Group assignment presentation for MGSM MBA course MGSM800 Human Resources Management

2.  Introduction and Assumptions
 All HR Practices Depend on Recruitment
 The Cost of Getting itWrong
 The Benefits of Getting it Right
 So How DoYou Do It?

3.  Recruitment industry worth over $22bn annually
and is one of Australia’s biggest employers
 Skills shortage
 Recruitment: “The process of screening, and
selecting qualified people for a job at an
organisation”

4.  Skills can be trained, personality cannot
 Working well in teams is important
 Ceteris Paribus applies:All other things equal,
better people will make a company perform
better

5. Employment
branding
Recruitment
Assessment
Selection
Performance
management
systems
Learning
Training
Development
Remuneration
Rewards
Job design
Planning
Orientation
Induction
Structure
Leadership
Culture

6. Structure
Leadership
Culture

7. Structure

8. Leadership

9. Culture

10.  Short-term
 Re-recruitment cost and time
 Training cost and management time lost
 Medium-term
 Morale issues
 Sustained turnover causes loss of other good people
 Lack of continuity for customers/partners
 Energy focused on internal issues
 Long-term
 No permanent culture
 Damage to recruitment brand
 Lost productivity, more sick days

11. Case Study: Exetel

12. John Linton, CEO of Exetel P/L

13. 19
25
Apr-09 May-09
Number of New Sales
$7,468
$8,880
Apr-09 May-09
Average Revenue Per Sale
$47,300
$74,000
Apr-09 May-09
Average Revenue Per SalesTrainee
$141,900
$222,000
Apr-09 May-09
Revenue