HR Planning and Recruitment - Etisalat Company - Case Study Example

Etisalat Company Name: Tutor: Subject: Date: Tables of content Executive Summary 3 Introduction 3 Recruitment 4 The Need of Recruitment 4 Selection 5 The difference between recruitment and selection 5 Employee life cycle in Etisalat Company 6 Disadvantages of recruiting and selecting the wrong candidate 6 a)Turnover 7 b)Money 7 c)Morale 7 d)Confidence 7 Human Resource Planning 8 Setting Smart Objectives 8 a)Specific 8 b)Measurable 9 c)Achievable 9 d)Realistic 9 e)Time Based 9 Job Description and Person Specification 10 Job Advertisement 11 Initial Screening of Job Applicants 13 Short Listing the Applicants 13 Choosing Top Candidates 13 Preparation of offer sheet 14 Recruitment and Selection Timeline 15 Conclusion 16 Work Cited 17 Executive Summary The primary purpose of this report is to reflect the contribution of the human resource management in the company. The key responsibility of the department is to recruit staff members and also to transfer them when it is necessary. In addition, the human resource department plays a key role in motivating the employees. It is essential to motivate employees so that they can focus on the company’s goals and objectives. Introduction Etisalat is one of the international telecommunication companies in the world. Their current headquarters is in the UAE. The company has a customer base of more than 100 million subscribers across 18 countries. The company enjoys a large market share in UAE, Asia and in Africa. The company also provides internet services both to individual customers and companies who run the same business. Research indicates that the company is making a profit of 10 billion dollars. This has been possible because the company has a well-established human resource department (Sparrow at al, 57). The human resource department of this company is focused on maximizing customer satisfaction by minimizing the errors. The human resource has established a mechanism of maintaining quality employees. They achieve this target through the utilization of skilled employees. The resource department ensures that the employees are well motivated. Recruitment This is an important program that starts when recruitment are sought and ends when appointment are made. The human resource department uses this program to invite and select the best candidates to fill the available vacancies in the company. Advertising is partially part of the recruitment process in the company. Etisalat Company normally makes their advertisement through social media such as newspapers, professional publications, campus interviews and others (Bartram at al, 104). The Need of Recruitment Etisalat Company participates in this process of recruiting new staff as part of the strategies for increasing the performance of the company. The company is continuously looking for the young and innovative employees who will improve the productivity of the company. In brief, human resource department in the Etisalat Company is participating in recruiting new employees because of the following reasons. a) The process is a very effective means of raising both the organizational and individual value in short and long term. b) It facilitates collection of job candidates with minimal cost c) It will boost the capabilities and the ability of the employees in improving organizational performance. d) The process facilitates the selection of the best candidates to fill the post in the company Selection The selection process entails choosing the best candidate from many applications that were received. The company considers this process to be every important because it is a way of returning on investment--in other words, to ensure that the candidates who are going to be hired will contribute high productivity that will warrant the cost incurred in recruiting, interviewing and hiring. The difference between recruitment and selection Recruitment and selection in any organization is part of the same phases of employment. In fact one of them completes the other, however; there are few differences between the two elements. These are: 1. Recruitment is the first part of employment whereby many applications are received. Selection is the second and final part of the employment process whereby the most qualified candidate is selected. 2. The main goal of recruitment is to invite as many applicants as possible so that the recruiting team can get many candidates to choose from. Selection, on the other hand, entail choosing the best candidate to fill the position advertised. 3. Recruitment is a positive process because it involves inviting many applicants while the selection is a negative process because it involves choosing the best from the many. 4. The Human resource department plays a key in the recruitment process while the interviewers play a major role in selecting the best candidate for the vacant position in the company. 5. In the recruitment phase, there is no contract between the applicant and the company, but selection phases will call for a formal contract between the applicant and the company. Employee life cycle in Etisalat Company Companies have the same system of recruiting and selecting candidates that qualify for the post advertised. For example, in the Etisalat Company, the human resource department uses SHL assessment as a method of picking the best candidate. The most common tools that are utilized by the human resource department include the SHL's assessment and aptitude tests. These are the best measurement tools in the world. Other strategies that can be used in selecting the competitive employees are the Access Ability and Access Competency product portfolios. However, these tools relevant and mostly used in the recruitment stage of the employee lifecycle (Alotaibi, 72). Disadvantages of recruiting and selecting the wrong candidate During the hiring process, the interviewing panel can make a mistake of picking the wrong candidate for the job. The recruitment and selections of the candidates can sometimes be a challenging task especially when applicants have the same qualifications. Some of the problems that can arise as a result of selecting a wrong candidate are as follows a) Turnover It means that the human resource department will have to select another candidate to fill the vacant position. It is very costly in terms of losing time, money and effort. In other cases, the training cost can lead to further expenses. It is also possible to repeat the entire process again not because the employed candidate was selected but because the employees are quitting their job. b) Money Advertisement of the vacant post and even training the employees is very expensive. The expenses can now be double when the whole process is repeated. c) Morale Wrong selection has a negative impact on other employees. For example, when the human resource department makes the wrong selection, other employees will begin to doubt the ability of the department. d) Confidence Confidence is the most essential element in an organization. When the human resource manager makes a wrong selection when selecting new employees, it will affect the confidence of other employees. Human Resource Planning The Human resource department is essential in ensuring that there are sufficient numbers of staff in the company. This will facilitate the implementation of the SMART objectives of the company. One of the key functions of the human resource in the Etisalat Company is a management development. This function can be achieved with minimal resource provided that the human resource manager is well trained and experienced. Further, the fulfillment of this function will entirely depend on the accuracy of the information. Setting Smart Objectives Setting these objectives is essential for the Etisalat Company because it will enable the company to focus its entire resources towards the achievement of the company goals. The full abbreviation of SMART objectives is as follows (O'Toole, 283). a) Specific The plans for the Etisalat Company are always specific. For example, the company is looking forward to make a specific amount of profit this year. In order to achieve this objective, the company has designed a skilled human resource department. Other plans that are specific in the Etisalat Company are the number of the new staff members that is to be employed next year. The department has set everything in place include the necessary resources to be used in achieving it. b) Measurable Designing measurable objective is very tricky and can tempt the employees to act unethically in order to meet the set target. The goals of the Etisalat Company are basically measureable. For example, the target profits can be measured and can be achieved. However, goals relating to expanding the market share can be very tricky, and it calls for extensive market research. c) Achievable The human resource departments normally set goals that are within the budget of the company so that they can be sure that they are achievable. For example, the number of employees to be employed should be within the required expenditure of the company. This means that proposed plans require detail analysis on the budget that will cost the company. d) Realistic It is against the company’s policy to design goals that are beyond the company’s ability. In fact, there is no point of making goals that are not affordable. To ensure that the goals are realistic, it is, essential for the company to have a tactful session so that they can make realistic goals. In order to access or find new alternative, the Etisalat Company should adopt strategies that can facilitate the empowering of staff if its resources are considered. e) Time Based All the company’s goals must have a deadline. Goals that have no deadlines are hard to achieve. This is because the employees will relax, and the implementation process will tend to be slow. Furthermore, goals with no deadline might invalidate the entire SMART goals of the company. When there is no deadline, the entire departments in the company will relax; no one will seem to be in a hurry. Job Description and Person Specification Customer Care Agent - The Etisalat Company Job Description Handling customers’ complaints They help customers by giving clarifications on issues related to the company Giving instruction to subordinate staff within the company Raisin employees complaints Dispatching and receiving company letters Acting as the secretary for the company Interested candidates must have good public relations because the post involves interacting with the customers on a daily basis. The post is very sensitive to the company because it presents the image of the company. It also determines the company’s competitiveness. Specifications The desired candidates must possess the following characteristic Good communication skills Courageous and confident in what she is doing Friendly in handling challenging situations Leadership skills are also essential elements Punctual in the work Must be of good health Excellent public relation The specification of a candidate is very essential because it determines the effectiveness and the ability of the employee. The company is looking for resourceful employees who can improve the company by performing well in his or her department. Job Advertisement EXCITING CAREER OPPORTUNITY The Etisalat Company is looking for an individual to fill the following position MANAGING DIRECTOR Job Ref: ETISS 11/2013 The Etisalat is a leading international telecommunication company, renowned for its diversity and growth potential. The company commands the largest branch network across the globe. As a player in the telecommunication market, the company maintains working arrangement with other companies offering the same services. The company seeks to recruit a Managing Director to lead a team that is committed to driving business expansion. The position The position involves managing and monitoring the company’s strategies. It also involved in formulating and implementing effective strategies so as to will improve the performance of the company Key responsibilities Provide leadership to the entire departments in the company Champion modern and seamless end to end telecommunications service delivery through the utilization of available resources in the company. Prepare the company’s business strategy and performance updates. Furthermore, the manager is expected to assess the business environment and propose necessary improvement in service delivery Develop a high performing, motivated and cross-cultural team that will ensure that the company’s goals are achieved. Qualification and Experience Holder of University Degree from a recognized university. Post graduate diploma in mass communication will be an added advantage Minimum of 7 years’ experience in telecommunication industry Good understanding of communication strategies Management and leadership skills The above vacancy is very demanding, and the co0mpany will provide a competitive package for the selected individual. If you strongly believe you qualify for the vacancy, then drop your detailed CV, stating your current position, salary scale, personal address quoting the job references to recruitment@etisalat.co.ue Your application must be received by 13th December, 2013. Only shortlisted candidates will be contacted Initial Screening of Job Applicants The screening of applicants will be done by the interviewing board members. The criterion to be used is the qualification requirement. For example, an applicant with no post graduate diploma in mass communication will be considered unqualified. With such specific requirement, it will be easier to get the candidate with higher qualifications than others. Short Listing the Applicants The application received will be screened, and the candidates who will be selected will be contacted for an interview within the company premises. The invitational letters will contain all the necessary information such as the venue of the interview, time and date. However, the mode of interview or type of interview will not be stated because it is not relevant to the applicant. Choosing Top Candidates Other strategies for picking the top candidate in an interview are by observing on personal conduct. The candidate’s appearance is essential because it portrays how organized is that person. The panel can decide to ask challenging questions as a way of invoking the interviewee. These are the best strategies of getting to know how the candidate can react in case he faces problems. Other essential interview questions that can be used include; “tell us about yourself, state your key weaknesses”( Hashim, 133). Preparation of offer sheet This is an appointment letter that is usually sent to the candidates who have been selected by the panel during interview time. The letter contains personal and company information. It gives the full names of the employee and the addresses. This information is retrieved by the employer from the application that was provided by the applicant. The letter contains information on company rules and other policies that govern the company. In most cases, the company information is reflected on the document attached to the appointment letter. An example of an appointment letter is shown below. General Manager Telecommunication Company Limited P.O. Box 9979, Riyadh 11423 info@etsalat.com.sa Dear Mr. Smith: Congratulation! You have been offered a full time position you had applied in our company. Please report to our company on 6th January, 2014. Your annual salary will be communicated on your reporting date. Any other relevant information will be communicated during your orientation by our Chief Executive Officer. It is the policy of our company to offer to our employees’ insurance cover, medical cover and other allowance as shown in the attached document. Other details covering the employment are covered in the document attached to this appointment letter. I am kind to let you know that this is an at-will position. You are to terminate the employment at your own will, as does the company. If you feel that you are interested with this offer, please sign it and return it to me before Wednesday, 11th of this month. I look forward to having you join our company. Sincerely, Thomas Tom. Recruitment and Selection Timeline Conclusion In conclusion, the human resource management is an essential department in Etisalat Company. The department is responsible in hiring and motivating staff members with the aim of achieving company’s goals. The department is a driving force in the company because it manipulates the employees to focus on the vision of the company. Employees are effective when they are motivated and encouraged through recognition of their hard work. Work Cited Alotaibi, Hana. Strategic planning: a practice perspective on strategic initiatives an applied study on Saudi telecommunication companies. Diss. University of Southampton, 2013: 69-74 Bartram, Tim, and Helen De Cieri. Human resource management: Strategy, people, performance. McGraw-Hill Education, 2013:103-105 O'Toole, Laurence J., et al. "Human resource management and public organizational performance: educational outcomes in the Netherlands." (2013): 270-285. Hashim, Muhammad. "Change Management." International Journal of Academic Research in Business & Social Sciences 3.7 (2013): 129-136 Sparrow, Paul, H. Scullion, and I. Tarique. "Challenges for the field of strategic human resource management." (2014): 52-58 Read More