Affordable Health Insurance Irving TX

 

 

Affordable Health Insurance Irving TX

Their method is illustrated by their new Affordable Health Insurance Irving TX recruitment processes. Traditionally, Intel sent approximately two hundred operations managers to campuses to recruit students, bringing a number of them back to Intel for additional interviews. The new recruiting process relies primarily on six professionals for recruitment and screening, while one hundred to two hundred operations managers occasionally make on-site presentations, host job fairs, and sponsor Affordable Health Insurance Irving TX open houses. The six recruitment professionals focus on screening and selecting talented students at different levels to work as interns. In 1992 and 1993, Intel offered seven hundred three-to-six month Affordable Health Insurance Irving TX internships per year.

POTENTIAL PITFALLS AND THINGS TO WATCH OUT FOR

Power Shifts

With a shared service organization, power shifts from the corporate office to Affordable Health Insurance Irving TX, and HR business professionals gain influence in the organization. Within corporate limits they become the conduit through which HR practices are designed and delivered, the account managers for delivery of HR practices, and the HR representative within the business.

Depersonalization

Some customers like using Affordable Health Insurance Irving TX and telephone and mail-in banking. Others feel that automated banking is faceless, depersonalized experience; they prefer to visit live tellers. A similar sense of depersonalization may arise among employees using service centers. In lieu of seeing and knowing the HR professional who serves them, these employees may find their needs are being met through a combination of information technology and telephone transactions. Employee expectations from HR services must undergo a shift from valuing personal contact to valuing efficient delivery of quality services.

HR professionals working in service centers may also feel somewhat distant from the people they serve, especially those who went into human resources as a career because they “like people.” The service center concept does not provide face-to-face personal contact; it represents a process for service. HR professionals who find the lack of face-to-face contact depersonalizing may, however, take comfort and pride from serving their clients efficiently and well.

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