Managing Engineering and Technology

Fourth Edition
Morse and Babcock

Some Human Aspects of

Organizing

Chapter 6

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 Management Functions

Planning

Decision Making

Organizing

Leading

Controlling

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 Chapter Objectives
• Describe the steps in staffing
technical organizations

• Explain the importance of delegation

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 Staffing Technical
Organizations
• Identify the Skill Base
• Estimate the Number of Personnel
• Plan Recruiting Policies
• Select the Best Applicants
• Orient and Train Applicants
• Evaluate Performance
• Provide Compensation
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 New Hires
• Establish the need for new hires

• Determine sources for new hires

– New college graduates
– Experienced professionals
– Technician support
– Other sources

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 Human Resource Planning
Selection
Usually involves several steps in a
filtering process
• Applications/Resumes reviewed
• Interviews accomplished
• References checked
• Candidates passing initial
screens formally interviewed

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 Resume
The first impression an engineer
makes is usually through the
resume

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 Formatting & Appearance
• Make your name stand out with a bold, larger
font size
• Use standard fonts such as Times New Roman,
Arial, or Courier
• Type Size: 10 - 12 Point
• White, beige, or light gray quality bond paper
• Use a laser printer for best finish
• Length should generally be one page unless
you have extensive experience or graduate
school work
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 Key Components
• Heading
• Objective
• Education
• Skills
• Experience

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 Additional Components
• Professional affiliations
• Honors, awards and activities
• Campus/community involvements
• Leadership activities
• Foreign language proficiency
• Computer applications
• Volunteer experiences
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 Heading
Includes contact information:
– Top of the page
– Name: large and bold
– Address: street, town, state & zip code
– Telephone number(s): with professional message
– Email address: professional looking, check on a
daily basis
– Website (optional)

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 Objective
• Short
• Specific
• Type of position
• Preferred work environment
• Specialized skills
• Tailor to each position
• What you can do for the employer
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 Sample Objectives
• Management training internship in a
community service agency leading to a
career in service to the public.
• Program development position working
with geriatric clients
• Paralegal position with opportunity to
conduct title searches and other research
• Tax professional with a national
accounting firm

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 Education
• Educational institutions or specialized
training programs you have attended
• Name and location of the institution
• Major, minor and area of concentration
• Graduation or anticipated graduation date
• GPA – if 3.2 or higher
• Certifications and/or licensure related to
employment goal
• Relevant coursework and/or thesis may be
included
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 Relevant Skills
Gained through:
• Coursework
• Employment
• Internship / Co-op
• Volunteer experience
• Student leadership
• Computer usage
• Foreign language
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 Professional Experience

• Related employment (full-time or part-time)

• Internships (paid or unpaid)
• Co-op
• Summer jobs
• Volunteer/Service learning
• Senior projects or academic research

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 References
• Separate page that complements resume – do not
include with resume initially

• Lists professional contacts who have direct

knowledge of your skills and qualifications

• References may include faculty, former

employers, and internship supervisors

• Obtain permission from references in advance

and provide them with current resume
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 Cover Letters & Business
Correspondence

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 Do’s and Don’ts
• DO follow rules of a standard business
letter.
• DO target your correspondence to the
audience/employer (Ex: avoid “To
whom it may concern, Dear
Sir/Madam).
• DO make sure there are no spelling,
grammar or punctuation errors.
• DO limit to one page.
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 Do’s and Don’ts, cont.
• DO keep a copy of everything that you
send out.
• DO make sure there is an original
signature on all the documents that you
mail out.
• DO close with a direct request for some
type of action (Ex: interview, phone call,
etc.).
• DO use high-quality stationery for hard
copies.
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 Do’s and Don’ts, cont.
• DON’T start every sentence with “I.”
• DON’T use language that is gimmicky,
jargonish, unprofessional (Don’t try to
be a comic).
• DON’T include personal information
that is not relevant to the position.
• DON’T give false impressions.

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 Types of Correspondence
• Cover letter types
– Application
– Prospecting/Letter of inquiry
– Networking
• Thank you letters
• Letters of acceptance, withdrawal and
rejection
• Employment applications
• E-mail correspondence
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 Cover Letters
Format
• Introductory paragraph

– Who are you?

– What is your interest?
– How did you hear of the opening?

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 Cover Letters, cont.
• Body
– 1-2 paragraphs containing a summary of
skills and qualifications
– Highlight targeted experiences included on
your resume (DON’T repeat your entire
resume)
– Sales pitch: Explain your value to the
organization
– Show that you’ve done your homework:

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 Cover Letters, cont.
• Closing Paragraph
– Thank the reader for reviewing your enclosed
resume
– Restate your interest in the position
• Arrange a follow-up contact
– Passive Approach: puts responsibility on
employer to make contact with the applicant
– Active Approach: the applicant offers to
initiate further contact with the employer in the
near future
• Closing (i.e. Sincerely) © 2007 Pearson Education, Inc., Upper Saddle River, NJ. All rights reserved.
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 Cover Letters
Application Letter
• Use as response to specific job
advertisements and vacancy
announcements
• Strategy is to demonstrate that your
qualifications fit the requirements of the
position
• Study the position description carefully and
persuasively show how your skills,
education and experience fit the position
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 Employment Application
• If the resume creates a favorable
impression the job candidate will be
asked to fill out an application

• May be redundant with the resume

but will usually lead to an interview

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 Campus Interview
• Graduating engineer typically makes
contact with potential employers on
campus
• Successful campus interviews
– Applicant learns about employment
opportunities and other advantages with
firm
– Interviewer learns enough about the
applicant
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 Site (Plant) Visit
• Means company has a substantial
interest
• Normally means three or four staff
interviews
• Would include a tour of the area in
which the candidate will work
• Normally includes a briefing on
company benefit programs and general
company policies
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 The Job Offer
• Is a formal letter offering specific
position and identifies
– Salary
– Reporting date
– Position and title
– The supervisor the candidate reports to
– Provisions regarding moving expenses (if
applicable)
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Orientation and Training
• Helps newcomer become aware
of organization and values

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 Orientation and Training
• Some corporations
– Hold orientation classes
– Rotate newcomers through short
assignments in various key
departments
• Includes total socialization of
newcomer to the environment and
culture of the organization
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 Appraising Performance
• Provide feedback to the employee

– Guidance on how to improve

performance
– Performance basis for
rewards/promotions
– Objective documentation for actions
against non-performers

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 Sources of Power
• Legitimate or formal authority
• Reward
• Coercive
• Expert
• Referent

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 Committees
• Reasons for using committees

Policy making/administration
Representation
Shared knowledge
Securing cooperation
Pooling of authority
Training of participants
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 Effective Committees
• Committee purpose and chair
• Size
• Preparation – agenda
• Conduct of meeting
• Meeting follow-up

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