Management Selection and Recruitment Strategy - Case Study Example

What is Management in Actual? A common perception which prevails regarding ‘management’ is that, it involves only the managers and the people involved within the management of the company, being the senior directorial positions. This perception did hold validity but only till the 1980’s after which the myth changed radically. More commonly to an extent that now organizations feel that; every person in an organization has some tasks that involves managing some resource and reporting about that resource to the higher authority. On the other hand decision making is an important part in management and it reflects the experience of the person making the decision. Management theories appeared around 1920. With the development of technology and various social developments, the management is subdivided into many categories that involve a particular process. In today’s world, with many things changing around us, every process has its own management methods and personnel for managing that process. Although the basic principle remains the same; planning, organizing, staffing, directing, and controlling to achieve the goal by using the human, financial and material resources. Ultimately the goal of any organization remains the same, that the Human Resource Management department should recruit the most suitable people in the best of their ability to meet the organization’s goal aligned with the vision, mission and goal of the organization. Careful attention to HRM issues is crucial in achieving positive outcomes from their employees, as well as keeping fair and balanced treatment for the employees which could be affected by management decisions. Effective implementation of HRM is based on several key principals, some of which are: Ensuring that all employees affected by HRM decisions are treated fairly. Providing certainty about staffing approaches to be adopted Seeking to maximize a harmonious work environment Ensuring that related processes are focused on achieving the company’s target Ensuring that staff are aware of what constitutes ethical standards and behave ethically in relation It is among good practices that an organization develops a strategy or framework to ensure that a coordinated approach is maintained by the HRM department. Organizational Management Vs HR It is seen that during recruitment in most organizations, there is a difference in opinion between the organizational managers and the HR people, which is elaborated below; Job Descriptions and Recruitment Changing job description – “6” “P” “D” Promotion. External influence during recruitment. Job Analysis. Gender Equity Equal employment opportunity. How to remove Gender Imbalance? Sexual Harassment. Policies and Procedures HRD – Policy. Differences between corporate HRD and HRM? HRD System/Process/Cycle How to set up HR system when there are “no” HR systems. Dealing with obstacles to HRD. Does HRD apply to everything? HRM Issues Staff benefits Organizational Behavior Organizational behavior. Sustainability of an organization vis a vis HRD. External and Internal Trainings Internal training for staff. Challenges – HRD “external” and “internal”. Training criteria for “external” and “internal” trainings. How to manage “internal” trainings and “external” trainings. Problems of HRD in overall organization decision making? Staff Reduction & Termination Can HRD have a negative effect? Staff reduction by people leaving to go else where. How laws of country interlink with HRD – especially in staff reduction Other Questions How to say No Bureaucratically Approach Vs Organizational Values On another note bureaucratically approach Vs values of an organizational can be seen more analytically as; Bureaucratically Approach Organizational Values Top-down structure & decision making Structure – flat / participatory Following orders Open decision making Centralized Decentralized Boss is always right, “One man show” Democratic Formal Structure, Rules, Procedures, Regulators Responsive / flexible Rule the people Equality / equity Slow, Cumbersome Gender Balance Preserving the status quo Quality Forced leadership Transparency “Thumb” management Just / Fairness Diplomacy Accountable Hard to remove Bottom up centralized records Elite aristocratic Selection and Recruitment Strategy As per my assignment if I were to give suggestions to the human resource and the organizational development managers as to the recruitment and selection policy, it would be; Firstly the organization should start with a "Situation Analysis" of the existing systems and procedures in the organization like; what are the current recruitment structures in operation. Who is the selection authority; what are the existing norms of the target organization. Does the decision lie with the HRM personnel or the organizational managers or would they like to formulate a committee who would tackle with the final decision legalities. The next step would be to identify the gaps in the current framework of the HR. A "Gap Analysis" would help, like; what are the constraints, implications occurred due to these existing systems, what are the merits/ demerits? how these affect the organizational culture. Then in the light of the identified gaps/ constraints, the recruitment and induction strategies should be formulated to address the problems. This would further help in defining the steps in the recruitment process. It should be kept in mind that the recruitment and selection steps should be in line with the organizational "VMG"; vision, mission and goal, in simple words everything proposed MUST reinforce the organization’s VMG. In the recruiting cum selecting process of a person, there should be a compatibility graph of Employers Ability Level vs. the Job Need Level. This would help is placing the right person in the right department. The recruiting person may feel during the whole process that the candidate may not be suitable for the post s/he has applied. Although s/he might be just the right person for another post within the organization which s/he may not be aware off. The mentioned graph will help in the final decision; it will also act like a filter in the recruitment process as it will fine tune the short listing keeping in view the organizational vision, mission and goal. It will also help in identifying persons most suitable or closer to the organization’s objective. Once a person is recruited on the basis of the identified criteria, then the organization needs to have an "Induction Strategy", which means that how they want the newly appointed person to get orientation and familiar with the activities, projects and clients of the organization. The Induction Strategy may include period-rotational-placement of that person from one department to another. More like that the appointed person spends a week or two in each department of the organization as to give him the flavor of all departments and also know the real Assembly Line of Hierarchy as well as the information flow from one department to another. This could be considered as one of the most important steps in recruitment and for that person to understand and take-up his/her position in the organization. Then s/he should be aware of what Intrinsic (motivation, appreciation, trainings etc) and Extrinsic (salary raise, promotions etc) benefits he may qualify for in the near future based on his performance. Also the HR should have a Rewards and Recognition (monetary and non-monetary) policy. This is a good way of keeping trained and experienced staff with the organization. After the described process is applied there should be a ‘Mid-Term Assessment’, most likely after 3-6 months, this will help in monitoring and assessing whether s/he is going in-line with the organization’s objectives. Confirmation comes after all the mentioned steps/ processes are accomplished and documented. Another Strategy…. Another method in recruitment and selection process which could be applied if the organization needs to employ a number of people for the same post, like if an organization needs to recruite a number of sales wo/men. In such a case a one day assessment of the people could be taken. The most effective way would be to call all the potential candidates and make them go through a number of exercises. Prepare a group of the organization’s people who would be involved in the recruitment and selection process Ideally it should compromise of people from the HR, organizational development managers and two people from the department the selected candidates will work inn All the potential candidates should be called for a day long recruitment process The process should start with an introduction of all the candidates and the representatives of the organization who will be managing the day Brief the group of candidates as to how the day would move and what they are expected to do Prepare a number of exercises on; 1. Team Building 2. Leadership 3. Communication Skills 4. Readiness to Listen, etc. The organizational recruitment committee should observe all the candidates in general and should thoroughly observe a pre decided number of people (say about 4-5 candidates) A debrief should be held at the end of the day and a mutual selection should be done and further forwarded to the decision making authority This process would help as the people who would be working with newly appointed people were considered and involved in the whole process. In this way the existing people would also be more welcoming to the newly appointees. Read More