|
Ascertaining the Comparative Yields of Alternate Methods of Employment Recruitment: A Management Application of Empirical Assessment Techniques
|
| Presenter(s):
|
| Ann Breihan, College of Notre Dame of Maryland, abreihan@ndm.edu
|
| Abstract:
This paper offers an empirical analysis of the comparative efficacy and yield associated with different employment recruitment methods. Much of the important research in recruitment strategies’ efficacy in this field predates easy access to on-line recruitment, focusing instead on recruitment through newspapers, radio and television.
This analysis presents results based on data about the hire sources and turnover rates experienced from Jan. 2008 to Oct. 2009 by three Mid-Atlantic corporations offering day and residential programming to adults with developmental disabilities. This rich database includes 8,500 applicants. The relative effectiveness of each of the sources of hires is analyzed in terms of absolute yield and relative cost. Because of the size of the database, statistically significant correlations have been possible for a range of occupations, from managerial to direct service positions, including full-time, part-time permanent and temporary positions.
|
|
Developmental Network Mentoring: A Logic Model Approach to Evaluating This Form of Organizational Mentoring
|
| Presenter(s):
|
| Ray Haynes, Indiana University, rk.haynes@indiana.edu
|
| Rajashi Ghosh, Drexel University, rg429@drexel.edu
|
| Abstract:
This paper presentation focuses on the evaluation of mentoring within the context of developmental networks or relationship constellations. Organizational mentoring has evolved to manifest in different forms. Hallmark characteristics of this evolution within organizations include the coexistence of organizationally sanctioned formal mentoring programs along with its naturally occurring informal counterpart. Our aim is to present an evaluative framework for determining and ensuring the efficacy of organizationally sanctioned formal mentoring programs that use developmental networks or relationship constellations. Toward this end, we will discuss a logic model that could be used to develop and evaluate organization-based formal mentoring programs that feature developmental networks.
|
|
An Historical Study of Effectiveness of Taiwanese Companies' Human Resources (HR) Functions in China
|
| Presenter(s):
|
| Chien Yu, National Taiwan Normal University, yuchienping@yahoo.com.tw
|
| Abstract:
Since Chinese government took the open market strategies from 1979, more than 500,000 Taiwanese companies have moved to or established their branch companies in China. They started to set factories in southern part of China-Shen Zhen-a small town of Kwangtung Province, and kept to spread to the Pearl River Delta (or Zhusanjiao), the Yangtze River Delta, and other places of China. The movement of business is almost more than 30 years. The phenomenon deserved to explore in many ways, one of which is on HR function. The purposes of the study is trying to explore the effectiveness of Taiwanese Compann's HR Functions in China.
|
| | |