Company Policy - Recruiting and Selecting - Case Study Example

? Company policy – Recruiting and Selecting The recent growth of business and advancement in technology promptedthe executive manager to request me to conduct a research aimed at evaluating our firm’s recruitment and selection policy. Our firm, ASDA supermarket, was recently taken over by an American wholesale and retail giant, Wal-Mart, and this advancement further called for the assessment of the recruitment and selection policy. Having worked as a shop assistant in ASDA supermarket for a long time I was the best choice to do the exercise since I have all the information concerning the supermarket chain at my finger tips. No single firm can succeed without having laid down policies that govern its day to day operations. For that reason, ASDA also has its laid down rules, principles, guidelines or directions that must be adhered to while selecting and recruiting employees. These rules and guidelines enable the firm to receive highly qualified and skilled employees. In addition to that, the selected employees are best suited for the job to ensure the overall growth and progress of the firm. In ensuring that all employees as well as potential ones understand its policies, ASDA has printed leaflets and availed them in all its outlets. Furthermore, the selection and recruitment policy is available online in the company’s website for public viewing. The policy has clarified the entire process involved in the selection and recruitment of new employees. It states that individuals wishing to work in ASDA should fill in application forms available online or visit nearest ADSA stores, and fill application forms. Thereafter, shortlisted individuals are called for interviews and their personality and working competencies scrutinized. Qualified individuals are selected and further taken to psychology tests where their IQ is tested. People with high IQ and pleasant personality are selected and given roles that makes use of their brilliance. ADSA also has clear procedures that allow recruitment of old people aged fifty years and above. The old people are viewed to have experience which is beneficial to the supermarket. These policies are extremely vital in ensuring the growth and progress of the company. It stresses on employment of qualified people who work to ensure that the supermarket achieves its goals and objectives. It serves the supermarket’s purpose in providing quality service to the people. Employing old people promotes the society’s culture to respect and take care of the elderly people. It gives them a chance to take part in nation building. The policy is updated every now and then to ensure that it reflects the current changes in the market demands. The regular updates ensure that the supermarket employs qualified individuals who are focused and dedicated in advancing its goals. The recruitment and selection policy is accepted and known by all stakeholders in the business. The society, customers, employees and customers makes up the stakeholders in ADSA. Every group has a role to play in the business; thus, wide knowledge of the supermarket’s policy will ensure that they perform their roles in the best manner possible. For instance, employees will understand what is expected of them, how to conduct their duties as well as the procedures involved in securing promotions. The customers, on the other hand, will understand best how they should be treated by the supermarket’s employees. Furthermore, having knowledge of the recruitment and selection policy will make them appreciate the supermarket’s employees. They will view them as qualified individuals who have their interests at heart. The policy plays important roles in ensuring steady growth and advancement of ASDA supermarket. Employing of qualified individuals after a rigorous interview process makes the chain of supermarket to meet the demands of the public, customers and the society. The psychological tests conducted to employ the managerial staff also promote the company’s growth since it stresses on the employment of individuals with high IQ. The ‘bring your granny to work’ program initiated by ADSA promotes its relations with the society. Employing old people gives the elderly a chance to participate in the nation building process. This strategy plays a vital role since old people are attracted to the chain of supermarkets just to be served by their peers. In the long run, the supermarket’s sales and profits are increased. The supermarket’s policy on recruitment and selection is so straightforward and does not clash with other policies. All the supermarket’s policies are aimed at ensuring its steady growth and progress; thus, their close relationship ensures that the supermarket’s goals, aims and objectives are achieved. In addition to that, all the policies are geared towards efficient and quality service delivery to the customers. Therefore, anyone thinking that the selection and recruitment policy does not serve the interests of the supermarket is mistaken and should change his line of thought. A critical analysis of the policy revealed that the policy is very efficient, attractive and extraordinarily profitable. The rigorous process involved in the selection and recruitment of staff and employees ensures that the supermarket employs skilled, qualified and motivated individuals. These individuals have the drive and zeal to do their job diligently. Their hard work and outstanding performance ensures that the business develops further. The development comes about as a result of first-rate relationships established between the customers and the employees. The qualified employees handling customers with professionalism gives customers an impression that they are valued and appreciated by the business. This concern and efficient service delivery motivates them to constantly do their shopping in ADSA supermarket. Recommendations A close analysis of the selection and recruitment policy saw the need to review it. This review plays immense role in improving the policy to ensure that it meets the changing conditions in the labor market. To begin with, I recommend ADSA to make use of consulting companies in their recruitment process. For instance, Criterion is a renowned company for offering such kind of services. Contracting them to assist ADSA in recruitment will enable the supermarket employ highly qualified individuals with superb personality (Noe, Hollenbeck, Gerhart & Wright 2010). This in turn will ensure an overall improvement in the way the company delivers its services. Secondly, the human resource department should consider recruiting new graduates who have potentials and interests in working with ADSA. These talents should not be left to go to the drain; they should be tapped and nurtured for the interests of the supermarket. The human resource department should also conduct seminars and training workshops for their employees and new recruits. These workshops and training should be aimed at motivating interested individuals with potentials to understand how the supermarket operates. Training them will ensure that they are placed in the best situation to handle all pressures that may arise in the course in their duty. In addition to that, they understand what is expected of them in their line of duty. The present employees should be considered first when new opportunities come up. Current employees understand the dynamics of the supermarket and know everything that is expected of them in the new roles they may be given. Therefore, the supermarkets’ performance and duties will not be tampered with when an employee unexpectedly resigns. Promotions and advancement in position levels motivates employees to work hard so that they may be considered in future placements and positions. This hard work eventually results to the supermarket’s outstanding growth. Cost In as much as the proposed recommendations are cost effective, they will promote the ASDA’s growth and progress. For instance, using consulting company’s when recruiting employees will reduce the supermarket’s recruitment costs (Noe, Hollenbeck, Gerhart & Wright 2010). The time spent in assessing the numerous CVs and job applications will be transferred to the recruiting firm. Considering existing employees in new job placements help in reducing the supermarket’s cost incurred while training new employees. The existing employees understand the dynamics of the supermarket, and take the shortest time in adjusting to their new tasks and roles. This will ensure that there is a quick and easy link in the supermarket’s performance. Conclusion All in all, ASDA’s recruitment and selection policy aims at improving the supermarket’s performance. Furthermore, the proposed recommendations should be put in place to ensure that the supermarket continue in its outstanding performance and service delivery to the society. The policy should be made available to the public to ensure that all the stakeholders understand it entails. Reference Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. 2010, Fundamentals of Human Resource Management. McGraw-Hill/Irwin. Read More