COURSE:HUMAN RESOURCE MANAGEMENT

Question (4 + 2 + 2 = 08 marks) Read the given case and answer the following questions:

a. Why is GenMets recruiting strategy so focused on relationships with schools? What other recruiting methods, if any, would you recommend?

b. For the position of marketing executive at GenMet, select two kinds of tests you think would be most important to include in the selection process. Explain your choice.

c. Define ways to measure the success of a selection method.

At Gen Met, as for many other small manufacturing com- break, Gen Met hires high school teachers, hoping they will panies, the number one hurdle for recruiting is the nega- talk about the good jobs students can obtain if they learn tive perception of manufacturing jobs. CEO Eric Isbister math and other relevant skills. It participates in a state- recalls participating in job fairs at local high schools and run program that partners businesses with high schools seeing parents pull their teens away from exhibits by manu- and technical colleges to offer students apprenticeships. facturers. That attitude has rubbed off on young people, where they work a few hours each week, rotating through who often assume that manufacturing jobs have all but each department of the company. The company also hosts disappeared-and if they haven't completely gone away, the an annual event on National Manufacturing Day, when jobs must be low-paying and dirty. visitors are invited to tour, observe the equipment, and see Isbister would beg to differ. GenMet, which fabricates employees enjoying their work. GenMet also sponsors high metal for making a range of products as varied as military school robotics teams, bringing them to the company to trucks, wind turbine components, and metal shelving for watch as parts for their designs are fabricated by employees. store displays, is a high-tech operation that relies on com- puters and automated equipment. It also depends on skilled workers such as welders rather than heavy manual labor. Gen Met is located in Mequon, Wisconsin, and has a workforce of about 60. Many of those employees are older than 50, so Gen Met's owners know they have to plan for a wave of retirements in the years ahead. While Gen Met president Mary Isbister says, "If I could find people with the skills I need, I could take 10 more welders tomorrow," recruiting is not just about filling positions that are cur rently open. Rather, the focus is on how to ensure that the local schools are developing a workforce for the future. With these goals in mind, recruiting involves outreach to the teachers and students in the community. Over summer