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MBAFPX 5014 Assessment1 2.docx HRM-FPX 5060 HRM-FPX 5060 Selecting the Right Candidat

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MBAFPX 5014 Assessment1 2.docx HRM-FPX 5060 HRM-FPX 5060 Selecting the Right Candidate Company Overview CapraTek's Western Sales division is having a problem retaining employees. The sales divi... sion has had more frequent turnovers than any other division in the company. Over the last few years, CapraTek has gone through several directors. Due to the high turnover, the sales division has lost 80% of its clients when the companies average is under 5%. A leading cause behind the turnovers could be related to redesigning the product and sales processes that are becoming complicated. Another factor could be related to it becoming harder for customers to qualify for financing. Combining these actions does not lead to positive outcomes and are mostly raising their prices to be higher than their competition. The biggest downside to the sales division's high turnover rate is that it affects other divisions in the company at all levels. Employees are suffering from low morale and are beyond confused about the changes. Despite candidates being hired both internally and externally for the director roles, neither group lasted. This report aims to analyze several possible courses of action that could be used to address the frequent turnover issue within CapraTek's Western Sales division. Consulting Services Considering the current turnover rate, there are many reasons to seek an outside consulting service. After many failed attempts to fill this role, a pro of the consulting service is the workload is now off of . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . . [Show More]

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