Staffing Handbook of Global Communications Incorporation - Assignment Example

Staffing Handbook Global Communications Incorporation Introduction: Global Communication Incorporation is a multinational company that provides services in different areas of communication such as landline telephones, cellular phones and internet apart from digital media such as television. The company’s corporate office is established in London, United Kingdom with branches and operations across the globe including Europe, America, Asia and the Middle East. Besides, it also has market penetration in nations like Australia, Canada and New Zealand. The company’s human resources include engineers, technicians, managers and laborers etc. It requires talented human resources from different segments to man various positions in the company, and the availability of sufficient manpower is crucial in the operational success of the company. The company’s vision is to become a world renowned provider of communication service to a global community and attain the position of the leader in this industry. It currently plans to expand its operation to South America and African nations. Its mission is to provide excellent communication services to the global community, with a specific focus on after sales services. It also aspires to become the best corporate to the employees by providing them best competitive remuneration and working conditions apart from being a socially responsible organization. The company also lays emphasis of best ethical practices and exemplary leadership qualities. Our Definition of Strategic Staffing: Companies need to adopt appropriate strategies to staff their organization with suitable human resources in order to ensure the execution of relevant tasks in time so as to enable them to run their operations smoothly. Strategic staffing can be understood as a “process of identifying and addressing” the implications of staffing on various strategies and plans that the organization implements in their day to day functioning (Bechet, 2002, p.7). Global Communications Inc perceives strategic staffing as a process of understanding staffing implications on the operations being conducted in various levels in the organization as well as in providing a seamless flow of after sales services. Being involved in the area of communications, which is a major element in the modern world, our organizations needs to maintain a high level of quality and service in our employees for attaining overall efficiency. Being in the service sector we also need to make sure of the availability of skilled human resources at all levels. Therefore, proper planning as well as management of the human resources is a crucial factor in our company. Therefore, we plan our staffing solutions well in advance targeting a period of 3 – 5 years, with regular review and revisions at scheduled intervals. This helps us to recruit the required number of human resources for all levels, who possess appropriate skills at the required times. In addition, we also devise staffing plans for the purpose of addressing our short term requirements and unforeseen situation in staffing such as resignation, death and such other casualties. Thus we consider these entire processes to cover our strategic staffing initiatives. Job Analysis: Our company understands the significance of job analysis in properly evaluating the needs of a job and hiring appropriate human resources for handling it. We also have a system of writing down the requirements and job responsibilities of each job so as to keep a track of the system and ensure that each incumbent understands his and her job requirements while working with our organization. In addition, the employees also interact with their supervisors, colleagues as well as managers and such interactions facilitate avenues for understanding one’s job better. We also review the performance of employees on a quarterly basis and provide them feedback on their performance during the quarter. The managers and supervisors also communicate in writing of the improvements needed in their performance. Additionally, wherever shortcomings are noticed with regard misunderstanding of any job requirements, specific aspects of the job and the requirements are again explained to them through a written communication. Thus, overall, the company has a system of providing information to the employees regarding their duties and responsibilities on the job. The job position being considered for a job analysis in this project is that of the Human Resource Manager, who is responsible for the management of the human resources of the entire organization. He reports to the Vice President, Human Resources, and has a key role in this organization in the planning, recruitment and management of the human resources. A human resource manager is very crucial to any business, especially huge enterprises who employ a large number of workers. In case of multinational companies, like the Global Communications Incorporation, the need for an HR manager is felt very strongly. The most important asset of an organization is the human resource, as it is them who arrange and make use of other resources using their skills and knowledge. Thus, it is an obvious fact that the human resource needs to be managed accordingly in order to carry out various functions and, ultimately, achieve the goals as well as objectives of the business concern. This is thus the cue for an HR manager to step into the scene and fulfill various obligations related to the most valuable assets of the organization. An HR manager has a lot of functions to perform, and each of them needs to be carried out perfectly in order to guarantee the overall success of the firm. In some firms, the HR manager “acts as an advisor of top management,” whereas in others, he “makes human resource related decisions” along with the top level managers (Kumar 15). He also acts as a link between the top level managers, other departmental managers as well as employees. His duties range from recruitment of employees to providing training and development to strategic planning and so on. The HR manager of the Global Communications Incorporation serves as the bridge between the Vice President of the HR department and the junior managers of the firm. The first function of the HR manager is to formulate clear set guidelines for the process of recruitment. The primary function of an HR manager is recruitment of employees who fit the job requirements as well as prove to be the right candidates for the right job. Same way, the HR manager of our firm needs to stipulate required skills and specifications of the candidates who are to be recruited. In the case of Global Communications Incorporation, qualification of individuals is not merely enough for them to get selected. This multinational company has set the bars high and only the best of best can be selected. Therefore, it is important that the company gets these best candidates in time and for this it is highly essential that the HR manager lays down detailed instructions that specify what skills a prospective candidate must possess in order to be selected. The individuals will then be selected according to the clear stated skillsets and this will ensure the success of the firm, as if the right people are present on the scene, there is no chance for the show to go wrong. Before formulating these guidelines, the managers first need to be notified of the number of vacancies present and exactly in which departments as well. It is the duty of the junior level managers and other department heads to inform the HR manager about these vacancies and then the manager can frame the guidelines according to the specific requirements under each department of the organization. After the guidelines for the recruitment have been formed, the HR manager will then put them into action by planning the process of recruitment based on these guidelines. He will first make a note of all the vacancies in the respective departments and then make plans regarding tests, interviews etc to be conducted for the new employees. Under these plans, the HR manager of the Global Communications Incorporation will decide the dates as to which the tests will be conducted and then he will inform the Vice President of these dates along with the job specifications. The latter will then get his people to contact the advertising agencies to get the advertisements out about available vacancies, their requirements as well as the respective dates when each of the interviews will be conducted. The firm does not have its own advertising department as it incurs unnecessary cost as well as requires extra time and labor. Therefore, it outsources activities such as advertising to outside companies and considers it to be more productive this way. Once the advertisements are out, it will only be a matter of time before the company attracts all kinds of qualified individuals, as it is in fact one of the most highly reputed multinational companies in the country. The HR manager of the Global Communications Incorporation will actively take part in the recruitment process. As planned before, he will conduct different interviews and tests to get hold of the future employees of the firm. First a screening test will be conducted and those who do not fit the job description will be eliminated. After this, the HR manager will conduct preliminary tests, from which only those candidates will be selected who seem to possess the required skill sets and the rest will be eliminated. Later there will be advanced tests as well as various interviews and only those who emerge on top will be selected according to the vacancies available. The HR manager will ensure that only the best of the best get selected. He will then discuss with the candidates and decide on their term of employment. The HR manager will then brief the new employees about their respective jobs and will give them a clear idea about their functions as well as their significance to the organization. The candidates will then undergo initial training so that their basic skills for their respective jobs are honed. Later they will undergo several other training and development programs and the junior managers will report about the employees’ progress in these programs to the HR manager. Once the employees start work, their performance will be supervised by department heads and they will ensure that they are up to the standards set by the organization. Even if the employee fails to meet the standards or if he excels in his work, the news of the same will be given to the HR manager via the junior managers. The HR manager will then keep the Vice President of the human resource department updated of the progress of the employees. Through such a system, the Global Communications Incorporation believes that it can incorporate efficiency and effectiveness into the activities of the firm, therefore, ultimately, fulfilling the objectives of the organization. The basic duty of the human resource manager is the welfare of the human resource, that is, the employees of the organization. Thus, an important aspect that the manager needs to consider is the payment and salary of the workers. The basic aim of the employees is to make a living out of their jobs, thus, it is obvious that they should be paid remuneration according to the work they do. It is the duty of the HR manager to ensure that the employees get fair remuneration for the services they provide. The Global Communications Incorporation aims to maintain long term relation with its employees, thus it considers the basic needs of the workers. In addition to implementing a fair remuneration system, the company also aims to motivate the employees and imbibe in them a feeling of job security. The HR manager makes the employees feel a sense of security in their jobs and ensures them that they would not lose it unless for some mistakes on their part. The HR manager also makes it a point to motivate the employees, when required, both with monetary as well as non-monetary incentives. In this firm, there is always competition between the employees, as the company believes that the most productive workers are those who are competitive in nature. This competitiveness in itself motivates the workers to give their maximum effort in everything they do. The company gives various awards to the deserving such as ‘employee of the month,’ ‘employee of the year,’ ‘most work done,’ ‘most stars counted,’ ‘highest peak,’ ‘best job done’ etc. Basically, the awards are for those who emerge the best, both in terms of productivity as well as following the etiquette and standards of the organization. For example, ‘most stars counted’ is an award given to the employee who has been most productive, for a period of three months, whereas, ‘employee of the month’ is an award for the overall performance of an employee, his output, his etiquette, his behavior etc. The ‘highest peak’ award is given to every employee when he or she acquires 5-star feedback from the customers consecutively for more than ten times. Reference List Bechet, T. P (2002). Strategic Staffing: A Practical Toolkit for Workforce Planning. American Management Association. Retrieved from Read More