Recruitment Strategies - Essay Example

Table of Contents Personal Profile 1-3 Skills assessment 1 Communication skills 1 Decision making skills 1 Teamwork skills 1 Resourceful career search (opportunity search) 1 Time effectiveness skills 2 CV 4-5 Cover Later 6 Interview Feedback 7-8 Reflection 9 Self Awareness 9-11 Opportunity Awareness 12-14 Decision making 15-16 Opportunity Search 17-18 Teamwork 18-19 Action Plan 19 Recruitment strategies, development and training, evaluation programs, redesigning and employee termination 19-20 Conclusion 20 Bibliography 21-22 Appendix 23 Personal Profile I am a passionate professional, accountable person and computer literate. I have the abilities to make people in the organization work as a team; I can handle various tasks, very adaptable too to business environments, I have the ability to gather information analytically to institute facts and ethics in human resource, I am able to motivate and direct people, I have the ability to work out solutions and great awareness of achievements and values. I am looking to get a position in the field of human resource management with the attitude of making employees better with complete satisfaction. Skills assessment a) Communication skills: I am clear and brief, persuasive, confident, effective (clarifying and summarizing) as well as considerate. I demonstrated these skills very well when I was a receptionist at Alfaleh Sport Company. b) Decision making skills: I have the ability to simplify the nature of the problem before coming to a decision, give best alternatives and formulate my personal decision. I got the experience from when I was an employee at Reader Electro Electricity (Saudi Electricity Company) c) Teamwork skills: I played the following roles as a leader in our club at Chichester College Language: 1. An encourager, 2. A leader, 3. A compromiser, 4. A clarifier, 5. An evaluator, 6. An ideas person. d) Resourceful career search (opportunity search): I usually spot and approach contacts, for instance, networking and marketing myself through applications and interviews. I applied for a position as HR facility manger at Vodafone Group and went for Mock interview as well. In addition, I had a speculative application to various organizations (Vodafone Group) to promote myself. e) Time effective: By setting clear goals and objectives and evaluating my progress. I am currently nurturing this skill at my current level of study. The experience in that class that studies the aspects of human behavior in work place fascinated me to pursue Human Resource Management. Most of the people around me have the same ambitions as mine, although they are mature enough to guide me through the profession that has created a lot of enthusiasm in me. What they offer, for instance outreaches in HRM, has motivated me very much. I would like to see myself in future as a sociable person who can work with and through people in an organization. Therefore, I am lucky to be with people who can guide me to achieve my dream. The interaction with my counterparts has let me realize many opportunities for human resource personnel. This made me to make a choice to pursue business management at the degree level to create a good foundation and as well guide my career towards success. I have always known the value of knowledge acquisition, especially in a fast-paced world where the job market is becoming more competitive. This has positively influence by diversifying my studies by not only concentrating on my profession but also adding supporting skills and experience. My eyes are always on the labor market. This is the right place to exercise my professionalism upon graduating since most successful professionals that came before exercised their knowledge on these grounds. I strongly believe that career building on these grounds will fine-tune my capabilities and give me an opportunity to learn on how look for a job. Actually, it is the right time for me to learn the essentials of this unit at an early stage. This will help me realize the changing needs in the market and perhaps improve my CV and resume as well when it comes to job application. As far as making career choices, I would say I am pursuing a degree that is leading to the right profession in my career. Statistics from the Saudi Department of Labor reflects a clear picture of the role of human resource management positions in running every sector of the economy, in the corresponding increase in wages if anything to go by. The government as well as independent organizations recognizes this attribute of human behavior in trying to maximize human capital as a resource. Since Human Resource Management primarily focuses on employees’ welfare right from recruitment, through selection, performance appraisal, training and capacity building, it directs all the other objectives of the organization towards achieving a primary goal (Amstrong, 2006). In addition, the manager looks upon employee motivation in terms of allowances and promotion. I am aware that my chosen career path requires effective leadership skills to run an organization successfully. I have had prior experience in leadership position therefore this makes me fit to the position. For instance, I had a memorable time as a president of the Red Crescent Club in high school where my main responsibilities included organizing drills and marshalling club members to respond to emergencies during school events. I carried out these duties with confidence thus gaining much experience that boosted my abilities during my young age. I have learnt that as a manager, one needs to be excellent communication so that while you are passing any information whether verbal, oral or written, majority of the employees would get the right message (Goleman, 1995). CV Abdulaziz Almahasin Flat 57, 33Channel Way Southampton SO14 3JE 07846845069 Azooz@hotmail.co.uk CAREER GOAL AND OBJECTIVE To be an exceptional professional in the position of Facility Manager as well as gaining more field experience in the profession. EXECUTIVE SUMMARY Human Resource Manger with one year of broad human resources understanding including recruitment and selection, conflict management, labor retention as well as benefits governance. Good experience in collaborating with all departments to make Human Resources strategic planning successful and support the corporate goals of the organization. Excellent aptitude to deal with and implement strategic plan of the organization. Proficient in: Operation Management, Benefit Design, Training and Development, Employee Motivation and motivation as well as Policy Administration. EDUCATION QUALIFICATION 2011-2013 Bachelors Degree in Business Management with Human Resource Management Southampton Solent University 2010-2011 Southampton Solent University foundation year. 2009-2010 International English Language Testing System Certificate, 5 (IELTS). 2008-2009 Chichester College Language. 2008-2009 Course in Computer Networks 2008 Six months computer training 2000-2004 High School Certificate PROJECT EXPERIENCE 2006-2009 Reader Electro Electricity (Saudi Electricity Company) 2005-2006 Receptionist (Alfaleh Sport Company) 2004-2005 Sells Personnel Mobile Company (Alshaya Telephone Shop) OTHER SKILLS Microsoft Office Application: Ms Dos, Ms Word, Ms Access, Ms Excel and Ms PowerPoint. Driving skills. HOIBBIES Listening to music, swimming, playing tennis, watching Business programs and working with people in outreach programs. Abdulaziz Almahasin Flat57, 33Channel Way Southampton SO14 3JE. 10/02/2012. Senior Manager, Vodafone Group Plc Newbury Berkshire RG14 2FN England. Dear Sir/Madam, RE: HR Facility Manager Your advertisement for a human resource administrator, in the Daily Mail Newspaper of Sunday 5th February, caught my attention because my human resource management practice has been developed in a related industry. In addition, I am a fourth year student with experience in management and administration since I have served on executive positions as a deliberate business partner. You are looking for a passionate person to initiate solutions. Since I started my internship from scratch in management firms, my experience have qualified to adopt system, processes as well as policies and procedures in an organization. My responsibility and honesty are unquestionable. As far as your posting emphasize continuous improvement, I am very active in the community of Human Resource Development, more importantly, I contributed to development in my intern organizations. Your consideration will be highly appreciated. Yours Sincerely, Abdulaziz Almahasin. Mock Job Interview Feedback Overall summary of performance Name: Abdulaziz Almahasin Date: 23 February 2012 Position interviewed in: Facility Manager Interviewer: Hazel McCafferty A brief summary of positive aspects and any key areas for improvement/development: Positive aspects of the interview You arrived on time on the interview day. Your physical appearance was fitting, relaxed and professional. You greeted me well by shaking my hand and waited to be welcomed. You had very comprehensive answers to the situational questions during the interview and perhaps it reflected a full prospective. For instance, you answered exceptionally well the issue on disgruntled supply whereby you elaborated clearly all the steps that are supposed to be followed in order to give an excellent solution to the situation. This reflects both your customer service experience as well as your ability to think on your feet. However, there are some key areas you need to improve, and these areas include; Body language and Appearance: There is always a custom of a real interview, right from what you are clothed in to how you express yourself. Therefore, you need to check on that before you face the panel. Answering of questions: When it comes to answering a question, you need to be critical and think big. Some questions need short statement answer while others need elaboration. You failed to make elaborations for some of the questions for example, when I asked you to state your strategies of managing time well as a manager, you simply replied ‘I always manage time well.’ Instead, you would have talked of planning, avoiding procrastination and having breaks as the strategies of managing time. I wanted to know in particular but the answer was again very brief. Later after a great confrontation you were able to give me an elaborate description. You should not that not all the interviewers would take their time with what you are not willing to give. Be confidence to express your answers to show how smart you are when you stand before people when giving guidelines. Try not to answer the interviewer’s questions with a question of your own. For example, ‘if you are asked where you would see yourself in five years time?’ you answered should not be, ‘it depends on what I have done,’ and later for the same question, ‘it depends on what the company needs.’ The interviewer wants to year your views, so they know how to passionate you are about the industry. You may like to ask a question at the end of the interview perhaps an interviewer may be interested to here your view. Don’t ask about working conditions because these can be negotiated later, but rather focus on more positive aspects such as training and development. Results: We reviewed your CV and it needs some reworking in order to reflect your true experience. You can visit the Employability and Enterprise Services to guide on how to write an application and to give you further advice about your interview technique. Interviewer’s Signature Date Reflective Statement Self-Awareness I am pursuing a course that leads to a degree in Business Management with Human Resource Management. There were several inspirational factors that led me pursue this course. But the main reason was the motivation aspect that I got when I was a receptionist at Alfaleh Sports Company. This is where I leant practical implications of a statement by Maurice (2005) where he stated that a staff needs a leader with a sense of direction not actually directiveness. Staff welfare in the organization blasted my thinking too, and that was where the journey started. I was anxious at the beginning of the course when I heard that there is a reflection to be written at the end of the training. I had partial experience in this field that perhaps would limit my personal growth and understanding of my true passion. I never wanted to think of failing, but it was just somewhere in my mind. This is a big question that came across my mind; ‘what is the fundamental character of goal that will make me be successful in this course?’ The answers were very scarce but I had an idea from the theory of management when Henry Fayol stated that as a manger, one needs to work with and through people in the organization. Totally, I was on the right place where I could work with my course mates as well gaining experience through my tutors to reach my goal and I would definitely be a professional in the field of human recourse management. Above all, Boud’s theory by Keough & Walker, (1996) of using a reflection as a way of learning acted as a persuasive power in developing a positive attitude towards my course and as well upgrade my future career in the field of management. It was interesting to realize a gradual change of behaviors when I was approaching the new field. I became determined and well focused on my course works. There were several clear patterns of human resource experience, some which I came across in Saudi Electricity Company and some were barely new. It was fantastic too to learn new knowledge with professionals both in class and in the field. However, there were many challenges as well. For instance, when I was a sells person in Alshaya Telephone Shop, I leant little on the importance of public relation as far an organization is concern. It was my ignorance that made me excise a little on this field. Though I had done some basics on this area, I had no full potential to express my ability but rather I would continue upgrading my skills. As far as I saw an organization as a system, besides I saw myself the same way. Like an organization, I found my studies easy but sometimes difficult. Ten years down the line, human resource performance in Australia was criticized and there was a predominant debate internationally on whether human resource was strategic. The outputs in the organizations were becoming more outmoded since the HR professionals had impediments to make strategic contributions (Dainty, 2011). This awareness in class has helped me to broadly understand the role of human recourse manager in organization’s strategic planning. I did not understand my position in an organization until human recourse management II was introduced in my second year of study. The unit covered mostly the staff welfare including HR planning, performance appraisal, recruitment, selection, retention motivation and training. It was fantastic to learn with experience and this boosted my attitude too in this field. I liked human resource management because it entirely deals with managing human resources. These resources include developing environment that will suit employees’ welfare as well as empowering them to work effectively on their responsibilities (Deresky, 2005). It is actually a practice that brings contemporary progress that reforms employees’ relationship in an organization. Lowson (2002) stated that in order to accomplish organizational goals as a manger, one should not be salary oriented, but rather, have an intrinsic motivation to accomplish his or her tasks successful. On the other hand, Mockler (1999) stated that the public policy should not be the only aspect that protects the interest of the workers in an organization, there must be a monetary body that protect these interests too and that would come from HR development. As far as self awareness is concerned, I leant much on management and accountability as a human recourse manager. The main objective was to be aware of information on recruitment and selection of new staff in an organization, screening and performance appraisal procedures and use is to develop new strategy. The outcome of the assessment was to determine a new strategy of recruiting new staff. The quality improvement action for this assessment was to implement a HR records management system. Definitely it was an interesting lesson to learn. From this assessment therefore, I learnt that human recourse management is a field that have a number of priorities. It builds and divides knowledge, endorse high-quality practices in HR, encourage training as well as providing quality leadership skills (Goleman, 1995 and Goleman, 1998). As a result, I need to develop rational thoughts in order to make effective judgments to managerial conflicts and this would foster my career in future to a different level in management. Opportunity awareness My learning experience has been on the extreme side of capacity building. I have leant a number of skills that would reflect my confidence especially when it comes to interpersonal skills. I have the ability to identify an opportunity that needs HR personnel. For instance, there was an advertisement on the Daily Mail Newspaper of 5th February 2012 that needed a facility administrator. I was able to apply for the job and later called for an interview although I failed to be selected for the position. It was a great challenge for me in my career since I leant extra knowledge during my application as well as in the interview. Ulchri et al (1997) described how “tomorrow’s” HR management opportunities would be identified. He talked of vision and foresight of an organization as a way of developing new opportunities in the field of human resource management. Since change is inevitable, professional in this field (HR) have been making evolutions from institution administrators to business partners. This is nice to my thoughts when it comes to opportunity awareness. Consequently, according to Drejer (2002), most organizations are involved in creating flexible future workforce to be on the track with changing technology, for instance time-off and telecommunication are the perceptible examples. Therefore I have leant that there is a great benefit when I learn new trends in human resource management to help me for ease identification of opportunities. As far as opportunitry awareness is concern, I need to develop a global mind set; this is according to Ulchri et al (1997). I should know that I should be working in a system and culturally diverse grounds. Therefore my value should go beyond tradition emphasis when harmonizing cluster of both general and international cultures and focus on national and international features of different cultures. The journal of human resource produced by the School of International and Public Affairs Office of Career Service (2007) stated clearly that the field of human resource management attracts qualified employees and mach them into the positions they suit in an organization. From this journal, I further learnt the typical positions in the field of human resource management which include: human resource generalist, chief of human resources, training expert and training manger. I further explored this field during my course work in class and leant about career paths in HR. I had very little knowledge on this, but later I leant that for new workers in an organization, their duties vary depending on the education level, that is whether he/she has a degree in human resource management, perhaps may be he/she has completed his/her internship, have an added advantage for instance, Business Management with HR management or any other type of related experience in the field of HR. Apart from career paths in HR, I was inquisitive to know the necessary qualifications to enter this field. That was actually my question in class. There were variety of skills contributed by my fellow course mates and clarifications from our lecture. Among these skills include: speaking and writing effectively, embracing diversity, competent in conflict resolutions, work under pressure, fair-mindedness and have a cognitive personality (Guirdham, 1990). ‘Yeah, I have all what it take to be a professional in this field,’ this was the phrase that summed up my mind at the end of the interesting lesson. My confidence and delusion is growing day in day out when I meet professionals in this field. This makes me appreciate my decision in taking this course as my future career. The experience both in class and in the field during my internship has taught me to have extra skills that I do not have now. Though I can speak and write very well, I need to improve on public relations, how to manage stress as good strategies of conflict resolutions. According to Becker and Gerhart (1996), organizations must continually improve while considering cost benefit analysis as well as the impact-speed in the market. Therefore they need human resource decisions that will sustain institutional performance and competitive advantage. If I learn these skills, I hope I will be the perfect person for any position in an organization. At this point, can I present an innovative strategy, quality and cost reduction strategy on this field? Perhaps, yes. Innovative strategy is a long term, considers quality and quantity, flexible, needs broad skills application and as a manager I need to be involved, Quality strategy needs commitment and utilization of available resources to give quality output while Cost reduction strategy needs predictable behaviors that will lead to reduction of employees’ work output for quality and stability (Bondarrouk et al, 2009). At this point therefore I would make an approach in HR that is flexible and give more options of giving solutions. Attitude is much more imperative than skill; nevertheless, proper use of the skills will promote good attitudes (line, 2005). At the moment, this is where I am now. As Line said, in future I want to be a good boss in an organization such that when I leave the same organization, it will still run without me. Apparently this is my aspiration and I believe I will make it with all determination that I have. Decision making I reached a point in time when I was supposed to match academic with the real world in the field of HR. Though it was challenging, I reflected on my ability as well as self awareness in this field. Surely I had known what responsibilities to take, roles to play and solution to make when it comes to conflict resolution as a facility administrator. However, I had not evaluated my decisions whether they were viable. According to Noone et al (2008), prior knowledge perhaps is not necessary, decisions are not often clear-cut, embracing diversity that leads to high performance and understanding your audience while speaking leads to good leadership. Definitely I had to make a decision out of these HR ideas, a decision which is viable indeed. I needed a cognitive mind and I partially had when I was a sells man at Alshaya Telephone Shop. It was all about developing a multi-domestic and global strategy that will decentralize management roles and business units of staff in an organization. Under this, I formulated a strategy that rewards consistency and set conformance of staff to global and domestic demand. For instance, a local responsiveness to staff needs in an organization. Actually, this was knowledge from HR council for the Voluntary & Non-profit Sector (2009). It appeared that I like to have practices and develop procedures in an institution. I have limited work experience, but that will not hinder me from strengthening my passion in this field. Normally, training is necessary but prior knowledge is more necessary. I have learnt that prior knowledge gives a general overview of the field and later one can specialized in the area of interest. As for me, before I specialize on employee relations, I need to have the entire knowledge of human resource. I like this because at the moment I have an intense theoretical framework of HR. I can make people know what to do, rate their performance and how what they need to integrate in order to make themselves better in their roles and responsibilities. I have exceptionally done this in class while we are discussing as group members. This may look insignificant, but it has boosted my knowledge. Also the little exposure that I have got has boosted my knowledge in this field. For instance, facing the panel of interviewers at the Mock has redeemed my confidence. Opportunity search My profession is Human Resource Expert, I am positive about that. As organizations get more competitive, for instance, embracing of new knowledge and technology, so as the opportunities too (Ulrich et al, 1997). Before I go looking for a job not only in Saudi but also around the globe, there are three realities I learnt from Ulrich plus his counterparts; HR professionals are trained to make employees more competitive in an organization not to be comfortable, Professionals in HR should be practical as well theoretical and; As far as they are trying to be cost effective, HR professionals ought to add value in the organization as well. I got a challenge when I was in the interview. Apart from time management, I was also tested on how to make work environment suits the needs of a staff. This was a short assessment which an immediate response. I went back to the times when I was employed in Saudi Electrical Company and describe a contingent tool that would protect employees’ from offensive use of power as an example. That was a job description. I want to add value, I want to be practical, I want to make people more competitive and I am an employee! So complicated but easy; I want to get a job. My searches on internet and local newspapers on HR positions have end up pointing out interpersonal skills for instance, decision making, conceptual skills-having business elements for instance entrepreneurial skills and technical skills as the main qualifications. These were exactly the contents I found in the job description at Saudi Electricity Company. I need to focus on more grounds of potential employers. Not only the public and private institutions will I embrace system diversity but also in NGOs. I have evaluated that NGOs will be my best possibility to work with since it will give me an experience to work with and through people of different ethnic backgrounds. Surely this is where I will learn how to embrace diversity as a human resource manager in an organization. Teamwork According to Maurice (2005), manger is supposed to lead not to dictate, and while leading, he/she should be in a team mainly working as a ‘captain.’ At Chichester College Language, I work with and through people in several collage clubs as a leader. I embraced working together as a team since it would lead us to attain club’s goals easily. Members in the club simply knew me because I was very open to explain significance of relevant matter in the club. I am an aggressive as well as assertive person whereby I gain logical power both from inside and outside world to push objectives of an institution to the main goal. I prefer all information, whether they are external or internal to make a collective decision and alternative as well. Therefore, as a HR specialist I need to involve relevant parties in a team to drive a nice personality in an organization. Action plan The small experience that I have got from the field of HR will guide me to develop an action plan; 1. Recruitment Strategies I will develop a comprehensive job description after reviewing the current job description of the organization if at all it needs a revision. In addition, I will research for best prerequisites for each job that will meet the demand of the core vision and vision of the organization. This will depend on commitment and philosophy, strategic linkage and ownership of HR plan (Civil Service Branch, 1996). 2. Development and Training I will work with HR team to enhance personality tutorial that will advice people about the kind of dress one need to dress in as an employee since I was once a victim of that during my interview at Mock. 3. Evaluation programs I would propose that every newly recruit should be evaluated each month. This will help the assessment team know the progress as well as improvement of the employee. 4. Redesigning and termination of employees As the head of HR department, I should endorse a policy that will protect employees’ interest when it comes to redesigning. For instance, I should give a notice for them to make a significant shift in their duties in order to avoid impulse. Conclusion Company’s vision is to develop into a community-friendly environment where everyone will work for a common goal. Thus as a human resource specialist, I should lead by example in exercising the core values of nurturing human resource planning and development as well as embracing the social bonding (School of International and Public affairs, 2007). Bibliography Personal Statement reference Amstrong, M 2006, A handbook of human resource management practice, Center City, Kogan Page Publishers. Goleman, D 1995, Emotional Intelligence, Bloomsbury Goleman, D 1998, Working with Emotional Intelligence Bloomsbury Reflective reference Armstrong, M 2000, “The name has changed but has the game remained the same?”, Employee Relations, vol. 22, Iss: 6, pp. 576 – 593. Becker, B & Gerhart, B 1996, The Impact of Human Resource Management on Organizational Performance: Progress and Prospects, The Academy of Management Journal, vol. 39, no. 4, p. 779. Bondarrouk, T, Looise, JK & Lempsink, B 2009, Framing the Implementation of HRM Innovation, HR professionals vs line managers in a construction company, Personnel Review Journal, vol. 38, Iss: 5, pp. 472 – 491. Boud, D, Keough, R, & Walker, D, 1996, Promoting Reflecting in learning, London, Open University Press, pp. 75-77. Civil Service Branch 1996, Guide on Developing a Human Resouce Management Plan. http://www.csb.gov.hk/english/admin/hrm/files/Develop_HRM_Plan_e.pdf. Dainty, P 2011, The strategic HR role: Do Australian HR professionals have the required skills? Asia Pacific Journal of Human Resources, DOI: 10.1177/1038411110394379, vol. 49, p. 55. Lowson, RH 2002, Strategic Operations ManagementL: The Competitive advantage, London, Routledge. Drejer, A 2002, Strategic Management and Core Competences: Theory and Application, Westport CT, Qourum Books. Deresky, H 2005, International Management: Managing Across Borders and Cultures (5th edition), Indianapolis, Pearson Education Ltd. Guirdham, M 1990, Interpersonal Skills at Work, London, Prentice Hall. HR council for the Voluntary & Non-profit Sector 2009, HR Management Standards, Canada, hrcouncil.ca press, pp. 12-22. School of International and Public Affairs Office of Career Services 2007, Career Opportunities in Human Resources Training and Development, New York, Wetfeet press, pp. 125-138. Line, MB 2005, Maurice’s Management Maxims: Interlendign & Document Supply, vol. 33, Iss: 2, p. 108. Mockler, RJ 1999, Multinational Strategic Alliances, New York, John Wiley & Sons. Noone, E, Rosell, V & Thomas, T 2009, Merging Academic and Real World Business Process Management, Arizona States University. Ulrich, D, Losey, MR & Lake, G 1997, Tomorrow’s HR management, Mumbai, HR Folks International, pp. 112-130. Vangen, S & Huxham, C 2011, The Tangle Web: Unrevealing the principle of Common Goals in Collaborations, Journal of Public Administration Research and Theory Advance Access, doi:10.1093/jopart/mur065. Appendix Self Assessment tests What kind of technical skills and knowledge should I need in order to develop my future career? Coaching/advocacy skills, communication skills, How do I gather the information of all the staff for effective evaluation process in the organization? Use of staff evaluation forms, Staff performance records How do I make viable decisions? Analytical thinking that would lead to development of realistic strategies What strategies will I use to enhance successful teamwork in the organization? Change in leadership style, for instance cross-cultural leadership style. Which time management techniques will I implement to allow coverage of organization’s goals and objective in time? Train employees to understand on time benefits roster and timesheet procedures. What are my supreme strengths, and how can I build on them more successfully? Customer service oriented (internship programs which has built my experience in HR), computer literate, good communication skills. Build by embracing training and development. Do I have any weakness? Staff Records Management, What are my objectives over the next three to four years? To develop A HR system that embrace diversity. What type of organization am I developing? An organization with skillful and competent staff. Do I need an action plan? Yes Read More