Exercise 1 1- Source: (internal) Reason: because the current employee understand the mission, culture and goal of the

e organization better than the employee who come from outside the organization . save time and money to train the employee who come from outside the organization encourage the other current employee to work hard to get a better position method: sending an email to the employee to know about the new position needed look to the database of employee the internal applicants must be qualified to apply for this job give incentive (more salary, medical insurance ):

2- Design

Job postings
background: Aramco Training Services Company was incorporated in 1991 to provide a training, development and education program for select Saudi Armaco employees at companies or facilities in the United States. Since the programs inception, more than 1,000 Saudi Aramco employees have participated in professional training assignments in the United States and supported the activities of approximately 200 host organizations ranging from Fortune 500 companies to local municipalities Job title: (Network administrator) job description: (network administrator) creating a network thats allow employees to working and communicating with each other inside or outside the organization to achieve organizational goal. job specification: bachelor in CS ,and course training in network for at least 6 months experience at least for 3 years work time: one part time from 8 AM to 4PM should be available when need (emergency case ) salary: 15,000 per month age : from 25 up to 30 gender: male

Exercise 2 1- Selection Method : Look for qualified people Look for Experience at least for 2 years in a particular position Read CV of employee Interview the employee Test the employee Make a decision Reason: To save time To Select the best employee for a specific job with appropriate qualification 2- Fife interview question : Exercise 3 1- The typical alternative are: Out sourcing: the process of hiring an external provider to do the work that was previously done internally. Contingent workers: also known as disposable workers who work as part timers, temporaries, or independent contractors therefore they have a nontraditional relationship with the employer and work. Professional employer organizations (employee leasing): a company which leases its employees to other businesses Over time : when the employee is asked to work beyond the regular paid working hours. 2- Steps of recruitment process are: Employee requisition Determine whether qualified employee are available within the organization or there is need to look to external source. Recruitment source Recruitment method Recruited person identified Introduce your self ? What do you know about this position or job ? Why you have chosen this position or job ? What type of skills do you have to apply for this job ? What are the qualification you have?

3- External sources of recruitment are: High school and vocational schools: many of these have good training programs for specific occupational skills such as repair and mechanics. Collage and universities: potential professional, technical and management employees are found in these. Competitor in labor market : the most highly qualified come from competitors. 4- Traditional external method of recruitment : Media advertising : when the company communicates its news through media, newspapers and billboards. Employment agency: : organization that helps firms recruit employees Job fairs : when a single employer or a group of employers attract a large number of applicants to one location for interviews. Internship: a special form of recruitment that involves placing a student in a temporary job with no obligation Event recruiting : recruiters going to events being attended by individuals the company is seeking. 5- Basic steps in selection process : Preliminary interview Review of applications Review of resumes Selection test Employment interview Pre-employment screening Selection decision Medical examination Notification of candidates 6- Method of interviewing: Group interview: meeting in which several job applicants interact win the presence of one or more company representatives. Board interview: an interview in which several, cross functional representatives interview the candidate to gain multiple view points. Realistic job preview: method of conveying both positive and negative job information to applicants in an unbiased manner.