International Human Resource Management - Assignment Example

 Recruitment Part 1: Report on Talent Planning 1. Introduction In order to have efficient and effective talent planning, it is important that an organization must be aware of their expectations from their employees and also have policies in place that will play role in ensuring attraction and retention of suitable talent. The given report includes details about factors having an impact on an organization’s approach towards attraction of new talent along with factors affecting recruitment and selection process. Furthermore, benefits of attracting and retaining a diverse workforce and different recruitment and selection processes are discussed. It also sheds light on purpose and benefits of induction process along with a suitable induction plan outlining the activities undertaken by an organization before and after taking an employee on board. 2. Factors That Affect an Organisation’s Approach to Attracting Talent In order to attract talent, there are several factors that act as the criterion for an effective approach. Firstly, it is important to have a suitable employer branding. Being a preferred employer with substantial market reputation, helps in attracting suitable talent, present in the market. Secondly, strength of the talent hunting campaign also plays it role. Sources used for talent hunt, effective advertising, clarity of job roles and perks and benefits offered decide if the value proposition is effective enough or not (Johns, Robinson and Weightman, 2005). Thirdly, career progression prospective acts as another important factor affecting talent attraction regime (Brewster et al., 2011). Who to recruit is another important factor that defines organizational requirements which further affects talent attraction strategies (Taylor, 2002). 3. Organisational Benefits of Attracting and Retaining a Diverse Workforce With changes in global demographics and trade strategies followed by multinational companies, today’s corporate world has become highly competitive. Therefore, in order to have substantial edge over other market players, employers need workforce that is highly qualified and having technical skills along with cultural intellect. Therefore, a diverse workforce with suitable gender and racial representation is preferred. First benefit offered by it is having access to other foreign market segments supported by presence of local representatives (John, Robinson and Weightman, 2005; Hacket, 2003). Second benefit is a creative workforce that has enriched cultural and social background. Third benefit is better employee retention as a result of becoming a preferred employer along with greater customer satisfaction (Brewster et al., 2011). Cost effective employee relations can be achieved through a diverse workforce and an organization can have a sustainable development as well (Taylor, 2002). 4. An Organisation’s Approach to Recruitment and Selection What approach would be followed by an organization for recruitment and selection is dependent on the role for which hiring is being performed along with modes of recruitment available (websites, job boards, employee referrals, existing resume bank) and legal requirements (Brewster et al., 2011). Most of the countries have concrete policies restricting employers to have suitable employee diversity and performing no bias on the basis of age, gender, physical health and disability (Taylor, 2002). Also, some of the countries require legal documentation i.e. visas, work permits etc which further affects employer’s approach towards recruiting foreign or local talent. 5. Benefits of Different Recruitment and Selection Methods There are various recruitment and selection methods that can be followed by employers dependent on their requirements and related effectiveness of the method selected. Recruitment can be carried out through employee referrals which allow speedy access to suitable talent. Second method can be job boards that provide access to major mass and also act as speedy yet economical method (John, Robinson and Weightman, 2005). Thirdly, executive search consultants can be hired for souring purposes. This is the most effective method as head hunters are personnel specializing in having access to the desired talent without undergoing the hassles of sourcing and screening in terms of job-fit and organization-fit candidate (Brewster et al., 2011). The selection of the candidates can be performed through aptitude tests, interviews and EQ tests. This is the simplest recruitment format followed by most of the organization. Aptitude tests help in evaluating the general cognitive and problem solving skills of a candidate whereas emotional quotients help in understanding overall general personality traits like leadership, team building, initiation etc. Face to face interviews are precisely the most effective medium for they help in evaluating person’s communication skills and personality type can be evaluated along with technical skills required for the job (Taylor, 2002). 6. Purposes and Benefits of Induction Induction is one of the most important steps that decide effectiveness of employee-employer alliance. Through induction, an employee tends to gain familiarity of the systems and processes existing in an organization, employer expectations, job role, work environment, peers and health and safety guidelines (Megginson and Whitaker, 2003). This practice also helps employees to gain familiarity of the personnel that they will be interacting with along with reduction in anxiety that comes with non-familiarity of the work environment. For organizations, induction practice helps in communicating their expectations to the employees prior to starting a job. Sharing knowledge of procedures, practices and standards helps in avoiding unnecessary costs caused due to lack of information (Hackett, 2003; Taylor, 2002). 7. Induction Programme Name Title Department: Personnel Responsible Date of Joining: Arrangements To Be Made Before Joining Personnel Responsible Timescale Check List Preparation of work station HR Executive Before Joining Acceptance letter Manager Recruitment Before Joining Insurance Details HR Executive Before Joining ID Card issuance HR Executive Before Joining On Joining By Whom Timescale Experience letter and other academic details Manager Recruitment Joining Day Bank Details HR Executive Joining Day Next of Kin Details HR Executive Joining Day Employee Manual HR Executive Joining Day Policies and Procedures: Working Hours & Lunch Hour, Leaves and Public Holiday policy, HR Executive Joining Day Job Specification Reporting Manager & HR Executive Joining Day Work Arena Infrastructure: Work Station Cafeteria Washroom Fire Exit Smoking Area Guest Area Meeting Station First Aid station and clinic HR Executive Joining Day 1st Week’s Tasks By Whom Timescale IT HR Executive Day 2 Telephone/Fax System HR Executive Day 2 Security HR Executive Day 2 Internal and external communication policies HR Executive Day 2 Tasks for 1-12 weeks By Whom Timescale Training regarding job Reporting Manager Weeks 1-12 Performance & Development Appraisals Reporting Manager After Probation Further Training and Development Reporting Manager & Training manager Week 13 onwards Date of Completion Signature of Reporting Manager Part B: Portfolio & Interview Observation 1) Job Description Title: Office Manager Reporting to: Store Manager Job Description: 1) Close liaison with HR department and Store manager on evaluation of manpower requirement and planning 2) Act independently for sourcing candidates and facilitating recruitment process 3) Conducting induction phase for new incumbents 4) Training new employees for their respective role 5) Conducting training of promoted employees and also provide on-going supervision and guidance to existing employees 6) Supervise payroll and leaves 7) Supervise performance evaluation and assist store manager in conducting annual appraisals 8) Update employees’ manual and handbooks for each role whenever required 9) Maintaining employee relations 10) Maintaining overall office discipline 11) Staying in close communication with HR department and store manager in case of grievance filing, employee conflicts and policies’ infringement. Minimum Qualification: 1) Three years experience in a similar capacity 2) At least High school completion along with other accounting and HR certifications Work Hours: This can be treated as a part-time job. The incumbent is expected to be available three days per week. Working days can be decided upon selection. Salary: Market competitive package with necessary benefits 2) Written Advertisement for Recruitment Agency Office Manager required for a leading Multi-line Store You are the right person for this job if you: Have prior experience of employee management including training of store employees Have exceptional communication skills Are a people’s person Have effective problem solving and conflict resolution skills Can work under pressing deadlines If you have these skills and are willing to work in a competitive environment with excellent remuneration, you are the one we are looking for. Please feel free to send your resume at bravo@alpha .com. For further details, please visit our website www.alpha.com. 3) Selection Criteria: 1) Education & Credentials: According to job description 2) Prior experience and work-related achievements: According to job description 3) Personal achievements: Other than job and education 4) Evidence of oral and written communication 5) Evidence of effective time management 6) Evidence of leadership and team management skills 7) Know-how of occupational H&S legislation 8) Evidence of planning, implementation and achievement 9) Problem solving and innovation approach’s evidence 10) Reasons for career choice 11) Health and Age 12) Results of IQ and EQ tests 4) Portfolio of Selected Candidate Selection Criteria Candidate’s Strengths/ Weaknesses Education & Credentials High School completed and two certifications in HR Prior experience and work-related achievements 3.5 Years experience Personal achievements Have won three community awards and employee of the year award Evidence of oral and written communication Have been in correspondence with senior managers in prior jobs Evidence of effective time management Have shown award for being punctual and high presence Evidence of leadership and team management skills Have lead HR team of two persons and have handled workforce over 100 Know-how of occupational H&S legislation Have drafted policy entailing H & S legislation Evidence of planning, implementation and achievement Could not give substantial response Problem solving and innovation approach’s evidence Have presented several ideas about employee management Reasons for career choice Gave confusing answers Health and Age 28 years, involved in community games Results of IQ and EQ tests Cleared IQ tests, team building and problem handling areas needed attention 5) Documents to be submitted: 1) Educational Certificates: Marks Sheets and High Certificate with Two attested copied 2) Certifications of any courses taken with Two attested copies 3) Experience Letter from the past two employers (if there are two) on company’s letter head 4) Passport sized photographs 5) National EOBI details 6) Form containing information about next of kin and their contact details 7) Birth Certificate 6) Appointment Letter Date Name Address City Dear (Candidate Name) Appointment Letter We are pleased to inform you that you have been shortlisted for the position of Office Manager in our Melbourne branch. For the said position, given below are the necessary details: a) The salary offered for this position is £75/ day whereas you are required to work three days a week. b) You will be given transport; mobile and food allowance equivalent £200 per month and medical insurance for OPD check up. c) You will be allowed to have 20 annual leaves and 5 causal leaves dependent on Store Manager’s discretion. d) Your probation period will be equivalent to 90 days from the date of joining and confirmation is subjected to your performance during this period. e) During this period, you will be required to follow the rules of our company. Violations of any regulations will lead to immediate termination of services. Should you accept this offer, kindly respond to us at your earliest by 4th March, 2013. Best Regards Manager HR Letter of Regret Date Name Address City Dear (Candidate Name) Thank you for applying for the position of Office Manager and appearing for an interview. It was a pleasure meeting you. Although your work experience and educational credentials are exceptional however they don’t meet our criteria for this position as of now. Your resume will be kept in our database for future vacancies. We appreciate your interest in ALPHA chain of stores and wish you best of luck for your future endeavours. Best Regards HR Manager References Brewster, C., Sparrow, P., Vermon G. And Houldworth, E. 2011., International Human Resource Management. CI PD Publishing Hackett, P. 2003., Training People. CIPD Publishing. Johns, T., Robinson, I.M. and Weightman, J., 2005., Managing People-CIPD Revision Guide. CIPD Publishing. Megginson, D. and Whitaker, V. 2003., Continuing Professional Development. CIPD publishing. Taylor, S. 2002., People Resourcing- People and Organizations. CIPD publishing. Read More