internal labor markets, drawing from the external labor market only for entry-level assignments, and" then follow a "promotion-from-within" policy. Others hire as needed, across organizational levels, from the external labor market. The difference in approach seems to be a function of the firm's strategic focus and the employee behaviors required to implement the desired strategy. (Dreher and Dougherty, 2001, ch 3, p.6).Attributes of the training and development system.Dreher and Dougherty (2001) discuss five dimensions along which firms can differ with respect to their general approach to training; skill orientation, training method orientation, career pathing, succession planning and skill inventories.InterClean seems to focus on three of these dimensions; skill orientation, training method orientation and skill inventories. It appears that they have completely ignored career pathing and succession planning at this stage of their development.David Spencer speaks of the sales staff becoming conversant in the language of each client's industry as it relates to cleaning and sanitation. This focus indicates that sales staff with have to become "multiskilled" and cross functionally trained in order to meet the goals of the company's new plan.The training methods mentioned in the scenario are pretty standard and not really spelled out. Janet Durham asks her staff to "start thinking about training strategy" in her February 1, 2005 memo. David Spencer states that he "expects all management personnel to begin integration efforts immediately" between InterClean and EnviroTech employees,...

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