Recruitment & Strategy Plan, Staffing Organization - Essay Example

? Staffing Organization of the Recruitment & Strategy Plan Recruitment of the right candi for the right position is animportant job of the human resource (HR) manager. Talent management includes recruitment and selection activities and also includes strategies which align with the goals and objectives of the organization (Ashton & Morton, 2005). The various recruitment processes is as follows: (Source: Author’s creation) It is decided by the management that different kinds of recruitment process would be selected at various organizational stages during the initial three years which would include the following: Recruitment Process (Internal) Stage /Phase Job Posting One of the traditional methods of recruitment which includes the posting of a job vacancy on the HR bulletin board but at the presently the job posting is announced through electronic modes. Initial Phase Promotion It is concerned with the shifting of one employee to a higher rank, status, facilities and income (Bennett, 2002). Second Phase Recruitment Process (External) Stage /Phase Advertisement The usual method of the management is to advertise about the job vacancy models for a higher and junior level post. The advertisement is usually published in the newspapers, magazines, periodicals, journals etc (Kot & Leat, 2008). Initial Phase Internet Recruitment One of the most innovative methods of recruitment would be when the company posts their job vacancies in their official websites or through online recruitment agencies. These online agencies match their requirements with the potential of the candidate. Second Phase Educational Institutions Campus recruitment is one of the newest methods of recruitment where the management recruits through the veracious reputed educational institutions. Third Phase 1. Communication Message for Applicants The coffee shop would be hiring candidates for the position of the financial accountant, point of sale system and servers. The suitable communication message for the recruitment procedure of the coffee shop would be as follows: Job Description Engaged in analysis of the financial accounts. Responsible for collection cash at the point of sale systems Desired Profile Should have proper numerical knowledge and communication skills. Should have excellent communication and interpersonal skills. Experience 0-2 Years Role Accounts Education Graduate in any discipline Compensation $17500 Per Annum Location Maryland, Chicago and Texas Functional Area Accounts, Retail and Business Development Job Description Servers Desired Profile Candidate with excellent communication skills in English and good interpersonal skills Experience 1-2 Years Role Human resource Management Education Graduate Skills Compensation $ 200000 Per Annum Location Chicago, Texas , California, New York Functional Area Human Resource Management 2. Communication Medium for Recruitment Procedure Although, there are various types of communication methods for recruitment procedure the fundamental communication medium required in this context would be the combination of physical and mechanical media. Physical media like department and excusive meetings would be helpful in case of internal recruitment in the coffee shop. Departmental meetings among all the branches would be held which would focus on communicating about the various vacancies in the company. This is one of the most important communication medium which helps in the dissemination of recruitment message clearly. Physical media would be used only in the case of internal recruitment procedure. Mechanical media encompasses email, weekly letters, personal letters and other social media websites. These communication medium would be used for communicating about the vacancies in the organization and also facilitate the recruitment procedure smoothly (Langenegger, Mahler & Staffelbach, 2010). These medium would be used for both internal and external recruitment methods. Each of these communication medium have different impact, like email and social media websites would enable the management to write precise, clear and accurate information. Personal letters would have a personalized effect and would detail about the job requirements accurately (MacLean, 2007). 3. Selection Process, Advantages & Disadvantages Since, the management would recruit candidates for branches in different locations, the selection process would be chosen after much thoughtful consideration. In this method a group of prospective candidates are selected for screening and interview purposes to assess their degree of qualities and knowledge in terms of their job requirements (Choi, Woods & Murrmann, 2000). The selection process is as follows: a) Receipt of applications: In this step the application forms are distributed among the prospective candidates for them to fill it up. The application form gives preliminary information about candidates which would help the interviewer in formulating interview questions (Bose, 2004). b) Scrutiny of Application: A proper scrutiny of the application forms is conducted to select the most suitable candidates out of the prospective candidates called for the preliminary interview (Bose, 2004). c) Preliminary Interview: In this round the candidates get to communicate with the managers. During the interview process the interviewer gets to know the candidate and vice versa. This round is necessary as it helps the managers to understand whether the candidate is suitable to for the position mentally and physically (Bose, 2004). d) Selection: The candidates who are selected in the preliminary interview round are finally selected for the job position. A dexterity test like personality test, typing test is usually followed after this round (Bose, 2004). e) Checking of References: A candidate is generally required to give some referential names, e.g. names of persons who have similar qualifications, experience, character etc. The interviewer usually makes a thorough research into the candidates past employment, education, police record etc (Bose, 2004). f) Medical Examination: The examination is conducted to test whether the selected candidate is mentally sound or not (Bose, 2004). g) Placement and Orientation: The selected candidates are given proper training and orientation to enhance their skills and abilities Advantages & Disadvantages of Selection Procedure Advantages To determine the present and future requirement of the organization in conjunction with its job analysis activities and personnel planning To ensure that the organization is adequately staffed all the time and the purpose is to attract and recruit suitable candidate for the correct position. It helps in attracting the candidates at a minimum cost. It helps in meeting the organizational, legal and social obligations regarding the composition of the workforce (Destination Excellence, n.d.) Disadvantages It is a time consuming process and involves tedious paperwork. It includes a series of activities and requires constant monitoring. 4. Initial and Substantive Assessment Methods used in the Selection Procedure Various forms of assessment method would be required for the selection procedure in the coffee shop like screening applications and selection tests which helps in assessing the personality and the analytical ability of the employees. Unstructured interviews will help the management in understanding the employees much more clearly. Initial assessment methods are used to for the selection of the internal candidates through internal methods and procedures (Eggert, 2009). The various initial assessment methods include peer, self assessment managerial sponsorship and informal discussion methods. Peer methods help in testing the knowledge of the candidates through peer rating and ranking methods. The self assessment methods help in analyzing and evaluation of the skills of the employees through various techniques which determine whether the employees are liable for promotion or not (Gusdorf, 2008). Substantive methods help in selecting the selective candidates chosen for the final interview rounds. The various substantive methods would include the job knowledge tests, performance appraisal, knowledge testing, assessment centers and simulation methods. The job knowledge tests are also conducted in pen and paper format and help in testing the mental strength of the employees. Performance appraisal is also regarded a possible job predictor which tests the ability of an employee based on his past performance (The Hartford, 2013). The assessment centers also known as elaborate methods involve the usage of collection of predictors for forecasting the success that can be delivered by the employees. A single assessment test cannot determine whether the candidate is suitable or not hence, the management needs to utilize various methods to select a particular candidate (Price, 2011). 5. Knowledge, Skills, Abilities and Other Characteristics (KSAO) Assessment abilities KSAOS are assessment test which help in determining the technical and non technical skills of the employees (National Archives & Records Administration, n.d.). The assessment ability tests will include a series of interviews and tests. The test would be categorized into verbal and written test. The verbal test would be conducted to analyze the oral and communicative power of the employees and it would also be helpful in determining the knowledge of the employees and the behavioral skills of the employees. Various kinds of tests would include the cognitive ability tests which help in testing the verbal, communicative and oral power of the employees. Mostly, organization uses methods like cognitive ability, job knowledge, personality, integrity and medical test to understand the physical ability and the developmental skills of the employees which shape up the personality of the employees. Although, these tests are designed to check whether the employee fits the job position or not but it also helps in determining whether the employee can manage the situational crisis or not. Most of the cognitive and knowledge tests are conducted in pen and paper format and not in electronic format. References Ashton, C., & Morton, L. (2005). Managing talent for competitive advantage. Melcrum Publishing Limited, 4 (5), 28-31. Bennett, H. (2002). Employee management: The key to absence management in local government? Leadership &Organizational development journal, 23 (8), 430-441. Bose, C. (2004). Principles of management and administration. New Delhi: PHI Learning Pvt Ltd. Choi, J. G., Woods, R.H., & Murrmann, S.K. (2000). International labor markets and the migration of labor forces as an alternative solution for labor shortages in the hospitality industry. International Journal of Contemporary Hospitality Management, 12 (1), 61-66. Destination Excellence. (n.d). Employee turnover costs and solutions. Retrieved from http://www.aofp.ca/Uploads/Factsheet2_EmployeeTurnover.pdf Eggert, M. (2009). Absence management pocketbook. Alresford: Pocketbooks. Gusdorf, M.L., 2008. Recruitment and selection: Hiring the right person. Retrieved from http://www.shrm.org/education/hreducation/documents/recruitment%20and%20selection%20im.pdf Kot, G. E., & Leat, M. (2008). A survey of recruitment and selection practices in Egypt. Emerald Group Publishing Limited, 1 (3), 200-212. Langenegger, P. B., Mahler, P. & Staffelbach, B., (2010). Effectiveness of talent management strategies in Swiss companies. Retrieved from http://www.business.uzh.ch/professorships/hrm/forschung/diskussionspapiere/Diskussionspapier%20Nr.%2016.pdf MacLean, A.D.B. (2007). The management of absence: Why it matters. Emerald Group Publishing Limited, 29 (4), 392-413. National Archives & Records Administration. (n.d.). All about KSAOS. Retrieved from http://www.afge503local.com/docs/Forms/KSAO's.pdf Price, A. (2011). Human resource management. (4th ed.). London: Cengage Learning. The Hartford. (2013). Innovative thinking on the practice of absence management. Retrieved from http://www.thehartford.com/employee-group-benefits/absence-insights Read More