Business Recruitment Selection Policies Answers Assessment Answer

Technological Options to Improve Efficiency in the Recruitment Procedure:

With the advent of science and technological innovation, the recruitment procedure can be carried out in an effective way. The employment of the E-Human resource system can help the organization execute its HR duties in a highly effective, systematic and organized way. Oracle or Ascentis consist of various HR specialized modules, that can be helpful in the recruitment procedure. Nowadays, internet can be exploited for conducting online tests ad online interview sessions, necessary for verifying the skills of the job-seekers. The use of online job boards is also highly beneficial in selecting the right and the deserving employee.  The organization can also advertise its vacancy via job searching sites, and the talent management system, can help the organization electronically post jobs online, review and verify the credentials of the applicants, and selects the applicants online (Flamholtz 2014).

Support for Policies and Procedures from senior managers:

The co-operation and the assistance of the senior managers are equally important for the implementation of the plans and policies discussed above. Hence, the HR managers will require to organize regular meetings with the senior managers to understand the immediate goals and the objectives of the organization. Accordingly, the vacancies will be announced and advertised in the newspapers. The HR managers will be required to collect relevant information from the senior managers about the job roles of the vacant positions, and the skills, professional expertise and experience required for the same. The senior managers will be required to co-ordinate with the HR managers, as it will help them in assessing and forecasting the HR requirements of the organization, conducting the gap analysis, and adopting necessary means to overcome the same. For investment in the E Human Resource system, financial cooperation is required.

Trial Forms and Documents Necessary for Supporting these Policies:

The HR guidelines which are applicable for the employees working in the organization, as well as those who will be joining the organization, to work in future, will be laid out in the policy manuals of the organization, that will be distributed to each of the employees working in the organization. The HR manuals will be provided to each employee, and here not only the policies will be stated, but the penalties will also be stated, in case of the violation of the policies. An employee handbook will also be handed out to the employees (Greiner 2015).

Communication of the Policies:

While communicating the HR policies, the HR managers will be required to organize periodical discussion sessions with the employees, to make the employees aware of the significance of the policies and procedures introduced. Besides, constant reminder shall be given to each of the employees, to ensure that the instructions are being properly followed, and hence a short email message will be sent to the employees, stating the important HR policies.

Recruitment and Selection of Staffs:

Future Human Resource Needs:

For carrying out the workforce planning, the HR managers will be required to organize meetings with the general managers, to identify and respond to the future HR needs of the organization. The data regarding present gaps, or shortage of workforce should also be collected and analyzed. The managers of the respective departments should be consulted, in order to understand the requirement of staffs; for example, the IT department may have a vacancy in the position of a risk analyst, and hence, the manager of the department should be consulted for that purpose (Armstrong and Taylor 2014).

Use of Current Position Descriptors:

The good job description is very important for finding the most suitable and deserving candidates for the vacant position. The HR managers will consult the departmental head and at least one senior manager, to understand the job role of the employees to be recruited against the vacant position, Accordingly, the position descriptors will be used by the HR for the advertisement purpose.

Provision of Training sessions:

The recruiters and the hiring managers must be trained sufficiently, as it is the recruiters who represent the brand of an organization, while recruiting the employees. Online training, onsite training as well as workshops should be organized, meant for developing and improving the soft skills of the recruiters. Besides, interpersonal communication training will be imparted to employees, to help them interact with the applicants in an effective way (Naqvi and Khan 2014).

Advertisement of Vacant Positions in Accordance with the Organization’s Legal Requirements:

While advertising for a vacant position, the organization will necessarily comply with the legal requirements of the organization. For example, the anti-discrimination law clearly states that the advertisement should address to every qualified candidate suitable for the position, irrespective of his class, race or gender. The person specification should be first thought of, then carefully drafted before putting the content for advertisement, and the job description should be purely based on the skills and expertise of the applicants only (Fleck 2014).

Utilization of Specialists:

The recruitment specialists can also be employed, as they will help the organization choose the most carefully constructed interview questions befitting a particular designation, and will also help in organizing the industry specific screening test. The specialists can also help in interviewing and identifying the most suitable applicant, before sending him to the organization for the final round of interview (Certo 2015).

Selection Procedure in Accordance with the Organization’s legal Requirements:

The organization will tend to follow a strict HR policy for ensuring transparency in the recruitment process. Hence, the hiring managers will be groomed to ensure that they do not select and employee on the basis of personal preference or reject him for personal prejudice. The organization must regularly monitor and review the employment practice followed in the organization (Gatewood 2015).

Processes for Advising Applicants of Selection Outcome:

The members in the selection panel are required to contact the successful and the unsuccessful applicants. While the successful candidates will be congratulated, and asked to join the job, the unsuccessful candidates will be advised to gain access to the post-selection feedback, in order to assess the areas they need to put more effort. The successful applicant should also be informed about the recruitment outcome, or else he might switch to another organization (Schippmann 2013).

Prompt Execution of Job Offers and Contracts :

The applicant on having successfully satisfied the entrance requirements should be sent a letter of offer. The HR must also need to check and verify the character certificate of the employee, and check if there is any kind of criminal activity he has been involved in, in which case he will be rejected. After this, the selected candidates will be issued an appointment letter stating the salary package and other benefits, ad rules and policies of the organization (Stredwick 2013).

Part 3: Management of Staff Induction:

Access to Training for Employees engaged in Staff Induction:

The employees selected, should be trained about the nature of their job roles, and how the same can contribute the organizational success. The skills learnt by them should be continually evaluated and monitored by the higher authority. They should feel a sense of belonging, and hence their soft and communication skills should also be groomed.

Checking of Induction processes:

The induction training process should be regularly monitored. An induction training plan should be issued and handed over to the existent employees, and the HR manager should try to collect the feedback of the employees enrolled for training, regarding the effectiveness of the programs. A feedback form can be utilized for this purpose (Wilton 2016).

Management of Probationary Employees

The work, functions and activities of the probationary employees should be regularly checked. The managers or the leaders these employees are working under should be regularly consulted, for understanding the extent to which they have been capable of performing their job roles (Cao 2013).

Feedback from Managers

The managers should be called forth, to assess ad understand the skills and unique personal potential of the employees working in the probationary period. The employees themselves can also be interrogated, as to how far they have been able to improve their productivity through the training programs. The employees should also be asked if they are able to form rapport and friendly relation with the respective managers and leaders or not.

Refinements to Induction Policies

A good induction process is desirable for the organization, as it helps in staff retention. The employees working under the probationary period must be made aware of the goals, mission and vision of the organization, and hence at least two days should be spent training them not about their job roles, but how they can contribute to organizational success. Taking the employees on an office tour, so as to acquaint him with the old employees, or help him locate cafeteria or the washroom of the organization is also needed (Rao 2014).

Reference List:

Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Cao, N., Liang, H., Huang, J., Wang, J., Chen, Y., Chen, Z. and Yang, H.T., 2013. Highly efficient induction and long-term maintenance of multipotent cardiovascular progenitors from human pluripotent stem cells under defined conditions. Cell research, 23(9), pp.1119-1132.

Certo, S., 2015. Supervision: Concepts and skill-building. McGraw-Hill Higher Education.

Cook, M., 2016. Personnel Selection: Adding Value Through People-A Changing Picture. John Wiley & Sons.

Flamholtz, E.G., 2012. Human resource accounting: Advances in concepts, methods and applications. Springer Science & Business Media.

Fleck, N., Michel, G. and Zeitoun, V., 2014. Brand personification through the use of spokespeople: An exploratory study of ordinary employees, CEOs, and celebrities featured in advertising. Psychology & Marketing,31(1), pp.84-92.

Gatewood, R., Feild, H.S. and Barrick, M., 2015. Human resource selection. Nelson Education.

Greiner, B., 2015. Subject pool recruitment procedures: organizing experiments with ORSEE. Journal of the Economic Science Association,1(1), pp.114-125.

Naqvi, S.M.H. and Khan, M.A., 2013. Employees training and organizational performance: Mediation by employees performance.

Rao, T.V., 2014. HRD audit: Evaluating the human resource function for business improvement. SAGE Publications India.

Schippmann, J.S., 2013. Strategic job modeling: Working at the core of integrated human resources. Psychology Press.

Stredwick, J., 2013. An introduction to human resource management. Routledge.

Townley, B., 2014. Selection and appraisal: reconstituting. New Perspectives on Human Resource Management (Routledge Revivals), p.92.

Wilton, N., 2016. An introduction to human resource management. Sage.