Category: Writing

This text has been adapted from an article which appeared in The Guardian – a British newspaper.
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Attachments:
5920763_1_Constant-Cravings.docx
5920763_2_Distinguishing-Between-Factual-and-Opinion-Statements-in-the-News.docx
5920763_3_From-Smart-to-Useless—The-impact-of-10-years-of-smartphone-use.docx
5920763_4_Garbage-Island—The-Great-Pacific-Garbage-Patch.docx
5920763_5_How-America-s-diet-has-changed-over-time.docx

RORY’S FIRST INTERNATIONAL ASSIGNMENT By Jane Coffey, Curtin University of Technology
Company background .lasperson’s Consulting is a well-established, highly respected and successful Australian company, providing consulting services in the areas of HR auditing and evaluation.The number of contracts the company has won has increased considerably over the past five years as a result of the burgeoning costs associated with the employment of skilled staff throughout Australia. Labour shortage trends across the country have also made companies aware of the need to attract, secure and retain good staff, and to evaluate their current processes and systems to ensure that they are conducted in an efficient and cost-effective manner. The company’s head office is in Perth and there are branches in Sydney, Melbourne and Adelaide. The company employs tertiary-educated staff to provide consulting services to clients and has a core group of administrative support staff. Jasperson’s has gained a national reputation for quickly identifying problems with existing HR processes and systems for clients and providing recommendations for improving productivity and saving costs. In the past 18 months, interest in its services has come from Asia, particularly Korea, apan and Singapore, which have been experiencingsimilar labour shortage issues and increased competition from China, Thailand and India. In response to this, Jasperson’s has been keen to establish a market in these countries with a view to setting up offices in their capital cities.
Recruitment strategy The company’s established reputation in Australia has meant that it has experienced little trouble in attracting high-quality graduates from Australia’s leading universities. On an annual basis, the company approaches these universities, advertising graduate positions within each of its three main offices across Australia. The graduates the company seeks hold either a Bachelor of Commerce degree majoring in HRM, management or industrial relations, or a Bachelor of Science degree majoring in organisational psychology. The company’s graduate recruitment program is comprehensive and includes a number of evaluation phases in order to select the best candidates. Initial applications are screened and short-listed on the basis of degree and major studied as well as overall grade received. Short-listed applicants in each capital city are then invited to participate in a group interview process, which identifies verbal communication skills, career aspirations and areas of interest. A final short list is then derived, with applicants participating in an intensive three-day selection program, incorporating group projects, case study analysis, and verbal and written presentations, followed by psychometric testing. Each state employs between five and 10 new graduates each year. Previous work experience is not a key selection criterion for successful appointment. Graduates are appointed on the basis of demonstrating the following competencies: • a tertiary qualification majoring in HR and/or organisational psychology • consistent, above-average grades throughout time at university
PART 5 / Case study A
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Attachments:
5925389_1_case-study-2.pdf