[ Home ] [ BSCI 7100 - Students ] [ Doster Construction ] [ Brice Building ] [ Clement Contracting ] [ Salter Construction ] [ Holder Construction ] [ DE/TE Builders ] [ SunTrust Bank ]
[ Up ] [ Drew Yantis Interview ] [ Holder Assign 1 ] [ Holder Assignment 2 ] [ Student Work ]
BSCI 7100 – Executives Issues in
Construction - Williams
Assignment 2 – Thursday, Sept. 21,2000
Student Name: ________________
Students are to work in the traditional group orientation
for the class and select one of the following topics.
Mr. Yantis will assume the group spent 8 to 10 hours preparing the
assignment. Students should divide
into groups prior to the Thursday class, and be prepared to discuss their
approach with fellow students. The
assignment is due Sunday evening in order to give Mr. Yantis an opportunity to
review them prior to his return visit Tuesday, October 3, 2000.
Each group should submit their assignment to dyantis@holder.com
as well as willi14@auburn.edu in order
to receive credit.
- Evaluate the employment process from both the
perspective of the potential employer and potential employee.
Determine what information you would want to gather about the
employee or employer, how to get that information, and how to compare that
information with others.
- Develop a performance evaluation from both the
perspective of being evaluated by your company as well as that of evaluating
your company. As a manager,
what should the company think is important about your performance
(efficiency, timely completion of tasks…)? What are the technical and
non-technical evaluation points? As a manager, on what basis should I be
evaluating the company (opportunity for advancement, culture…)? The
evaluation should be performance based and not related to compensation.
- Prepare an exit interview for employees leaving the
company from the perspective of the employer. Identify methods by which you will determine the
employee’s interpretation of experiences at your company, good and bad, as
well as how to get a sense for retention issues.
Identify who will be responsible for administering the interview and
how they will provide feedback to your organization.
Address issues such as culture, performance, expectations, industry,
or any other potential areas of dissatisfaction.
- Develop a human resource statement from the
perspective of the recruiter. Identify
the recruiting strategy/policy as though you are a HR director who needs to
develop a strategy for successfully recruiting new employees. What is the
process? Who administers the process? How do you prepare the company to
receive new hires?