代写作文:Autoaccess公司

05 3月 代写作文:Autoaccess公司

代写作文:Autoaccess公司

Autoaccess公司需要一个强大的招聘流程,这将导致一个高效的绩效体系。第一步是雇佣合适的人。为了解决公司面临的问题,公司应该考虑雇佣合适的人。公司的招聘流程应该是透明的流程,可以通过使用公司的基于胜任力的模型来实现。本报告详细讨论了公司为达到其要求所需要遵循的详细解释和流程。通过遵循这一透明和动态的模式来实现共同的目标,公司有望实现增长和持续。

代写作文:Autoaccess公司

AutoAccess公司是一家专业生产汽车配件的生产企业。这些配件主要是为了提高客户的舒适性而设计的。该公司的主要目标是提高驾驶时的舒适性。基于他们成功的产品设计和实用,有扩展计划来满足消费者的需求。该公司聘请了乔治亚州为公司物色和招募人才。她被聘用是因为朗达的推荐,朗达是一名现有员工。格鲁吉亚以前在另一个部门工作。她曾为一家呼叫中心公司招聘人才。她招募了70人来满足目前的需求。尽管如此,还是有一些员工跳槽到了另一家公司。该公司目前面临15%的员工流动率。根据主管的说法,新员工不符合公司文化。

本报告的目的是找出招聘实践中的根本问题,防止员工流失。本报告将突出这些问题并就此提出建议。

代写作文:Autoaccess公司

Autoaccess Company needs to have a robust hiring process that would lead to an efficient performance system. The first step would be hiring the right person for the job. To address the issue faced by the, company should consider is hiring the right people for the job. This recruitment process of the company should be a transparent process and can be achieved by using the competency based model of the company. Detailed explanations and the process that the company needs to follow to achieve their requirements have been discussed in detail in this report. It is expected that by following this transparent and dynamic model towards the shared objectives, there will be growth and sustenance of the company.

代写作文:Autoaccess公司

AutoAccess Company is a manufacturing company that specializes in automotive accessories. These accessories are primarily created to enhance the comfort of the customer. The primary objective of the company is to increase the comfort of the drivers while driving. Based on their successful product design and utility, there is plans of expansion to meet consumer requirements. The company had hired Georgia to identify and recruit talent for the company. She was hired because of the recommendation from Rhonda an existing employee. Georgia had previously worked for a different sector. She was involved in the hiring of talent for a call centre company. She was able to recruit 70 people to meet current requirement. Nevertheless, there were a number of employees who had now moved on to another company. The company is now facing 15% employee turnover rates. The newly hired people are not aligned with the company culture according to the supervisors.

The purpose of this report is to identify root issues in hiring practices, prevent employee turnover. This report will highlight the issues and propose recommendations for the same.