Strategic Staffing in Global Communications Incorporation - Assignment Example

 Strategic Staffing in Global Communications Incorporation Our definition to strategic staffing We are concerned with long term relationships with our employees. So, for this instance, we look for highly competitive, able to cater the organizational needs and on the job requirements and who are passed through an overall credible procedure of staffing and recruitment. Providing the employees with on the job and class room training in simulated and real environment is a core value of Global Communications Inc. Job Analysis Job analysis is usually considered as a very vital stage while analyzing an overall human resource process. There are several ways to conduct a job analysis. Many of those procedures are now bound to the theories and texts. There is a little process which is in practice right now. Here we go with questionnaires, surveys, employees’ diaries and 360 degree feedback from employers, peers and subordinates (Dessler, 2000)1. Person job fit is analyzed through various techniques in real world out of which human resource information system is most significant. Our Approach to Job Analysis We have a powerful Human Resource Information System installed in our server. It is helpful in defining the scenario which updates and excommunicates about what are the current practices going on and where is discrepancy lying in the air. Another reasonable approach which is currently in practice refers to employees questionnaires in order to conduct a credible Job Analysis. This is what we know about our employees and it’s all about the ways we use to identify the required skills in the employees. Example of Job Analysis Form Postings Following field are REQUIRED to be filled in order to conduct a JA. 1. Designation Summary __________ 2. On the Job Duties ______________ 3. Computer related skills required ___________ 4. Degree to which computer is involved in performing the job duties _______________ 5. To whom the employee is required to report ________________________ 6. Specific degree minimum education required _________________________ 7. Interpersonal Skills needed ____________________________ 8. Specifications related to aptitudes ______________________ 9. Additional Professional Qualifications and certifications _____________________ 10. Scale of growth Our Approach to Posting Positions We are more likely to post the positions on the basis of prior experience of certain skills required. We focus on interpersonal and innovative skills of personnel. While posting the jobs to the concerned source, we often use only signaling by only mentioning degree requirements, prior experience and age limits. The further identifications are taken from face to face interactions and job recruitment tests. Brief Sample of an Internal Job Posting Internal job posting requires the following: 1. Employee eligibility_____ 2. Department ___________ 3. Location _____________ 4. Experience ___________ 5. Date to apply ________________ 6. Additional preferences grounds Application Process We get the applications online under career tab of our web page. It is directly reached to HR department who is liable to evaluate person to job and person to organization match by analyzing the curriculum vitae and revealing in application forms. After that the list of recommended candidates are added in minutes and they are called through phone as well as through surface mail. Our Application Form Following is the template of our application form which can be obtained through our website. 1. Sur Name: 2. First Name: 3. Date of Birth: 4. Marital Status: 5. ID Number: 6. Locality/ Nationality: 7. Complete Correspondence Address: 8. Email Address: 9. Educational Background: 10. Academic Distinctions (if any): 11. Co-curricular Distinctions (if any): 12. Professional Experience: 13. Job Related Expertise: 14. Language Skills: 15. Native Language: 16. Computer Literacy Level: 17. Degree Dissertation Title: 18. Previous Employment History: 19. Any Disability that you feel is necessary to share with us? 20. Write a brief objective statement explaining why do you feel yourself as a better fit for this job, how your skills may be helpful in value maximization of the organization supporting your career plans, mission and vision? How the Application Form Is Utilized (The Process) and Rationale The purpose of application form is to gather candidate’s bio data and eligibility to meet with the basic requirements which are come from job analysis (JA). The most important area of the application form is Question number 20. It is an informal way to judge the self motivation level, candidate’s personality and career commitment. It is an endeavor to find the interpersonal and self realization level of the candidate. By using this data, we analyze the candidates virtually on the basis of their supportive credentials. Interviewing Process We prefer to conduct panel interviews (in face to face interactions). Usually we often conduct a telephonic interview as well. The primary purpose of interview is to judge a candidate’s personality. We have top managers, field specialist, Human Resource Manager and a psychologist in our interview panel. Our Interviewing Philosophy In interview session, we usually focus on stress management and innovation skills of the candidate. During interview, we do not believe in asking too many bookish crammed questions and definitions. To check the dynamicity and behavior of the candidate, sometimes confusing questions are also asked. Examples of Legally Acceptable, Non-Generic Interviewing Questions 1. Reasons for applying for this specific job? 2. Personal Characteristics that are suitable with stress management? 3. Expertise related questions. 4. Literary terms. 5. Current affairs. 6. Interests and preferences. Pre-Employment Assessments Before granting a job to an individual, certain assessment measures are taken in order to generalize whether the person is really fit for this job or not. This may include multi rater feedback which is taken from previous educational institution or from previous employees. Organizational Philosophy to Pre-Employment Testing and Assessment We are only concerned with worthiness of the employees’ ethical and moral behavior by digging out the past performance in the prior organization. Other Important factors important in staffing Following elements are also vital in staffing process (Dessler, 2000)1 Remuneration and Payroll System Training and Development Promotion and Transfers The above described factors are important because of their nature and frequency of usage vitally in staffing process in Global Communications Incorporation. References 1 Dessler, G. (2000). Human resource management (8th ed.). Upper Saddle River, NJ: Prentice Hall. Read More