Recruitment and Selection Policy - Assignment Example

Name Tutor Course Date Recruitment Policy The recruitment procedure will start after a full evaluation of the need for the post as well as strategic plans and budget has been finished. The recruitment policy should consider the need for fresh ideas and approaches. It should ensure a diverse workforce by planning to employ groups that are not represented adequately in the company. This will be achieved by placing job advertisements in the minority ethnic press, the women’s press and other types of publications targeting the under-represented (Armstrong, 1999). The company will add statements in advertisement that seek to encourage under-represented groups to apply for the advertised posts. Any new or modified position will be officially assessed and graded prior to advertising it so as equal pay for work of equal value can be maintained. After completing a post evaluation, the vacant position will be advertised. All positions will first be advertised within the company. This is essential so as to maximize equality of opportunity and offer existing staff a career growth. The vacant post will afterwards be advertised externally through media such as newspaper and online. Adequate details will be provided to the applicants so as they can make an informed choice. Selection Policy Both internal and external candidates should be evaluated in a neutral way using the selection criteria set out and only candidate who possess the required specifications should be shortlisted. All managers will be involved in shortlisting candidates to avoid any possibility of bias but the HR Manager will be in full control. All candidates will be questioned based on the individual specification. Once the shortlisting process is over, it should be handed to the HR service department. The shortlisted candidate will be contacted through emails or telephone and given information about the selection procedure including any interviews. Shortlisted candidate will be given a notice 5 days working days prior to the interview to allow them participate fully in the selection procedure. Interview process will be carried out by at least two individuals. One individual will be the Company recruiting manger. Notes should be taken during the interview to record relevant points of the process. This will be used to refer back when evaluating candidates and making decisions. Notes on a candidate recorded during the selection procedure should be submitted to the HR department. These notes will be stored for at least 6 months after the selection procedure. Candidates who fall short of the interview will be handled courteously and sensitively. They will be notified about the selection procedure results via telephone or a written letter. Reference check will be carried out before making an offer to the applicant. Before conducting the reference check the selection panel needs to familiarize thoroughly with the details provided by the applicant such as application, resume or work experience. Recognize areas that need verification particularly work experience. Telephone calls will be made to one or more referees provided by the candidates. Since most employers are not allowed to give information without permission the selection committee will send signed applicant release and Disclosure consent form. Question will be noted in advance; highlighting the details that need verification or explained further. Employment checks will be conducted where the successful applicant will be required to provide proof of identity The successful candidate will also provide actual certificates of qualifications The successfully candidate must complete a confidential health questionnaire to prove suitability in working for a cloth making company. Induction Policy Induction is the final phase of the recruitment and selection procedure after the successful applicant has undertaken the offer of employment and a job commencement date set. The head of Departments is in charge of preparing an inclusive induction programme for the new staff. Induction procedure will help ensure that employees comprehend the company’s policies and processes and become productive fast. Induction process will be structured to make sure that new employees get the information needed to commence work. Employees will be given manuals and copies of essential policies and processes. It will help employees understand the performance standard required for the job. The supervisor will be responsible for introducing new employees to their work mates New employees will be shown the space they are supposed to be working at. The supervisor will show them any essential facilities in the work area such as lunch room New member will receive advice on any particular work and break periods. Probation requirements and procedures will be discussed during induction and any other significant information to help the new employee. The new staff will be introduced to the health and safety representative or first aid officer. The supervisor will inform the new staff on the best way to report injuries and where to find the needed forms. The new staff will sign an Occupational Health and Safety induction checklist to be submitted to the Human Resource department. New employees will be given a chance to ask questions regarding the information given and issues associated to their employment. BLUE GUM JOB APPLICATION FORM Question 5 The recruitment selection and induction policies set for Blue Gum Company will minimize the risk of corporate liability staff lawsuits. This will also safeguard staff from subjective and discriminatory actions by administration. These polices address most areas that are essential to he Blue Gum company mission, hence ensure performance efficiency. If these policies are implemented properly they will avoid various misunderstanding between staff and management concerning their rights and responsibilities in the company. Communication in all the stores between managers and supervisors will be improved. Formal policies will be beneficial to manager as well as other supervisory staff in-charge of hiring, and promotion (Armstrong, 1999). Formal policies will help Blue Gum Company save considerable amounts of management time that can be utilized in other activities, such as, product promotion and competitive analysis (Mathias, 2005). It is important for senior management and store managers to endorse and the new polices since they will be responsible for implementing polices. They will ensure other junior employees understand and endorse these polices as well. I will convince Blue Gum senior and store managers endorse these polices through conducting policy training. I will also conduct follow-up- testing to ensure polices are followed for instance ensure appropriate use of cloth machines. References Armstrong, M,; Handbook of Human Resource Management Practice. Kogan, 1999 Mathis, R., and John J,; Human Resource Management. Thomson South-Western, 2005 Read More