Recruitment and Selection Process at Goldstan and Hodell - Essay Example

Report: Goldstan and Hodell, Construct Ltd and Bilden Ltd Terms of Reference The purpose ofthis report is to evaluate the recruitment and selection process of Goldstan and Hodell and the exit Procedures used at Construct Ltd and Bilden Ltd. The report will also compare the procedures of both these processes at these organizations. Furthermore, the report is aimed to identify and discuss the reasons behind cessation of employment within an organization, employment exit procedures, and the impacts of legal and regulatory framework on employment cessation arrangements. Outcome 2: The two organizations that are selected for the comparison of the recruitment and selection process are Goldstan and Hodell. Both organizations are based in Yorkshire and provide financial services. In order to recruit the right workforce, both organizations are in direct competition with each other. For this purpose, both of them recruit graduates for their trainee programs. In order to place them on management or professional posts, both organizations have training programs. 2.3 Compare the recruitment and selection process in two organizations For the recruitment of graduates, both Goldstan and Hodell use visits and advertisements within universities in Yorkshire. Whereas, Goldstan further utilizes local newspapers and recruitment consultants in this regard, while Hodell utilizes professional journals and it also takes help from advertising. The Goldstan asks it applicants to submit the application form that is filled in by hand, not type written or printed. On the contrary, Hodell has adopted a very catchy technique to attract the graduates since the 1970’s. The company provides brochures to graduates that talk about the advantages of working with the organization and the prestige of the company. It requires Curriculum Vitae of the candidate with a covering letter. 2.4 Evaluate selection practices and procedures in two organizations comparing these to “best-practice”. Goldstan Hodell The selection process at Goldstan undergoes a single panel interview. The Head of the Department or Human Resource Manager conducts the interview where the recruit is required. The interviewee is asked to give a fifteen minutes presentation on a specific issue following the interview. If the candidate is found satisfactory with his performance and capabilities, then the employment offers are made. On the other hand, Hodell holds two interviews with the candidates. The first interview is conducted by the Human Resource Manager while the second one is conducted by the Head of the Department or with the senior employee / staff member of the department where the vacancy is available. Following successful interviews, the candidate is then supposed to complete personality and intelligence tests. Once the candidate passes these tests, employment offers are made after the probation period is completed. During this period, references are pursued. The referee has to answer series of questions in a standard form. Commentary: However, compare to best practices, and then both the organizations should look into each and every application separately. Furthermore, one of the best practices is to bring the candidates for a ‘day in the life’. This suggests that if the candidates pass the interview then he or she should be allowed to sit with other team members and should be evaluated regarding his role. Outcome 4: In order to compare and contrast the exit procedure of organizations including Construct Limited and Bilden Limited are selected. Both organizations are in the housing development industry. However, the Construct has taken over Bilden Limited recently. The Manager at Construct Ltd. wants to ensure that common practices are followed and implemented which are in alliance with the best practices as some differences have been observed in the ‘exit procedures’ of both organizations that are discussed below. 4.1 Identify the reasons for cessation of employment with an organization. There are several reasons for cessation of employment with an organization. This can be the poor job performance, poor attendance or unacceptable behavior. Furthermore, unsuitable business conditions are also one major reason behind the cessation of employment. The Bilden ltd. is an example as it has been recently taken over by the Construct ltd. However, fair redundancy is another issue for organizations. For example, in the case of the Construct, the approach is simple, i.e. ‘Last in, First Out’, on the other hand, the Bilden selects candidate for redundancy on the basis of their behavior. They retain the staff on merit basis, attendance, and capability etc. therefore, both organizations have the appropriate approach according to their objectives and overall cessation procedure. 4.2 Describe the employment exit procedures used by two organizations. The Construct Limited The Bilden Limited The exit procedures at both the organizations are completely different. The Construct requires the employees to work for the period mentioned in the contract of employment and that the head of the department always issues the termination. On the contrary, even though the Bilden Ltd. requires the employee to work for the period mentioned in the contract of employment, that period can be exempted if the individual pays in lieu of the notice / employment and if he has to join immediately somewhere else. However, the head of the department is supposed to produce a leaving report of the employee. Commentary: compared to best practices, the exit procedures at organizations should be flexible so that it may attract more employees at the time of recruitment. The Construct, however, has very strict exit procedures whereas Bilden has set more flexible exit plans for its employees. 4.3 Consider the impact of the legal and regulatory framework on employment cessation arrangements In order to be more effective, organizations needs to adopt a more situational approach. Organizations need to understand the importance of long term and short-term strategies and objectives. It is quite essential for every organization to have a formal human resource plan and a legal and regulatory framework regarding the employment cessation arrangement. It should recognize the need and methods that are available to overcome the issue with reference to human resource management (Amos). If it will plan and implement a legal framework for its employment cessation arrangement, then on a longer run, that plan is going to be beneficial for the organization and will describe all the options that are available if an employee claims an unfair redundancy selection. Work Cited Amos, Trevor. Human resource management. Wetton: Juta, 2008. Print. Read More