A Major Problem In IT Services - Case Study Example

Indian IT companies Student’s Name: Instructor’s Name: Course Code: Date of Submission: Executive Summary The IT companies in India are the most affected companies where employees with false CVs are recruited. This is because IT sector is the most attractive industry and that is why most of the employees are interested in the IT sector. The recruitment agencies intentionally recruit people with false CVs because the companies have not put effective control measures in place like preventive, corrective, detective and feedforward controls which could have otherwise helped to prevent these issues. The strategies discussed on how to eliminate falsifying of include recruitment process checkups and the feedback from the effective measures to eliminate any wrong doing. The problems of false CVs are longer lead times and poor performance of the companies due to incompetent employees. Introduction IT services are the services which are offered through connected computer and internet. Most of the functions or services in India are conducted using IT system. The information technology systems help to improve the quality of services offered to customers and also the speed at which the customers are served. However, in India, there are many reported incidents of inaccuracies in CVs presented by job seekers. It has been noted that many of the information submitted by job seekers in the CVs is not accurate as they give some false leading information like the expertise and experience and also the qualification grades. This problem is well known by the recruitment agencies that provide potential candidates for recruitment but they don’t expose it to companies Robbins, (Robbins et al 2012). Falsification of the CVs has led to dismissal of many employees by many companies in India upon realization that the CVs do not reflect the real information of the employees like Wipro Technologies. In this regard therefore, this paper will discuss the control management systems which have not been applied in Indian IT companies, steps to take to reduce variations in the CVs, control check ups to ensure the strategies are followed, the importance of IT and the problems of falsification of CVs. Types of control not applied in Indian IT sector There are various control systems which are not being applied by IT companies in India One of them is Preventive controls, most of the IT companies in India do not put control management systems in place when recruiting to ensure that they get the right quality of people for their operations (Vincent et al 2011). Preventive control aims at ensuring that the recruiting company gets the right kind of human resources with right skills. For instance, after the recruitment agency has provided the human skills needed, the preventive control system of the organization will go further to check that the employee has the real skills as presented in CV. This will greatly help to eliminate employees who have false information in their CVs and take a legal action against the employee or the recruitment agency. A good example where the IT companies did not take preventive control is where they relied on the recruitment agency for employment. They did not take any step to ensure that the recruitment agencies hired the right people as their CVs indicated. The company managers are also responsible for collaborating with the recruitment agencies to employ people with false information. Another control which is not applied by IT companies in India is the detective control. This is the control that is concerned with detecting any errors during the recruitment (Martin & William 2011). The companies did not take any measures to ensure that the recruitment agencies followed all the instructions keenly. This could have reduced the incidences of recruiting people with false information in their CVs. For example, in the case of the IBM Company, we don’t see any measures which are taken to know if the recruitment agencies followed the laid down procedures for recruiting employees. Therefore there were no detective control measures to identify any area where the recruitment agency did not follow the steps for recruiting the employees. If the detective control was put in place, there could have been no incidences of employing people with false CVs. There are also corrective control measures which were not applied the IT companies. These are the controls which detect any error committed by the recruitment agencies (Sonja et al 2012). For a long time IT companies in India have been faced by the challenge of recruiting the employees with false CVs. This is because they did not put in place the corrective measures to detect any deviations by the recruitment agencies and correct the errors. From this case study, it can be clearly indicated that the companies did not take any corrective measures to reduce the incidences of falsifying the CVs and that is why the companies have been suffering due to recruitment of wrong people. Another control which has not been applied by the Indian IT companies is the feedforward control. This is the process of providing the feedback to the recruitment agency concerning the output of the employees (Mitchell & Jon 2010). This feedback shows the real output of the employee and the expected output during the recruitment. This control was not applied the Indian companies like IBM and Wipro. This resulted in accommodating employees with false CVs for a long time. For example, IBM Company did not realize that it has employees with false CVs because it did not measure the output of the employees with the expected outcome until recently when the companies started to dismiss people and taking action against the recruitment agencies. Variation in the output could indicate that the employee is not performing as expected and therefore could lead to investigation leading detection of the error. Strategies for effective control processes to reduce variations in CVs The first strategy that will be used to reduce variations in accuracies of CVs through the Indian IT companies is through effective recruitment strategies (Duane 2003). The Executive recruitment Agencies should be able to recruit employees who can be trustworthy. If the recruitment agencies can be able to hire reliable employees, they will be likely to engage in legal activities and avoid vices like hiring employees for companies who have false information pin the CVs. Employees who observe ethical standards of their jobs will not collaborate to give jobs to people who have false CVs. Another strategy that I will apply as the chief executive officer of the Executive Recruiters Association is effective application of the feedback process (Ross 2011). The IT companies in India should provide feedback concerning the performance of the hired employees against the expected performance. This strategy will help to detect any problems that might have led to poor performance of the employees when he or she has the relevant skills in the area of specialization. Any recruiting agency should conduct performance comparisons and if the employee is not performing to standard he will be investigated. If the employee is found guilty of falsifying the CV the recruitment agency will be held responsible and could face the penalties. This will reduce the incidences of variations in CVs by the employees. In addition, I will propose strategies of ensuring that the recruitment agencies do effective follow-up before recruiting any employee (Ross 2011). The agencies should follow up the information and qualifications of the employee in the CV before awarding the job. Through this follow up process, any employee who might have given false information will be detected and a legal action will be taken. This follow up will reduce giving false information of the CVs by employees. Effective measures will also be put in place to all recruiting agencies to ensure that they engage in correct activities (Colin 1996). Any recruitment agency that will be found collaborating with company managers to recruit employees with false information on their CVs will be punished according to the law. The certificate of the agency will either be revoked or the individual employee will face the law alone. The main aim of effective measures is to ensure that the recruitment agencies do not engage in illegal activities of employing people with false information thus reduce complains of the IT companies. Finally, the IT companies should be involved in the recruitment process so that they will also help to identify the correct skills they require (Peter 1998). The skills could be given in terms specifications. The companies will also be required to help in assessing the skills of the employees and effective follow up process for making sure that the information provided in the CVs is the real data of the employee. This can be done by inquiring from the past employer or the institution where the employees acquired the skills from. Checkups to ensure compliance with the above strategies There are various checkups that will be put in place to ensure that the above strategies are being implemented fully by the recruitment agencies (French 2008). First there should be a checklist provided to all the recruiting agencies which provides the guideline they will follow in recruiting employees for companies. Any organization which will not follow the guideline will be held accountable and will face the disciplinary actions. This will force the recruiting agencies to follow and implement the strategies for reducing the CVs variations. There should be training and forums where the recruitment agencies will discuss issues facing the industry. At these forums the issues facing the industry like employing people for IT companies who have provided CVs with false information (Peter 1998). The management of these agencies will be trained and sensitized on the best way to reduce such issues. The strategies for reducing variations in the CVs will be discussed with the aim of improving transparency when employing people. There should be a code of ethics to provide a guideline on how the recruitment agencies should follow when conducting their operations. Among the issues that are involved in the code of ethics is transparency and accountability. There should be no favors when awarding jobs and that the CVs should be clear and correct thus there should be no false information. The code of ethics will guide the employees or the recruitment agencies when recruiting. Failure to honor the code of ethics by any recruitment agency, the certification of the agency will be revoked and will face the law of corporations. Issues associated with CVs variations There are various issues which are associated with the issue of falsifying CVs. These issues include longer lead times when recruiting. Upon realization that some of the recruiting agencies recruited people with false CVs, there was strictness in the recruitment process (Ranjit Bose 2012). The CVs had to be scanned and effective follow up was to be done to ensure they are accurate. This process will take some extra time not like before when the CVs were not being thoroughly screened thus longer lead times. Another issue that was caused by falsifying CVs is quick recruitment to meet the demands of the company growth like the IBM. This is because there was mass dismissal of the employees which left many positions vacant which needed to be filled (Robbins et al 2012). Extra costs were incurred during the quick recruitment which increased the budget for the companies in terms of expenses. Variations in the CVs led to poor performance of the IT companies because the performance of some of the employees was below the expectations (Robbins et al 2012). Some employees were recruited with false CVs thus do not meet the expected standards which lead to low productivity. Therefore falsifying the CVs led to low production of services because the employees are not qualified. Conclusion IT companies in India have suffered a great deal as some of their employees are employed with false CVs. This is because these companies did not put in place effective control measures. The control types which were not applied by these companies include preventive control, corrective control, detective control and feedforward control. Some of the strategies that will be put in place to eliminate falsifying of CVs include effective recruitment strategies, regular checkups and taking both preventive and corrective measures. In order to ensure recruitment agencies abide by these strategies, there should be forums for training and sensitizing the management of the agencies on the importance of recruiting employees with true CVs and also providing a checklist to act as a guide to the organizations and the measures they should take to ensure their recruitment process follows the ethical principles of the business. References Colin, A 1996, Principles of business process management, Managing Service Quality Vol. 6, No. 3, pp. 43-47. Duane, W 2003, Change management competencies for creating collaborative Organizations, Emerald publishing group, London. French, C 2008, Risk intelligence: applying KM to information risk management, VINE, Vol. 38, No. 1, pp. 72-94. 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