netrashetty
Netra Shetty
Human Resource Management of Ameriprise Financial : Ameriprise Financial, Inc. (NYSE: AMP) is a company that offers financial advice and products. It is the successor to American Express Financial Advisors (AEFA), a former subsidiary of the American Express Company. In 2005, American Express spun off AEFA as an independent company. Its new name came into effect August 1, 2005, and the transaction closed on September 30, 2005.
The company's headquarters are in Minneapolis, Minnesota. James Cracchiolo is the current chairman and chief executive officer.
Ameriprise Financial, Inc. (NYSE: AMP) is a company that offers financial advice and products. It is the successor to American Express Financial Advisors (AEFA), a former subsidiary of the American Express Company. In 2005, American Express spun off AEFA as an independent company. Its new name came into effect August 1, 2005, and the transaction closed on September 30, 2005.
The company's headquarters are in Minneapolis, Minnesota. James Cracchiolo is the current chairman and chief executive officer.
Recruitment is an important HR process that needs to be prioritized. The employees at High Air complains about the ineffective recruitment process. In order to ensure that the recruitment process is effective and successful the company must:
* Develop a recruitment policy and system that are aligned with the company’s goals and objectives.
* Conduct needs assessment to determine the current and future human resource requirements of the organization.
* Identify the potential human resource pool inside and outside the organization.
* Conduct job analysis and job evaluation to identify the individual aspects of each job and calculate its relative worth.
* Assess qualifications profiles drawn from job analysis and job descriptions that identify responsibilities and required skills, abilities, knowledge and experience.
* Document the actual process of recruitment and selection to ensure equity and adherence to equal opportunity and other laws.
The company needs to employ more methods of recruiting other than the traditional newspaper advertisements and employment agencies the company can also make use of Internet Recruiting.
1. Advertisements – Advertisements in newspapers and related publications are popular methods of recruiting. High Air can still have its job posting in various newspapers and magazines as it allows the organization to cast a wide net, to publicize and demonstrate an effort to reach every sector of the labor market.
2. Employment Agencies – Employment agencies can still be helpful for High Air. Public employment agencies run by local governments have an up-to-date list of unemployed persons. They also provide service for individuals seeking employment and for business organizations seeking employees. Private employment agencies differ considerably in the level of service, costs, policies, and types of applicants they provide (Sims 2002).
3. Internet Recruiting – Using the internet is faster and cheaper than many traditional methods of recruiting. High Air can post jobs on internet sites for lesser amount that in prints, remain there for longer period of time, and are available twenty-four hours a day. Candidates can view detailed information about the job and the organization and then respond electronically. Given the disperse geographic make-up of Los Angeles, internet recruiting has the potential to reach more job applicants.
Recommendations for Selection
At the heart of any effective selection system is an understanding of what characteristics are essential for high performance. In order to help the organization in choosing the best applicant, the information obtained from the job analysis is used in creating a job specification. The job specification sets the criteria or the knowledge, skills and abilities that an applicant must posses in order to fulfill the job successfully. The selection criteria of the company are the following:
1. Education – the educational attainments of the applicants are assessed in order to identify the individuals that posses the right abilities and attitudes.
2. Experience – experience is another criterion that the company uses in the selection process. Experience refers to the amount of time individual spent working, either in a general capacity or in a particular field of study. Experience is presumably an indicator of an individual’s familiarity with work, his or her ability to work, and a surrogate measure of a person’s competencies as an employee.
3. Skills and Abilities – skills and abilities are another set of selection criteria. Skills and abilities relate more precisely than do experience or education to the specific qualifications and capabilities of an individual to perform a specific job.
4. Personal Characteristics – personal characteristics reflect the individual’s personality and may be in certain kinds of job.
High Air can use different selection tools in order to ensure that the section process is effective and fair.
In addition to the organization’s current selection method, which is job interview several selection methods can be used to add to the effectiveness, reliability and validity of the selection process.
1. Reference and Background Verification
Reference checking, which involves collecting information from applicant’s previous employers provides a potentially useful means of assessment. Reference checks serves two important purposes. One is to verify information provided by applicants to ensure that they have not fabricated their qualifications and past work histories. Reference checks also provide information about applicants that might predict job performances (Sims 2002).
2. Employment or Ability Tests
Employment and ability tests can also be used by the organization in order to make its selection process more effective. An employment test is a device for measuring characteristics of an individual to include factors such as personality, verbal and quantitative skills, intelligence, o aptitude. Such tests are generally administered before the final stage of interviewing. The testing of applicants offers two advantages: test results seem to be objective and free from personal bias, and they are usually expresses numerically so that they lend themselves to statistical analyses and thus can be validated
The company's headquarters are in Minneapolis, Minnesota. James Cracchiolo is the current chairman and chief executive officer.
Ameriprise Financial, Inc. (NYSE: AMP) is a company that offers financial advice and products. It is the successor to American Express Financial Advisors (AEFA), a former subsidiary of the American Express Company. In 2005, American Express spun off AEFA as an independent company. Its new name came into effect August 1, 2005, and the transaction closed on September 30, 2005.
The company's headquarters are in Minneapolis, Minnesota. James Cracchiolo is the current chairman and chief executive officer.
Recruitment is an important HR process that needs to be prioritized. The employees at High Air complains about the ineffective recruitment process. In order to ensure that the recruitment process is effective and successful the company must:
* Develop a recruitment policy and system that are aligned with the company’s goals and objectives.
* Conduct needs assessment to determine the current and future human resource requirements of the organization.
* Identify the potential human resource pool inside and outside the organization.
* Conduct job analysis and job evaluation to identify the individual aspects of each job and calculate its relative worth.
* Assess qualifications profiles drawn from job analysis and job descriptions that identify responsibilities and required skills, abilities, knowledge and experience.
* Document the actual process of recruitment and selection to ensure equity and adherence to equal opportunity and other laws.
The company needs to employ more methods of recruiting other than the traditional newspaper advertisements and employment agencies the company can also make use of Internet Recruiting.
1. Advertisements – Advertisements in newspapers and related publications are popular methods of recruiting. High Air can still have its job posting in various newspapers and magazines as it allows the organization to cast a wide net, to publicize and demonstrate an effort to reach every sector of the labor market.
2. Employment Agencies – Employment agencies can still be helpful for High Air. Public employment agencies run by local governments have an up-to-date list of unemployed persons. They also provide service for individuals seeking employment and for business organizations seeking employees. Private employment agencies differ considerably in the level of service, costs, policies, and types of applicants they provide (Sims 2002).
3. Internet Recruiting – Using the internet is faster and cheaper than many traditional methods of recruiting. High Air can post jobs on internet sites for lesser amount that in prints, remain there for longer period of time, and are available twenty-four hours a day. Candidates can view detailed information about the job and the organization and then respond electronically. Given the disperse geographic make-up of Los Angeles, internet recruiting has the potential to reach more job applicants.
Recommendations for Selection
At the heart of any effective selection system is an understanding of what characteristics are essential for high performance. In order to help the organization in choosing the best applicant, the information obtained from the job analysis is used in creating a job specification. The job specification sets the criteria or the knowledge, skills and abilities that an applicant must posses in order to fulfill the job successfully. The selection criteria of the company are the following:
1. Education – the educational attainments of the applicants are assessed in order to identify the individuals that posses the right abilities and attitudes.
2. Experience – experience is another criterion that the company uses in the selection process. Experience refers to the amount of time individual spent working, either in a general capacity or in a particular field of study. Experience is presumably an indicator of an individual’s familiarity with work, his or her ability to work, and a surrogate measure of a person’s competencies as an employee.
3. Skills and Abilities – skills and abilities are another set of selection criteria. Skills and abilities relate more precisely than do experience or education to the specific qualifications and capabilities of an individual to perform a specific job.
4. Personal Characteristics – personal characteristics reflect the individual’s personality and may be in certain kinds of job.
High Air can use different selection tools in order to ensure that the section process is effective and fair.
In addition to the organization’s current selection method, which is job interview several selection methods can be used to add to the effectiveness, reliability and validity of the selection process.
1. Reference and Background Verification
Reference checking, which involves collecting information from applicant’s previous employers provides a potentially useful means of assessment. Reference checks serves two important purposes. One is to verify information provided by applicants to ensure that they have not fabricated their qualifications and past work histories. Reference checks also provide information about applicants that might predict job performances (Sims 2002).
2. Employment or Ability Tests
Employment and ability tests can also be used by the organization in order to make its selection process more effective. An employment test is a device for measuring characteristics of an individual to include factors such as personality, verbal and quantitative skills, intelligence, o aptitude. Such tests are generally administered before the final stage of interviewing. The testing of applicants offers two advantages: test results seem to be objective and free from personal bias, and they are usually expresses numerically so that they lend themselves to statistical analyses and thus can be validated
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