The recruitment activities for ABC ltd - Case Study Example

? Case Study Analysis Table of Contents Introduction 3 Case Study Analysis 3 Conclusion and Recommendations 6 Reference 8 Introduction The project seeks to analyse the case for ABC, Inc., which has been undertaking the recruitment activities. It is seen that a number of problems crop up during initializing the process of recruitment. The purpose is to propose suitable solutions to the problems faced by the company at present by making a thorough analysis of the same. The case reflects a few major problems which arise in the management of human resources in organizations. The company ABC ltd unfolds a few and major recruitment in this regard. The problem aroused in the process of a new hire orientation program. It was during the finalization of the paperwork by the new recruiter in ABC ltd, Carl Robins that he came to know of the fact that many of the new trainees did not have their applications completed or their transcripts on files. Also none of them had been sent for drug tests. The problem even aggravated when it was found that apart from three copies rest of the pages went missing from orientation manuals. Case Study Analysis The main problems which came forth from the study of the case are discussed as under. Firstly the case reflects lack of coordination between departments which happens to be one of the primary responsibilities of the HR departments in organizations. The problem arises due to improper communication in the organization. This is reflected through the fact that when Robins wanted to book the training rooms for the orientation program he found that it was already reserved for the setting up of computer terminals. An effective system of communication would have been effective in informing the entire organization about the availability of the program from beforehand. Accordingly the system could be scheduled as per the convenience of other departments. Another key problem area is apparent from the fact that Robins being a new employee has failed to undertake the responsibility smoothly. This shows lack of proper training on the part of the HR department in the organization. In order to fit into the job responsibilities completely it is crucial that the organization implements proper induction training of the candidates to make them efficient to handle responsibilities. The case reflects inadequate training about the company which would otherwise made Robins aware about the probable arousal of problems (Briggs, 2007, p.1). Most employees are technically minded. Therefore they would require a strong and concrete guidance on how to manage the operations. This has been the case with Robins as well. First and foremost the recruiter would have to be made aware of the requirements of the organization. The job description must consider the changing demands of the profile, the changes in technologies, and the different methods of working. Most importantly the job description must reflect the needs, rather than the skills required in the organization. Candidates qualifying the above requirements must be hired in the organization. The important aspect is to provide induction training which helps to equip the candidates with the right skills and knowledge for the job. Going by the analysis of the case study it reveals that Robins is not quite informed about the availability of the resources which would be required for conducting the orientation program. The present situation demands that there are two possible jobs to be dome urgently. One is the implementation of the orientation program and the other is to set up computer terminals. The crisis is that both require training rooms. However, it is strongly felt that the orientation program is a bit more urgent as compared to the other. However, it is difficult to set up the program since the training rooms are already booked by some other department. The question is to demonstrate the need of the situation and arrange the room for orientation. The key solution would be to understand that a delay in the hiring process would ultimately result in delayed work and activities which would directly impact the day to day running of the organization. It was also important to understand that hiring the candidates would allow beginning the work early but setting the computer terminals could be delayed to some extent as it would not greatly impact on the regular workings of the organizations. The other alternative in front of Robins was to delay the orientation program without causing hindrance to the setting up of computer terminals. This would mean informing Carrolls, the operations supervisor about the change in schedule of activities. Also it requires informing the candidates about the schedule change. Since the situation needed that all the new hired candidates would begin working from July, Robins would have to provide just and fair reasons as to why the program had to be delayed. The former of the two strategies could be proposed. This means between the two alternatives the orientation program could be chosen instead of setting up of computer terminals. This is because the hiring of candidates and preparing them for the actual responsibilities was considered to be of more importance than the latter. There was also a dilemma that many of the new trainees did not have their applications completed and their transcripts on files. It was urgent to have them ready for the clinic for conducting of drug screenings. The entire situation reveals that the situation required greater attention and concern and a change in the schedule would require the rescheduling of a number of activities. This would not only mean a delay in the work but also the wastage of resources, like energy, time and resources. In this process the organization could also end up losing useful and talented resources and moreover recruitment activities involve huge costs which could be wasted. Conclusion and Recommendations Firstly it is recommended that candidates who are absorbed in the organization must be imparted proper training and development programs. This could include thorough induction programs for making the candidates aware of the needs and requirements of the organization. The candidate must also be aware of the probable shortcomings and difficulties which might arise during the course of work. This would help the candidate to arrange for buffer time for activities which might not be implemented at their scheduled time and place. If Robins had prior information about the problems, he could have arranged for an alternate venue where the program could be implemented or conducted smoothly. It is also recommended that internal communication in the system is improved so as to ensure that employees are aware of the activities or programs which are to take place shortly. There must be more interaction between the departments. This follows from the fact that if Robins knew about the issue of computer terminals from before he would thought of and arranged for another venue for hic program. He could even have a clear discussion with the other departments and put forth the priorities of the program and settle for the training room. In this way the program could be avoided from getting delayed and thus substantial costs of the company in the form of recruitment costs and time costs could be saved. Moreover the possibilities of losing candidates who were efficient and talented could be reduced. It is important that the human resource department handles the constraints effectively by setting priorities right in order to perform effectively. Since the present case deals with the recruitment department, it is recommended that it must aware about the problems that might arise in the process and formulate suitable solutions for the same. Reference Briggs, B. R. (2007). Problems of recruitment in civil service: case of the Nigerian civil service. African Journal of Business Management Vol. 1(6). pp. 142-153. Retrieved from http://academicjournals.org/ajbm/PDF/Pdf2007/Sep/Briggs.pdf on August 01, 2011. Read More