Complete “Exercise: Evaluating the Recruiting Function” in the course text, Human Resource Management Applications. Important: It seems that the numbers the text talks about (see page 26) do not match with the Exhibit 2.16. Please use the following exhibit to guide your answers to the exercise’s 3 questions at the end. Please focus your efforts on just answering the 3 questions as opposed to deriving the yield ratios. YIELD RATIOS AT EACH STEP IN THE RECRUITMENT PROCESS AND RECRUITMENT COST PER NURSE HIRED ST. VINCENT’S HOSPITAL Recruitment Sources Potentially Qualified Accepted Interview Offered Job Accepted Job One-Year Survival Above-Avg. Rating Avg. Cost Per Nurse Hired 1. Internet Applications 2. Walk Ins 1.15 2.00 1.20 2.125 1.58 1.33 1.81 2.00 1.75 3.00 2.40 1.00 54.52 300.00 3. Employee Referrals 1.08 1.85 2.60 3.25 4.33 6.50 100.00 4. Newspaper Ads 1.50 3.00 6.00 12.00 24.00 —— 375.00 5. Journal Ads 1.06 1.90 2.38 4.75 9.50 9.50 112.50 6. Educational Institutions Junior Colleges Hospital-based Schools University Programs 1.23 1.00 1.00 1.45 2.67 1.50 2.67 4.00 1.71 8.00 8.00 2.40 8.00 —— 3.00 16.00 —— 3.43 600.00 800.00 130.00 7. Private Employment Agency 1.00 1.13 1.80 4.50 4.50 9.00 2,000.00 8. Public Employment Agency 2.00 4.00 8.00 8.00 —— —— 300.00 9. Direct Mail 1.07 3.75 5.00 15.00 —— —— 450.00 10. Job Fair 1.86 2.60 4.33 13.00 13.00 13.00 900.00 11. State Nursing Assoc. Meeting 1.00 1.75 2.33 —— —— —— —— Averages for All Sources 1.24 1.87 2.79 5.25 8.27 13.65 $283.65 1. How would you evaluate the nurse recruiting strategy currently being used by the hospital? Is the hospital using too few or too many recruiting sources? Why? 1. 1. If you feel the hospital is using too many recruitment sources, which ones would you eliminate and why? What stage or stages in the recruitment process seem to be most amendable to improvements? What specific improvements would you suggest to decrease the yield ratios? Why?

Below are the final exam questions for the Final Exam Case Study, Columbia Custom Carpentry, which is attached below. The file name is HRMD 640 Final Exam.pdf. You are to answer all of the questions. Please ensure that your answers are complete.
 
 
final exam HRMD 640

Below are the final exam questions for the Final Exam Case Study, Columbia Custom Carpentry, which is attached below. The file name is HRMD 640 Final Exam.pdf. You are to answer all of the questions. Please ensure that your answers are complete.
 
1. In your opinion, what is causing the turnover at Columbus Custom Carpentry? 5 points.
 
2. How would you characterize the internal and external equity at Columbus Custom Carpentry? 10 points.
 
3.  Are the assembly technicians overpaid? Explain. 5 points.
4. Are the craters underpaid? If so, why? Will they still be underpaid if the custom hand-work portion of their job is eliminated by the jig system? Explain. 15 points.
 
5. Given the case and market information, is the CFO position best aligned with that of an accounting manager, director, or a CFO? Explain. 5 points
 
6. Are there differences in pay that appear to be based on sex/race/ethnicity rather than performance or length of service? How so? 20 points
 
7. Would you want to work for this company? Why or why not? How, if at all was your answer affected by the job analysis and compensation information in the case study? 10 points
 
8. Given your answers to the previous questions, exactly how would you rectify the key issues within Columbus Custom Carpentry? What resources/references support your plan of action? 30 points.
 
PLEASE INCLUDE CITATIONS and attachment are posted for the topic
 
The post Complete “Exercise: Evaluating the Recruiting Function” in the course text, Human Resource Management Applications. Important: It seems that the numbers the text talks about (see page 26) do not match with the Exhibit 2.16. Please use the following exhibit to guide your answers to the exercise’s 3 questions at the end. Please focus your efforts on just answering the 3 questions as opposed to deriving the yield ratios. YIELD RATIOS AT EACH STEP IN THE RECRUITMENT PROCESS AND RECRUITMENT COST PER NURSE HIRED ST. VINCENT’S HOSPITAL Recruitment Sources Potentially Qualified Accepted Interview Offered Job Accepted Job One-Year Survival Above-Avg. Rating Avg. Cost Per Nurse Hired 1. Internet Applications 2. Walk Ins 1.15 2.00 1.20 2.125 1.58 1.33 1.81 2.00 1.75 3.00 2.40 1.00 54.52 300.00 3. Employee Referrals 1.08 1.85 2.60 3.25 4.33 6.50 100.00 4. Newspaper Ads 1.50 3.00 6.00 12.00 24.00 —— 375.00 5. Journal Ads 1.06 1.90 2.38 4.75 9.50 9.50 112.50 6. Educational Institutions Junior Colleges Hospital-based Schools University Programs 1.23 1.00 1.00 1.45 2.67 1.50 2.67 4.00 1.71 8.00 8.00 2.40 8.00 —— 3.00 16.00 —— 3.43 600.00 800.00 130.00 7. Private Employment Agency 1.00 1.13 1.80 4.50 4.50 9.00 2,000.00 8. Public Employment Agency 2.00 4.00 8.00 8.00 —— —— 300.00 9. Direct Mail 1.07 3.75 5.00 15.00 —— —— 450.00 10. Job Fair 1.86 2.60 4.33 13.00 13.00 13.00 900.00 11. State Nursing Assoc. Meeting 1.00 1.75 2.33 —— —— —— —— Averages for All Sources 1.24 1.87 2.79 5.25 8.27 13.65 $283.65 1. How would you evaluate the nurse recruiting strategy currently being used by the hospital? Is the hospital using too few or too many recruiting sources? Why? 1. 1. If you feel the hospital is using too many recruitment sources, which ones would you eliminate and why? What stage or stages in the recruitment process seem to be most amendable to improvements? What specific improvements would you suggest to decrease the yield ratios? Why? appeared first on Homework Aider.

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