Paper: The Effects of Hiring Unqualified People in the Case of California Technology and Manufacturing Group

This is costing the department a lot of money because of the time put into training. Expert resources are being kept from doing their jobs because of dedicated one on one training. The main impact of all the wasted training is that sometimes we are short of meeting our weekly commits because of the tools that can't be utilized due to training schedules. There's always an understanding between management and employees when schedules are tight due to training but, when training is not successful those missed schedules will never be made up and the cycle will continue again with the next trainee. The main benchmarks that I've used are the training logs and performance reviews for the past 7 years. In the past 7 years there has been a trend in the training time line. The one thing that has changed is we don't have a hiring department anymore; our hiring is now done by the supervisor and the technical coordinator. Another is my own knowledge of what a qualified person should be able to learn in a certain amount of time. To solve this problem | suggest a few changes in the hiring process. First management should either bring back a hiring department who knows the requirements for each cluster or they can let the trainer of the clusters have a part in the hiring process. Usually it's a person who's been trained and worked at each cluster for a number of years. Second, there should be a test that will test a persons skills such as multitasking and analytical know ledge. They should also ask question to see if the person wants the job being offered or does he/she just needs a jobs desperately. This is a good staring point, after hiring a few employees with this method we can then compare data to see if anything changed, if not we can tweak the procedure from there....