According to Cummins recruiting staff is a very costly exercise. It is as well an essential part of their business and it has paid them adequately. When it chose the right bulk for the job trained them well and treated them appropriately, their staffs not all produce good results but also stayed with the system longer. In such circumstances, Cummins initial and ongoing investment in them has rewarded.
An organisation may learn all of the latest technology and the vanquish physical resources, but if it does not have the right plurality it will struggle to achieve the results it requires. This is true across the building block spectrum of business activity e.g. schools, hospitals, legal practices, restaurants, airlines, and diesel engine manufacturers.
aim:
Cummins recently destinyed to be the first to market with a complete range of engines that met new stringent environmental legislation.
How recruitment helped them in achieving it?
Their technical solution to meeting this legislation was only different to the competitors approach. Had it turned out to be ineffective or not to be ap groundd by government authorities, it could have led to the downfall of the company. The responsibility of making the correct finding was shared by relatively few individuals.
In plus to technical competence and appropriate experience, an organisation needs to be sure that it can rely on candidates goodwill, loyalty and commission towards the organisation and its aims. According to the Chief Executive Officer of the Cummins Group, one of the roughly crucial decisions that a leader will make is the filling of those who will support them.
Cummins was well aware of the importance of getting it right. They maintain that poor choices at the recruitment stage can prove expensive. The company was always sure of a candidates technical competence. For example, if an conduct designs a component that fails and has to be re-engineered, the company loses both time...If you want to get a full essay, order it on our website: Orderessay
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