Organization Selection - Essay Example

? Organization Selection Question The concept of human resource obligates to replicate awareness, skills, abilities and many other qualities that are required by the successful human resource professionals. The Required Professional Capabilities (RPC) such as the skills and knowledge are an essential part of the Canadian HR Professionals which are derived from the cross section of HR professionals and academics. The RPC are grounded on the central competences of HR policies, practices and profession in Canada. They help in the test conducted by the National Knowledge Exam and National Professional Practice Assessment. These examinations are conducted in Canada to test the expertise of the HR and ultimately the exams and the RPC help the professionals to ensure proper working environment. The Professional Standard Committee regularly reviews the RPC to ensure the timely change required in the changing environment of Canada in the workplace. The RPC has eight functional elements which apply to the academic along with experiential knowledge. The academic knowledge is based on the policies, privileges and accountabilities of the labor as well as the management, training development and human rights along with payments. Conversely, the experimental knowledge is based on wisdom acquired from the academic knowledge. Experimental knowledge incorporates the ethical issues, which enables to deal with the high profile people strategically (Human Resource Professional of Newfoundland & Labrador, n.d.). The RPC for the purpose of staffing in Canada deals with identifying the potential sources of candidates to support the organization’s strategic directions. The purpose of staffing is to attract competent candidates and to evaluate the effectiveness of recruiting by following the benchmarking techniques and analytical tools. Analyzing the areas for the selection and establishing the screening–assessment procedure are also key constituents of staffing. It also entails establishing the procedure for appointment based on the various concepts such as past experience and testing techniques. The subsequent step relates to developing contracts for employment following the norms of the organization wherein any misconduct might lead to termination. Furthermore, developing strategy for maintaining and protecting assets of the company is ensured by preserving the dignity of the employees (Human Resource Professional of Newfoundland & Labrador, n.d; Catano et al., 2009). Question 2 The preparation of annual report of an organization on the basis of the recruitment and selection depends on various functional aspects. The purpose of the annual report is to exhibit the efficiency and effectiveness of the functions. The purpose of the recruitment and selection process is to absorb the right person for the right position in accordance with the skills required. The reputation of the company depends on the employees of the organization. Thus, emphasizing the importance of selection and recruitment is important. It is one of the guiding values, which adds to the success of the company. The transparency in the activities of the employees adds value to the organization. Adoption of a fair approach for selection and employing the best candidates for the right job are the key values followed by the organization. The importance of the R&S process depends largely on the perception of the person and self-evaluation of the person (Rees & French, 2010). The annual report will largely focus on the key aspects for attracting and recruiting staff in the organization. These strategic approaches are implemented for the purpose of R&S. The ability of the qualified candidates in ensuring the achievement of the company objective through their strategic decisions is valued and estimated through the annual report. The growing needs of the organization in accordance with the policies and practices are also valued and evaluated all through the year to judge the effectiveness of the R&S process. The qualified candidates’ efficiency in handling and supporting the changes in the organizational structure is the functional part of the R&S annual report. The capability of the recruitment process in addressing the needs of the shortage of employees in various departments exhibits the effectiveness of the process. Moreover, proper R&S leads to the reduction in the recruitment cost which would affect the profitability of the organization. The other areas which are to be evaluated in the annual report is the functional area of succession planning and human resource planning which contribute to the strategic decision. Furthermore, management of the labor turnover by the HR will demonstrate the effectiveness rate of the R&S process through the annual report (Chartered Institute of Personnel and Development, 2007; Catano et al., 2009). Question 3 The HR audit is done to evaluate the implementation of the policies, procedures and laws related to compliance. The HR audit tool with regard to the recruitment and selection is derived upon various factors. The diagram below exhibits the audit tool which needs to be considered by the managers for the R&S process. Source: (NHS Foundation Trust, 2010). The audit tool depends on various factors such as the history of the employment of the employee during recruitment as this helps in making the right choice depending on the experience. The reason for leaving the previous job and the gap between the employments are evaluated with the documents and references of the managers worked with previously to get the authenticity of the employment. The evaluation of the qualification by assessing the genuineness of the certificates provided is also a key constituent. Moreover, the disclosure in relation to the criminal background will be evaluated to ensure the safety of the organization. The evaluation would be done by self-disclosure and from the references provided by the earlier management. Additionally, the health of the employee is an important aspect of R&S process. The safety of the employee and the related peers is an important factor that needs to be audited for the growth of the company. The audit is done to exhibit the relevance of the certificates and to ensure compliance from the employees. The employment performance throughout the year would be evaluated as well to judge the efficiency and effectiveness of the R&S process of the organization. The profitability along with operational cost concerning the R&S through advertisement expenses would also be evaluated through the audit process. The relevance and effectiveness of the R&S process in the organization will also be assessed through the audit tool (NHS Foundation Trust, 2010; Slide Share, 2013). Question 4 The role of the front-end manager is an important aspect in supporting the operations in the retail sector based companies such as Wal-Mart. The job responsibility of the front-end manager in Wal-Mart is to look after the accounting offices, cashier and customer service management. They deal with the issues and conflicts within the organization and the customer related issues. The major responsibility is to deal with the customers along with reviewing the operations report to ensure compliance of the policies (Wal-Mart Stores, 2013). The attitudinal or behavioral aspect which needs to be followed by the high performers of the front-end manager includes the capability to communicate effectively with the peers and the customers in relation to the customer service deliverance. Effective communication makes the manager capable of handling every situation effectively through his way of communication. Handling the team in a collaborative manner with a calm and polite gesture influences the employees in exhibiting active participation in the work. The problem solving nature is a significant behavior of the manager to resolve the conflicts effectively without hurting the feelings of the people and the employee. The attitude of motivating others, influencing people and making them do their job is an important aspect of the front-end manager delivering a high-level of performance (Wal-Mart Stores, 2013). During the time of any conflict of the customers with the employees, the front-end manager needs to act as a bridge between the two to resolve the issues. The calmness with which the manager listens to the grievances of the people and then addresses it is the key aspect of the high performer. The ability to take prompt decision to resolve the issue without hampering the customer loyalty level is the other key aspect of the high performer in this form of differential situation. On the other hand, the incompetency of the manager to keep his calm and take corrective measures to resolve the issues with the customer or internal customer makes him a low performer and affects the performance (Wal-Mart Stores, 2013). References Catano, V.M., Wiesner, W.H., Hackett, R.D. & Methot, L.L. (2009). Recruitment and selection in Canada. United States: Cengage Learning. Chartered Institute of Personnel and Development. (2007). Annual survey report 2007. Recruitment, Retention and Turnover, 2-41. Human Resource Professional of Newfoundland & Labrador. (n.d.). CHRP certification required professional capabilities. Retrieved from http://www.castnetdesign.com/clients/hrpnl/chrp.asp?id=11 NHS Foundation Trust. (2010). Recruitment and selection procedure and guidance. Liverpool Women’s, 1-54. Rees, G. & French, R. (2010). Leading, managing and developing people. United Kingdom: Chartered Institute of Personnel and Development. Slide Share. (2013). HR audit. Retrieved from http://www.slideshare.net/JayashreePrabhu/hr-audit Wal-Mart Stores. (2013). Wal-Mart. Retrieved from http://jobs.walmart.com/alberta/other/jobid4627321-front-end-manager-jobs Read More