T2. HRM

A big 'block', this in multiple elements.  In the end you should have a decent English cv and covering letter and a strategy for being interviewed.

A. BRAINSTORM. What are the direct and indirect, financial and non-financial costs of losing (and having to replace) a member of staff?

Take this from the point at which a commercial salesman becomes disenchanted by working for Company X, right through to having a new recruit in post, and, after a period of induction and support, making a positive contribution to the company and intending to build a career there. 

WHY are we doing this?  So that you underzstand the organisation's perspective upon recruitment.

HOW.  First define the key phases between the two points then allocate pairs to develop what is going on in each phase / stage.

Quantifyable + Non-Quantifiable costs of losing a member of staff

PRESENT your findings as a team in the context of a group of professional HRM consultants reporting back to Company X

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B.  What can / should / must organisations DO to control and reduce these costs? 

Working in your pairs again based on each phase identified above, produce in writing, in English a mini-report which you will then present (same context as A above).

C. PLENARY: What does all this mean to YOU as an applicant for a post or a promotion … in the way you:

• find out about job opportunities
• prepare your c.v.
• present your covering letter.
• prepare for interview

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BRAINSTORM this up as a GROUP to discuss with me.