_ Sbjbjzpzp 7n b bJE
00000DDD8TD@h V 0 00 00Op F0@0 @
B RUNNING HEAD LAW AND INTERNATIONAL LAW
Managing People in a Global Context Assignment 1
Name of the writer
Name of the institution
Introduction
The globalization of product markets and enhanced multinational activity of business organizations signifies the liability of Human Resource Management and its cultural contingency and transferability. The recruitment and selection processes are considered beneficial in any kind of organizations due to their usefulness in finding adequate candidates for a particular job. It is noteworthy to mention that recruitment and selection are significant perspectives of human resource management which helps to select suitable employees that have the potential to meet the strategic goals and objectives of the organization. Recruitment is the discovering of a suitable candidate for anticipated organizational vacancies. It is a process of screening, sourcing, and selecting an appropriate candidate for the vacant positions. During recruitment, one must consider the educational qualifications, experience, skills, and abilities of the candidates. It is notable to mention that recruitment can take place internally and externally. The internal factors include the image of the organisation and image of the job, recruiting policy, and the size of the organisation. On the other hand, external factors include labour laws, labour market, demographic factors, legal considerations and competitors, and unemployment rate. The recruiters need to understand the importance of efficiency in the recruitment process as it builds a good working environment between employers and employees and helps in the generation of productivity. The selection activities typically follow a standard pattern. The process of selection consists of the following steps screening interview, completion of the application form, background investigation, comprehensive interview, physical/medical examination, and final job offer (Ekwoaba, Ikeije and Ufoma, 2015). The main purpose of this research is to critically analyse the process of recruitment and selection of Manufacturing Company X in order to identify the area of problems. This study also helps in suggesting different ways to improve the recruitment and selection process of the selected organization.
Discussion
The recruitment and selection is defined as the process of retrieving and attracting able applications for the purpose of employment. The idea of recruitment and selection was once just to fill the vacant position without a proper procedure. With the passage of time, the idea of recruitment and selection changed and evolved dramatically. In the last few years, organisations have realised the importance of recruitment and selection methods in order to meet the expectations and objectives of the organization. The successful implication of recruitment and selection methods is critical to success in all sectors, regardless of the organisation size. It is notable to mention that putting the wrong person in a vacant position just for the sake of filling the position has certain crucial consequences for the organisation. Due to such non-professional acts, there is a decrease in productivity and employees morale. The success of an organisation depends upon the process of recruitment and selection of candidates.
Manufacturing Company X is currently facing challenges with staff turnover, which is believed to be coming from their process of recruitment and selection techniques. It is important to note that Manufacturing Company X is recruiting the employees with the help of the classic trio approach. The classic trio was initially composed by Cook (2004) which demonstrate that an application form/CV along with at least one interview and additional references is an appropriate way for recruitment and selection. This kind of technique was effective in the 2000s as the majority of the organizations were using classic trio to select candidates. However, with the passage of time, many researchers found that there are more reliable forms of recruitment and selection methods. Now, there is a need to assess the current of recruitment and selection of the candidates to get an insight into organizations efficiency. For this purpose, the personnel involved in the recruitment process are required to fill out the questionnaire in order to assess the structure of the recruitment and selection process. The current culture of the recruitment process can easily be assessed with the help of a structured questionnaire (Kaplan et al., 2017). There is also a need to evaluate the experience and knowledge of the personnel that is involved in the recruitment process to determine whether this personnel is aware of the position they are trying to fill or not.
The results of the research indicate that Manufacturing Company X is using the classic trio method to recruit individuals in order to fill the required vacancies. First of all, the recruiter collects the application forms and CV from the candidate in order to evaluate their qualification and suitability for the vacant position. It is notable to mention that Manufacturing Company X does not have any application form, therefore there is no way to make an effective comparison from candidate to candidate. The resources of the selected organization indicate that CVs of the candidates are often stored in the box and they are opened whenever there is a job opening. There is no specific record that can show how long each CV has been there in the box. Such results indicate the bad practice of the organization. The interview is the essential part of a recruitment process according to the classic trio approach. The evaluation of the interview practices of the recruiters of the Manufacturing Company X illustrates that they found themselves drawn towards many individuals during an interview. Such statement of recruiters backs up the argument of many scholars that interviewers have the affinity to drawn themselves towards candidates in the early moments of the interview. It is critical to mention that such a strategy of the recruiter is not beneficial for the organization. Unstructured interviews are being used by the recruiters of the selected organization, but these interviews can be dangerous for the organisation in the long run. According to researchers, the structured interviews have the tendency to provide a better comparison among different candidates rather than just having a chat and making a decision on the basis of likeness and unlikeness.
The human resource management needs to integrate only such chat in the interview process that can discover whether an applicant is likely to fit in the organization or not. It is notable to mention that the recruiter of the Manufacturing Company X did notify that it is difficult to identify the efficacy of a person for the job. According to HRM theories, it is evident that only an interview is not enough to determine whether a person will show effectiveness in his/her work or not. It is hard to identify the suitability of an employee with the help of just talking. The identification of such problem by recruiter nominates that interview is not enough for the selection of a suitable candidate. There is a need to integrate another factor into the recruitment and selection process to determine whether a person is suitable for the job or not. It can be fulfilled with the help of a set of exercises or task that are relevant to the presented job in order to determine the appropriateness of a candidate for the vacant position. It is noteworthy to mention that Manufacturing Company X lacks such kind of tasks in order to evaluate a candidate. Researchers have found that an assessment centre is a valuable place as well where candidates can do both an interview and job stimulation. However, Manufacturing Company X has no such intentions to make these arrangements for candidates, which shows their lack of interest and non-professionalism in the recruitment and selection process. Due to such useful strategies of the selected company, the staff turnover rate is increasing at an immense speed. There is an immense need for some valuable HRM strategies so that the process of recruitment and selection can be improved in order to reduce the staff turnover rate. The results of the findings also indicate that the recruiters of the Manufacturing Company X have not been trained on how to conduct an interview in an appropriate manner, which is catastrophic for the company.
It is well-known that trained interviewers are better than untrained ones. In the recruitment and selection process, one of the most important things is to train oneself on how to conduct the interview in an effective manner. The recruiters of the Manufacturing Company X are not provided with useful training about the interview process, therefore they do whatever they think is good. The interviewing skills can be acquired with the help of proper training. It is the core responsibility of the Human Resource Management to provide effective training to the recruiters so that they can effectively identify a suitable candidate for a vacant position. It is recommended for the Manufacturing Company X to carry out a training course for all the recruiters to notify them about the essentials of the interview and how to evaluate the personality and skills of the candidates. The training courses for the recruiters of the Manufacturing Company X can improve their interviewing skills.
It is noteworthy to mention that the references are a major aspect of the classic trio as it helps recruiters to do a check over an individual through valid references. The background check is an essential facet which can help in identifying the personality of a candidate and its behaviour in society. References are a possible recruitment tool for the Manufacturing Company X which can help them to identify more about an individual. However, the results of the research have shown that references tool is not valued much in the Manufacturing Company X. In accordance with the results, it is found that most of the times recruiters select an individual during the interview. They did not even bother to fulfil the last step of the classic trio. The references step is a far more valuable aspect. As someone said, reference can often say more about its author than about its subject. Not having time to check the references of a candidate shows that the Manufacturing Company X lack the value of the references. This kind of attitude by the side of recruiter of the selected company is far too risky and its consequences can be seen in the high staff turnover rate. Majority of the researchers have mentioned the effectiveness of references and who it can be used to reduce the staff turnover and increase productivity. The references check to allow to get a clear picture of an individual from his previous job. A survey has been conducted by a researcher to check the responses of the CEO about their employees. The majority of the CEOs indicates that nearly half of their workers are a poor fit for their job. Furthermore, the interview with the CEO of the Manufacturing Company X also dictates that most of the employees are a poor fit for their job which shows the ineffective abilities of the recruiters to perform the recruitment and selection process with efficiency.
The concerns of the CEO of Manufacturing Company X can be avoided with the help of a proper job analysis. It is notable to mention that the selected company have gone through the effort of creating a job specification. According to certain researchers, an effective job specification is an adequate way of getting better candidates for a vacant position. A good job description is the one with a proper statement of purpose, scope, responsibilities, and duties of a job. The findings from the research of Manufacturing Company X indicates that recruiters of the company even try this strategy in order to attract a suitable candidate for the vacant position. However, this kind of strategy was not effective for Manufacturing Company X in the long term. Many researchers have found that accurate job description can be very useful in the process of recruitment and selection. However, the lack of ability of the recruiters to view this job description regularly make it hard for them to select a better candidate for the job. It is important to mention that the recruiters of the Manufacturing Company X are not reviewing the job description or not paying attention to the content of the job description. That is why they are unable to understand what they are looking for. If the recruiters can review the job description and pay attention to the job specification, its content, and the duties and responsibilities of the candidate for the vacant position, then they can easily select a potential candidate who will be fit for the job description.
Unfortunately, the recruiters of the Manufacturing Company X are often busy in their tight schedule that they do not have enough time to go through the specification of the posted job. This lack of responsibility by the side of recruiters is catastrophic for the recruitment and selection process and it also leads towards a high staff turnover rate. There is a need to consider the importance of person specification during the interview and selection process in order to determine the qualities of a candidate that whether he/she is fit for the job or not. Manufacturing Company X needs to focus on the person specification as it is an effective way of identifying the specification of an individual and to know about his suitability for the job. The research was made for the purpose of finding the reason behind the high turnover rate in the staff of Manufacturing Company X. The participation of the recruiters and the CEO of the company made this research liable to determine the reason behind this Human Resource Management issue. However, the lack of participation from the previous staff in this research made it a bit unsuccessful. The exit interview of the staff members helps in identifying the real reason behind their leave from this job (Farndale, Nikandrou and Panayotopoulou, 2018). However, the previous staff members of the Manufacturing Company X did not take part in the exit interview, so the real reason behind the staff leaving this organisation is not identified. According to various scholars, timing it a critical part for the organization to utilize at an appropriate time. The employees who are not asked about the exit interview at the time of their leave, it is hard to call them back for an exit interview. There is no such policy in the Manufacturing Company X to conduct an exit interview with the employees who are leaving the job.
According to the results of the research, it is found that if you wait until employee leave the job, then there is no chance that they can come back and give appropriate feedback that why they left their job. It is necessary to mention that two people who did somehow agree to give the exit interview mentioned that they were not aware that what they are getting into. According to these employees, the job did not suit them. Now, why the job did not suit them is a crucial question which must be answered in order to evaluate the reason behind high staff turnover. It is possible that these people were not informed about the specification of jobs during the recruitment and selection process. It is also possible that these people had no previous experience due to which they could not refuse to take up the job offer. It is the core responsibility of the recruiters of the Manufacturing Company X to improve their recruitment and selection process and to tell people about job specification at the time of interview. It could help in minimizing the staff turnover rate and save time and money for Manufacturing Company X.
Keeping in view the above mentioned case, it is necessary to take into account a person specification as it will help recruiters to identify the characteristics needed for a particular job. A person specification is vital in understanding the characteristics of an individual. The Human Resource Management of the Manufacturing Company X needs to conduct exit interviews from each employee at the time of their exit. It is difficult for an organization to call back the previous employees for exit interviews as seen in the case study of a selected company. Misconduct in the arrangement of the exit interview at the time of leaving causes trouble for the employers. There is a significant fault in the current recruitment and selection process of the Manufacturing Company X which results in the high staff turnover rate.
Conclusion
In a nutshell, the recruitment and selection process of the Manufacturing Company X is not effectively managed by the recruiters due to which there is an increase in the staff turnover rate. The classic trio approach is one of the most effective techniques for recruiting potential candidates, but the recruiters of the Manufacturing Company X are not properly trained to conduct this process in an effective manner. Lack of training for conducting interviews and lack of value for the reference check are troublesome issues that lead towards a high staff turnover rate. It is concluded that Manufacturing Company X should consider introducing some form of job stimulation in order to reduce the staff turnover rate.
Recommendations
There is an immense need for job stimulation in the recruitment and selection process of the Manufacturing Company X. The company needs to put a printable job application form on its website which must contain specific questions to determine the characteristics and qualification of the candidates. It will allow the recruiters to compare it with other application forms to identify a potential candidate for the job position. The recruiters of the Manufacturing Company X must be trained in an appropriate way so that they can effectively conduct the interview. There is also a need for a structured interview process so that recruiters can compare the different applicants. Manufacturing Company X needs to eliminate the practice of offering a job during the interviews. The reference check is a useful step in the classic trio approach, therefore, the recruiters needs to screen all applicants references. The Human Resource Management needs to introduce the practice of exit interview with some appropriate time limit in order to understand the reason why an employee is leaving his/her job.
References
Ekwoaba, J.O., Ikeije, U.U. and Ufoma, N., 2015. The Impact of Recruitment and Selection Criteria on Organizational Performance.
Farndale, E., Nikandrou, I. and Panayotopoulou, L., 2018. Recruitment and selection in context. InHandbook of Research on Comparative Human Resource Management. Edward Elgar Publishing.
Kaplan, D.M., Palmer, J., Thompson, K., Dustin, S., Arroyo, C., Perera, S. and Marx, R.D., 2018. Recruitment, selection and staffing. InTeaching Human Resource Management. Edward Elgar Publishing.
Law And International Law PAGE MERGEFORMAT 11
,/0a
vjjjRjjFhCJOJQJaJhLCJOJQJaJhXCJOJQJaJh
CJOJQJaJhCJOJQJaJhChIOJQJhh56CJOJQJaJhhCJOJQJhjhx5CJOJQJaJhEhECJOJQJhjh CJOJQJaJhjhxCJOJQJaJhSoCJOJQJhjhxCJOJQJaJ(),-./0av dgdCdagdump
dagdu dgdump 4 6 s 4 5 W
(),-./012345679@ABCDEFGHIJLMNOPQRTUVWXYZaRoot Entry Fp@1Table8WordDocument 7nSummaryInformation(KDocumentSummaryInformation8SMsoDataStorehSVMEWAUEE2hItem
PropertiesUCompObj r
xml version1.0 encodingUTF-8 standalonenobSources SelectedStyleAPA.XSL StyleNameAPA xmlnsbhttp//schemas.openxmlformats.org/officeDocument/2006/bibliography xmlnshttp//schemas.openxmlformats.org/officeDocument/2006/bibliography/bSourcesxml version1.0 encodingUTF-8 standaloneno
dsdatastoreItem dsitemID54BA2486-2BC9-4EB0-96AE-5014137C44B3 xmlnsdshttp//schemas.openxmlformats.org/officeDocument/2006/customXmldsschemaRefsdsschemaRef dsurihttp//schemas.openxmlformats.org/officeDocument/2006/bibliography//dsschemaRefs/dsdatastoreItem
F Microsoft Word 97-2003 Document
MSWordDocWord.Document.89q
