Technology and the principles of Scientific Management

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November 18th, 2013

Technology and the Principles of Scientific Management:
How they are used in Human Resources today
to recruit and train employees.

Manufacturing companies with a primary focus on operations management are using the principles of scientific management and technology to find and train employees. Scientific Management Techniques, Inc, is the global leader in the industry who provides unique testing and training solutions in 31 countries. Scientific management was first introduced in the beginning of the twentieth century. “This concept was developed by Frederick W. Taylor who was an imaginative engineer and insightful observer of organizational activities”. He published “The Principles of Scientific Management” in 1911. “The essence of Taylor’s philosophy was that scientific laws govern how much a worker can produce per day and that it is the function of management to discover and use these laws in its production systems (and that it is the function of the worker to carry out management’s wishes without question)”. Scientific Management Techniques, Inc. has built their business for forty years based on Taylor’s principles and has evolved with technology to provide the most advanced manufacturing skills assessment machines and training programs. The upturn in employment is driving the demand for technology tools to help in the recruiting process. In the manufacturing business there are many candidates but not necessarily qualified candidates, “Thirty-two percent of U.S. manufacturers report a skill shortage in the midst of this great recession” . During the recruiting process the biggest challenge is to sort through the candidates as quickly and efficiently as possible. “By using technology, organizations don’t just get the candidates, they get more qualified ones” . The use of recruitment software effectively speeds up the recruiting and hiring process. Depending on the software chosen it can keep a constant pool of candidates, weed out the unqualified and prescreen candidates so employers can focus on the most promising candidates. This is a crucial time saver for companies. According to Workforce.com a recent report from the U.S. Bureau of Labor Statistics predicts that a hiring will surge will occur at 14.3 percent between 2010 and 2020, creating 20.5 million new jobs. As recruiting costs increase so does the importance of finding the right candidate. Companies spend mass amounts of money recruiting employees each year. Companies with more than 10,000 employees world-wide pay a median figure of $1,949 per hire compared with midsize companies, which pay $3,632, and small firms, which pay $3,655” . Out of the industries analyzed, manufacturing companies have the highest recruitment costs per hire, with their median spending at $6,443, the second highest was business services at $5,700, the lowest was health care at $2,127. This is because manufacturing jobs require specialized skills such as familiarity with particular types of equipment and or software. According to this survey which included 414 companies in the US, the calculation was based on their spending on internal recruiting staff, third party agencies, company career websites, applicant tracking software, job-listing services, college recruiting, employee referral programs, plus other recruiting related expenses and divided that number by their total hires over the preceding year. Due to manufacturing companies spending the most money it is imperative that they find the best candidates. That is where skills assessment through scientific management comes in. Companies such as Scientific Management Techniques, Inc. provide much needed skills assessment tests for manufacturing companies. They offer skills tests that help manufacturers identify the most qualified candidates. Through their assessment programs they offer hands on skill testing in the areas such as mechanical skills, hardware skills, electrical skills and machine...
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