Recruiting, Selection, and Training Essay Example for Free

Recruiting, Selection, and Training Essay The company that I researched is WellPoint (aka Anthem Blue Cross Blue Shield). I would love to have a position as a Human Resource Director within the company. As a Human Resources professional at WellPoint, the goal is to lead their workforce and workplace talent strategies into achieving the purpose statement to convert health care with trusted and caring solutions. WellPoint also develop programs that attract individuals with vision and talent to be the future of their industry. Human Resources professionals at WellPoint concentrate on key areas such as talent management, engagement, and Integration to maximize customer focus and efficiency. Analyze the effectiveness of the company’s recruiting efforts and make recommendations for improvement. The HR professionals have a hard time getting qualified applicants to apply for certain positions. So the first challenge is getting enough people to apply to a particular job. In doing so they are able to prepare not to consider those who they deem unfit for the position. It takes a lot of effort to select the applicants that truly qualify for the job. All organizations have to begin with advertising for the position. Other resources used for employment are employee referral, employment agencies, school recruiters, walk-ins, and the internet. To work in human resources, a person must go through an industrial/psychology analysis. WellPoint human resource departments have their own job analysis and all human resource employees must help mangers anticipate and meet changing needs related to gaining deployment, and the utilization of employees. The human resource professionals must estimate the amount and type of employees the organization needs, to keep the business running successfully. Therefore they must hire someone who is qualified to conduct all the important roles as a human resource manager. Human resource departments use multiple aptitude tests to screen potential employees. These tests also determine pay  rates based on these tests. This is due to the quality of demand for a human resource manager. The selection process takes a lot of practice and involves assessing and choosing the right candidates. All selection processes must be legal, technically sound, and must accurately match the people and skills needed f or the position. Analyze the selection process of the company you researched and make recommendations for improvement. The majority of I/O psychologists believe that personality tests are important tools for choosing the right employees. WellPoint and several other big corporations use these tests to measure dimensions of personality and related characteristics. These testing methods are used to foresee insubordinate behaviors, and remove individuals that may cause trouble or hindrance to the organization. WellPoint Corporation has been dedicating numerous amounts of energy into areas such as communication, recognition, and employee retention. They understand that branding the employees doesn’t mean anything if the experience of the individuals does not match. Instead they want to establish higher profits, increased sales, lower turnover, and outstanding customer service to their members. Part of WellPoint’s pre-employment testing includes personality testing and mathematical skills. These tests are based on the individual. Some of these particular measures may be referred to as tempera ments, dispositions, or traits. Also measured in that category are employee reliability, thoroughness, change, trustworthiness, and friendliness. Various personality measures are focused on characterizing people within the standard adult range of functionality while others focus on the identification of psychopathology (Schmidt, Shaffer 2010-2011). The reasons individuals are given a basic math assessment are to measure the accountability for their employees to figure out co-pays and co-insurance amounts are calculated correctly to the claim. WellPoint has spent countless time and money in mastering the art of employee selection, training, and retention. WellPoint has a website for interested candidates to apply for careers within their organization, both online and the corporate offices. During the selection process, candidates are asked to take a variety of assessments that analyze areas ranging from characteristics, skill sets, and basic reading and writing tests. Once a candidate has been selected and has accepted a job offer, there are several types of training encountered within the company. Determine how training and talent management contribute to an  effective labor force of the company you researched. Training is a planned learning experience and it effectively prepares workers for their current and future jobs. Training for human resource managers focuses on the present job industry while development training prepares them for the future growth. Training enhances knowledge and job skills. Methods used to measure the success of the training are performance appraisals. This measures the adequacy of the human resource managers. After their performances are measured their results are discussed with them, and any changes that may need to be made in the training process can be easily detected. These pre-employment tests are used largely in Human Resource and customer service environments for middle paying entry level jobs. Testing is designed to predict proneness for theft and other forms of counterproductive work behavior in job applicants. The organization now proposes quarterly training for employees, and is on the path to training over thousands of new people due to health care reform (wellpoint.com) The whole program is centered on listening to customers, and it recognizes employees who go the extra mile in the name of customer service. Often the new hire will experience on-the-job training, during which he or she will be shown the necessary steps in their assigned tasks. For instance, if a person is assigned to the team and asked to process claims, he or she will be shown how to properly process the claim by the trainer. Other tasks that the new hire will be expected to perform, such as enrolling dependents or ordering ID cards. This training is done in a class room setting environment. Safety courses and other employee training courses are offered periodically. Some of these courses are offered online, while others are done in training sessions within the building. WellPoint corporate employees evaluate the efficiency of nearly every aspect of the training and implementation of new employees. Additional measures are also put in place when a policy or product has changed or a new one has been introduced. The department of Quality Assurance oversees this for their assigned regions. WellPoint takes great care in ensuring that their policies are proficient and products are the best quality. That is why there are several departments in place to oversee these important aspects of the corporations. They include Quality Assurance, Product Development, Legal, Human Resources and Information Services. Another way that WellPoint seeks to improve their employee job satisfaction is career training. A large  majority of WellPoint corporate staff started with the company and took advantage of the leadership training to climb the corporate ladder within the organization. WellPoint takes pride in the training program that the company offers, and this training is held worldwide. They are among many companies who has been certified to grant college credit hours to employees in the training programs. Human Resource managers must be treated ethically like their employees; however there are some cases where they are treated unethically. Human resource managers may face problems involving their employees, promotions, pay, and favoritism. Human resource managers must be very observant of all employees to ensure everyone is treated fairly. It is important that those who qualify for human resource management are the ones hired, not those who look, act, or dress in a certain manner. According to the EEOC, (Equal Employment Opportunity Commission), â€Å"Employers are not prohibited from using personality or integrity tests in the workplace. However, the statute is implicated when: (1) an employer uses tests to intentionally discriminate against minorities or (2) the tests have an adverse impact on minorities and are not job-related for the position in question and c onsistent with business necessity. No cases have found that an employers use of personality testing in the workplace resulted in the unequal treatment of protected groups. However, there could be such a cause of action if the tests were used intentionally to exclude members of protected groups. This would usually involve evidence of comparative proof that members of a protected group were treated differently than majority group members. For example, it would obviously be illegal for an employer to test minority applicants, but not majority applicants†. As long as these tests are given in a professional manner, it is not against the law to do such to find out if the individual is the best fit for the job. Employee selection and training will continue to be two of the most important aspects for growing and supporting the workforce for companies in the future. Psychological assessments, such as the ones described in this paper, is one of the many ways that companies can attempt to get the highest quality people and not select people who do not want to be there. While there is speculation of the dependability of using these assessment tools for employee selection and training, the evidence shows that it can be helpful in focusing the time and money into particular areas or people to improve  productivity within the company. WellPoint also uses verbal reasoning, numeracy, spatial awareness battery test. They consist of a number of questions with multiple choice answers, only one of which is right. As a test progresses, the questions may become more difficult, and there are frequently more questions than can comfortably be completed in the time. These tests are designed so that very few people finish the test in the time allowed. The participant’s score is then compared with how other people have done on the test in the past. This enables the selectors to assess reasoning skills in relation to others, and to make judgments about ability to cope with tasks involved in the job. On the flip side, personality inventories are used in order to determine one’s typical reactions and attitudes to a variety of situations. They could be trying to identify how well an individual can get on with others or their normal reaction to stressful situations, or simply their feelings about the kind of people they like to work with (Spector, 2008). Perhaps the biggest challenge related to the use of assessment tools is determining when to use the information obtained to remove an applicant from consideration. References The WellPoint Employee (2008). Retrieved November 13, 2013 from www.wellpoint.com Schmidt, R Shaffer, D. (2010-2011). Personality Testing in Employment. Retrieved November 12, 2013 from http://library.findlaw.com/1999/Dec/22/130153.html. Spector, P. E. (2008). Industrial and Organizational Psychology (5th ed.). Hoboken, NJ: Wiley. U.S Equal Employment Opportunity Commission. (2011) Title VII of the Civil Right Act of 1964: Employment. Retrieved November 13, 2013 from www.eeoc.gov/laws/statutes/titlevii.cfm Holley, W. H., Jr., Jennings, K. M., Mathis, R. L., Jackson, J. H. (2012). Employment Labor Relations. (2nd ed.). Mason, OH: South-Western Cengage Learning.

Atomic Bomb :: essays research papers

Atomic Bomb On August 2, 1939 Albert Einstein wrote to President Franklin D. Roosevelt. This was right before the start of World War 2. In this letter Einstein and several other scientists told Roosevelt of the efforts Hitler was making to purify U-235 in which he hoped to make an atomic bomb. This is when the United States started the Manhattan Project. This was the project of making an atomic bomb. In the project many brilliant minds were used. The most famous of these people is Robert Oppenheimer. He was the major person behind this project. He basically ran the operation and oversaw the hole project from start to completion. Other great people like H.C. Urey, Ernest Lawrence, Isidor Rabi, and Ken Bainbridge also worked on the project and put just as much into it. The most complicated process was the process of getting enough uranium to sustain a chain reaction. In that time it was very hard to extract U-235. The ration of Uranium ore to the Uranium metal is 500:1. Then out of this Uranium metal 99% of it is U-238 which is non-fissionable. Finding a process to refining the Uranium was the first step in developing the atomic bomb. A massive enrichment laboratory/plant was built in Oak ridge, Tennessee. H.C. Urey and other associates at Columbia University devised a system that separated the Uranium using the principle of gaseous diffusion. Ernest Lawrence shortly following this invention came up with a process using magnetic separation. This process was quicker then the first. After the Uranium metal was separated form the Uranium ore it is put into a gas centrifuge to separate the U-235 and U-238. The first step of building an atomic bomb was completed. They now had the U-235 to build a bomb. Over the course of six years, 1939-1945, scientist worked on equations to make the U-235 into a bomb. It took some of the greatest minds to make these formulas. At the end of the six years and after spending $2 billion they had what they thought was a working bomb or a very expensive dud. At 5:29:45 (Mountain War Time) on July the 16th, 1945 the "Gadget", the code name for the bomb, was tested in the Jemez Mountains in northern New Mexico. This was the first atomic bomb ever detonated. The Gadget caused a white blaze to stretch across the skies of New Mexico.

Sop for Mba

Biomedical Technology | Born and raised in India but now living in Chicago, I am a young man who is deeply engaged with the crossover between biochemical and biomedical research, on the one hand, and business realities on the other. My long term goal is to become an independent researcher with my own business in the area of biochemistry and biochemical research. I feel that I have already distinguished myself as a physical scientist, and now I seek the other leg upon which my long term goal is based.I especially look forward to studying in the GSB in the areas of marketing and finance as well as social responsibility and progressive political agendas in the business world. I completed my undergraduate and Master’s level studies in my native India. Then I came to XXXX University where I completed my Ph. D. in Chemistry in December of 2005. This, of course, is the single strongest aspect of my application because of the utility of this terminal scientific degree for the business world, staying abreast of the business aspects of scientific developments in chemistry and micro- biology.I am also very pleased to have received the Doctoral Dissertation Completion Award in March, 2005, based on evaluations by an interdepartmental committee of faculty members. I have authored two research papers coming out of my doctoral dissertation in 2006 that were published in the journal Biochemistry. I am the first author of both articles. Currently, I have the privilege of serving as a post doctoral research associate in the Hematology/Oncology Division of the Department of Medicine at the University of Chicago.I am also pursuing research on Acute Lymphoblastic Leukemia (ALL) and expect to receive funding from a private funding agency by next year. Two manuscripts from my postdoctoral work are in the pipeline. I will be the first author on one of the two papers. I am industrious and intelligent, with a sound educational background and a GPA of 3. 82. In fact, I am tenaciou s, and capable of a career that offers great challenges. I feel strongly that Loyola is the best place to prepare myself for making the greatest possible contribution to society through the promotion of biomedical research.With my own company my dream is to develop a specific concentration on only the most clinically relevant research. There are various reasons why XXXX’s GSB is my first choice. Most basically, I live in Chicago and I also like the flexibility of your program, but it goes far beyond that. I would feel especially privileged to become associated with your programs emphasis on the importance of values-based decision-making since business ethics and social responsibility stand at the center of my research curiosity.Nowhere, of course, is the need for social responsibility any greater than in the area of biochemistry. Your GSB Program will provide me with the solid foundation that I will need to someday manage my own business and to integrate business disciplines in increasingly creative ways that allow me to give full vent to my inspiration. I also identify with XXXX’s GSB in the focus on business issues in a global context. I ask for you help in becoming one of the highly responsible and morally sound business leaders of tomorrow in the field of biochemistry. I want to thank you for consideration of my application.

Symptoms And Symptoms Of Neonatal Respiratory Distress...

Outline I. Introduction II. Continuous Positive Airway Pressure (CPAP) a. History b. Physiological Effects c. Types of CPAP Delivery Devices i. Nasal Masks ii. Nasal Prongs iii. Nasopharyngeal Prongs III. Bubble CPAP System a. Understanding How it Works i. System Setup ii. Nebulization of Drugs iii. Cost iv. Difficulty of Use IV. Indications for Bubble CPAP in Neonatal Patient a. Neonatal Respiratory Distress Syndrome (RDS) i. Definition of Neonatal RDS ii. Characteristics of RDS in Different Gestational Ages 1. Diagnosis 2. Causes 3. Risks 4. Clinical Management 5. Morbidity b. Idiopathic Respiratory Distress Syndrome (IRDS) i. Definition 1. Diagnosis 2. Causes 3. Risks 4. Clinical Management 5. Morbidity c. Meconium Aspiration i. Definition 1. Diagnosis 2. Causes 3. Risks 4. Clinical Management 5. Morbidity d. Pulmonary Hypertension of the Newborn i. Definition 1. Diagnosis 2. Causes 3. Risks 4. Clinical Management 5. Morbidity V. Complications a. Failure of NCPAP b. Pneumothorax c. Nasal Trauma d. Agitation VI. Treatment with Bubble CPAP a. NCPAP level b. Monitoring i. Cardiorespiratory Monitor ii. Pulse Oximetry iii. Blood Gas Analysis c. Effect of Body Position d. Length of Therapy VII. Weaning from NCPAP a. Titration of NCPAP Level b. Monitoring i. Cardiorespiratory Monitor ii. Pulse Oximetry iii. Blood Gas Analysis VIII. Treatment followed by NCPAP a. Oxygen via Low Flow Nasal Cannula IX. Summary Abstract Continuous positive airway pressure (CPAP) isShow MoreRelatedRespiratory Distress Syndrome Essay779 Words   |  4 PagesProlactin Levels in Newborns with Respiratory Distress Syndrome Thesis Submitted for partial fulfillment of Master Degree in Pediatrics By Alia Saeed Abdel Maksoud Metwally M.B.B.CH Zagazig University Faculty of Medicine Zagazig University 2017 Introduction Respiratory distress syndrome in premature infants caused by pulmonary surfactant deficiency with incomplete lung development (Santosham et al, 2013). 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