Human Resource Management: Task 2

Section 1) Introduction

The purpose of this project Human Resource management is to understand how important is recruitment and selection of the right candidate for the organization. From this project, this has an example of Hyper-Koala Ltd that when there was a selection on the reference base the company has to face severe drawback and has lost many of the experience employees.

Recruitment is the first and very important step in the field as it all depends on the success and failure of the company. Wrong recruitment and selection of the candidate for the company will go into non-profit.

From the whole project we have learn and understands how important is recruitment and selection for an organization as this is the responsibility of the managers to conduct it in the right way as the line managers are one who dont select the right person for the right job. After all one main point exit procedure should also be the main attraction as it should be also conduct and take seriously.

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Section 2) Description

1) Compare the process of recruitment currently used at Hyper-Koala Ltd to another organization and the methods and media that can be used for recruitment.

Currently the process of recruitment used at Hyper-Koala Ltd was that all the functions of organization was handled by the centralized head office in Garhoud, Dubai which includes marketing, finance and administration, operations and logistics. At the moment there was no formal human resource department to handle but at the beginning of the year there was an administration manager who was handling the HR functions in the organization but he was terminated because of the downsizing and cutting of the cost measures by the company. As recruitment process is the main step in selection process, it is a kind of activity, which directed for obtaining the appropriate human resource. The qualification and skilled person who matches to the function of the post selected.

As compare to other organization, recruitment is a responsibility of every manager to handle properly as most of the problems arise when recruitment not handled as required, it causes resignation, low motivation, and the performance is poor as the procedures are incorrect in the process of recruitment. In every organization, the process of recruitment is to provide a pool-qualified candidate to the organization. The purpose of recruitment is to assist the rate of success in selection process by the reduction of the number of persons under-qualified and over-qualified.

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It is necessary to have a recruitment policy which is relevant and for that, the purpose of recruitment fulfilled properly. Policies of recruitment helps in increasing the managerial effectiveness as routine decisions can be taken for clarifying the managers discretion and the subordinates exercises in the implementation of functional tactics as the changes of environment has an effect on the success and failure.

When line managers are kept in recruitment process they dont understand the process of recruitment as they hire the employees which should not be hired which starts as soon as possible so it will lead to the poor recruitment process and misprofiling of the individuals which will be become a part of the system. As at the level of officer and managerial should be done effectively and it should be always keep in mind that once the mistake id done it takes long time for correction so a small mistake can be costly to the organization. Many people are in wrong jobs and that they are not utilizing their full potential. It is indeed are giving negative wipes to both company and to individual itself.

Recruitment can be done in two different ways by the managers first is internal recruitment and second is external recruitment. In internal recruitment the looks of the business is in fulfilling the vacancies with in the existing force. There are four most popular ways of recruiting, mouth of word, referrals internal, circulars internal and intranet. Its advantages are it is cheaper and quicker and peoples are almost familiar with the business that how it is been operated and provides the opportunities

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in promoting the business where the business itself knows the strength and weakness of the candidates.

In external recruitment business is looked in fulfilling the vacancies with the suitable applicant and its advantages are the people who are outsiders brings in the new ideas, there are large number of candidate from which they had to chose the best one, peoples has more experience. Recruitment has to ensure that with the social networking they are meeting their required goals as for that the recruitment campaign has to determine that whether the social networking can enhance the strategy or not. For indication whether the social media should be used as recruitment tool they has to look out for the number of roles needs to be filled, the level of turnover and the candidate is of what type is seeking for the post. Social media used as alongside traditional candidate for, attracting the strategies like newspaper advertising and the job boards which are commercial.

According to the survey the method, which used, for searching the job by the prospective candidates is by the local newspaper ads where for about 42 percent of the people says that this media is the first port of call. Social networks and sites used by only six percent of the people for finding jobs. However, survey that only six percent of the candidates use social media site for finding jobs, recruiters cannot afford to ignore as because social media will grow and become more influential while the channels grow. We can take face book as one example where started off a way for the Harvard student for staying in touch. Social media, face book accounts are view by one in every seven internet page so the professional of recruitment should

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ensure that the campaign is usefulness of social media but it is also should keep in mind that this method is not only through which the candidate are to be attracted.

Most effective social media that which network will depend on the recruitment campaign goals. The example, which has discussed above can help in suggesting that how recruiters can approach in social media incorporating their campaign. As the survey shows but to find the perfect candidate social media is not only the way for reaching your target audience. Therefore, for finding a candidate, which is best suitable for the post, it would start with the site Linked In which provides professional candidates. The people who are working in technical markets usually use this kind of social sites for promotion and where the CVs are available but not considered as the true professional.

If another approach selected through social media and the senior candidate would identify the networks, which are independent and are serving the industry of specialist, which are taking advantages of selecting a readymade potential candidates. The recruiters have to post and provide the network the post information on the role as from this it would establish direct relationship with the potential candidates. If in search of most useful networks that would take time but evaluation tools helps in determining which used and advises how influential they are.

By using such sites means that the recruitment campaign has reached to a wide range of audience but like everything, there is also no guarantee in social media on the rate of the response. Recruiters may not find by going out as broad audience

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where not all the candidates will be suitable which will cause pose shifting challenges.

A site of social networking is such that no matter how large is your network but still it is limited to the individual within that network. Sometimes the best candidate is not a part of the network, which has been, chose so at that time it is important to look beyond for the recruitment campaign.

Future said to the social networking and job, which is online boards, will be a matter of time until the masses are finding for the work. Therefore, for those who says social media is not a part of the recruitment strategy will be left behind (About, Inc., 2007; Change Board Articles, 2009).

2) Evaluate the selection practices used at Hyper-Koala Ltd and another organization and compare these to best practice.

Ever since the charge given to the store managers in hiring and firing the staff members and Administration managers fired from their job the selection practice at Hyper-Koala Ltd was on references. The selection of people or candidate was on the relations like wise recently the store manager of Hyper-Koala Ltd has hired his assistant store managers brother as a purchasing assistant from whom job description asked neither person specification.

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It was prepared just on the basis of informal interview the person was selected as he was having the work experience of a sports coach and had no experience in the retail department. Purchasing orders made in the shortage of the items in demands and the suppliers of excess on those items, which was not, required. As through this sales has suffered and the many of the valuable customers was lost.

Hyper-Koala Ltd was where the store manager of Bur Dubai has hired his own brother-in-law as a shop floor supervisor when there was a vacancy. On selection of him, also no job description and neither with an informal interview, selected as he was working as a data entry operator previously and had no experience regarding his current job so it has cause a serious damage to the organization as he had lack of communication between his colleagues and exerts. Their authority over his subordinated as a result it has cause so many resignations in a company many of the experienced workers has resigned because of his attitude this has result to so much of draw back to the company. Now the new manager has taken the charge and understood the criteria how to handle the selection and recruitment process. While in other organization, they check the background of a person before hiring for the job. As background check is said as the criteria component as the hiring process.

When it is on the name of the business one cannot afford to take the risk of hiring the poor candidate. One poor hiring decision brings the difference of success and failure. Most of the small business faces failure because of the theft employee as they kept on jobs with any background check. Recruiting and then hiring the best candidate for organization is said as ongoing challenge and if one is looking for the solid and best

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practice for interviewing and selecting then one should sign up to the right course. There should be a checklist for the employee before hiring a superior work force as this checklist will help in systemizing the employees process and this checklist helps in keeping ones track of recruitment effort. Checklist helps in both recruiting and hiring process.

If one, needs a superior workforce then they have to hire and develop the best employee with the seven practices, which helps in developing a high performance while the superior workforce focused on improvement continuously? There is top ten ways in selecting the great candidate. The smallest employers who hire the best people in developing the pre qualified candidates before the job filled. One-step is developing a good relation with the best candidate before you select him for the job. This will help you in the end, as one will know many talented people who can fit for the post.

Job interview a must before selection it shows how talented is the candidate and how much is qualified and had interest in working for the company. Through interview, one can note the abilities, interest and direction for fitting for the job. Hiring the wrong person for the job or the decision taken in hiring a person causes so much lose to the organization as it waste the time, training resources and the psychic energy on the candidate which is not fit for it. So recruiting and hiring process be done very carefully. In the case of marketing hiring and sales, hiring an employee has become very challenging as the other employers are hiring employees from the

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pool of qualified candidate. It seen that hiring an employee is a little easier, it requires 80% requirement, and training is the rest work.

One can recruit and hire the best candidate through web. It said as online recruiting where most of the jobs sites allows and helps in finding and resuming the unwanted keywords and locations and executive recruiting done online.

It is said that selecting and retain the staff is the success of the business. The most important resources are those talented people who are continuing in developing the skills and increasing their value in organization and to the customers. There are steps how one can select and retain those talented people for creating an environment. The element in which they improve the quality if the staff members employed and they includes in improving the new hires quality, retaining the superior employees and identifying them and developing them.

There are four of the steps in the recruitment process team they are firstly defining the needs of the labour. Second in finding those quality candidates for responding to those needs, thirdly interviewing the candidate, selecting the best among them, and lastly helping the candidate in orienting into the business.

There are some of the employees who at present are involved in recruiting employees so there are three most common strategies first is employee as an agent, employee as a contribution and employee as a sponsor which plays the part (About, Inc., 2009).

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3) Evaluate the Exit procedure (if any) used at Hyper-Koala and another organization and compare to best practice.

There has been no exit procedure at the Hyper-Koala Ltd until the new manager handled the company. When the manager had given the power of hiring and firing the employees, the selection based on personal references so by using that power many of the experience workers has resigned from the job. The manager has accepted the resignation without asking any thing and asked to leave immediately when his one-month notice period ends.

The company has not even prepared any Exit procedure. From any organization, point of view when any employee leaves the organization, which has technical, and management responsibility on him and whether he is departure through termination or through voluntary there will be a legal conflict exists.

If the employee who is leaving the present organization and shifting to other company who is a competitor then it could be one issue that the employee has all the knowledge and trade secrets of an organization and has been involved in the inventions, ownership of intellectual rights.

Even if the employee has a written agreement with the organization, which has convenient not to compete, then also it could influence the relationship in the future between the organization and the employee. Sometimes the departure creates unpleasant emotions between organization and the employee.

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When a proper exit interview program is created and efficiently administered it goes for a long way in minimizing the legal difficulties which can result from the departure of an employee. When an employee sign an agreement based on employment at the first when he was being hire for the job or every legal consideration is existed that makes the agreement bind at the course of employment. The agreement of exit interview gives an opportunity for obligating under the agreement. By doing this it not only relief the formal employee obligation but also provides the opportunity for the organization and as well as for the departure employee for discussing the area regarding the future obligations.

The responsibility of conducting an exit interview is on the administrative program like human resource employee. There should be a written agreement between the employer and the employee, which will make it clear that what post employment obligation is. In this agreement, written clearly that as an employee he is aware of the exhibit and understood the obligations laid in it.

It will also include the issue, which involves the inventions created by the employee. The exit interview reaffirm and understands that employer is having no further rights. While he was working, he had known about some trade secrets or about the projects information then he not allowed to do such projects further for other organization and neither he can reveal that trade secrets it should be confidential. The document also includes that the employee has affirm that all the developments disclosed and might be patentable developed at the time of course. Therefore, if the employer will agree

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to these rights of inventions then there will no prior documentations and will be appropriate for inserting such waiver.

Further there will be an agreement which is typical contain the technical and management personnel information that the employee has to maintain the confidence of all the trade secrets he has received from the organization during the course time and those information too which the third parties has given for the organization. It also includes that the trade secrets not used except for the purpose of scope employment and for the furtherance thereof.

The agreement also includes that what all inventions and developments made by the employee at the time of his employment disclosed and owned by the organization and further the employee cannot use it. Employee will be asking to cooperate in seeking, maintain and obtaining the patents for both and should transfer the organization inventions worldwide title and he should patent the applicants and inventions.

Some of the exit agreement provides not to compete with the covenant and that is only for the limited period. It is just that the employee should not involve with the commercial competitor in some of the subject matters and act as a professional as he has the responsibility of working with the organization as the agreement sometime prohibit the solicitation of the employees organization.

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In the case if there has been no agreement, then the exit interview would give an opportunity for reservation of the matters. Failing in the conduction of exit interview will further face difficulties for the employee next employment.

If the employee of an organization has not been through the exit interview and joins another organization then he is not entitled to disclose the trade secrets for the future employer, the employee has to just use his skills and experience for the next organization. Future employer should contact the organization for clarifying about the trade secrets, which possessed by the employee who has departed.

It is said that human memory has its own limitation, every thing will be compounded after a period as it turnover the responsibility of an employee for the administrative records of employee and the policies of retention of an employers. It is better that both the parties, employer and employee should have each copy of employment agreement with then under which the agreement had written about the services and inventions made by the employee. At the time of exit interview both employer and employee should be given the same copy of documentation that further in future no problems are faced as if it is not done then employer can sue case on employee if any confidential trade secrets are revealed. The exit interview document has that the extent it will not identify the trade secrets of an organization, will provide guidance to the employee for future regarding his freedom in performing his job, is able to use the information, and can perform the function in some of the areas where it is responsible (Silverman, A. B., 2009).

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4) Analyze selection criteria for redundancy.

The selection criteria, which are used by the employment, should be understood and defined carefully so that it could be applied on the each employee and the selection criteria agreed by the representatives of the employee.

The employer should make it all clear about the statement, which identified with the pool of employees for which the redundancies sought out. If we take, two posts for example one is marketing staff at head and the other is the flap fitters at the Newtown plant then the employer should be able in considering with any of the jobs are interchangeable.

Selection criteria for redundancy has lengthy services like who goes last will come out first, it also includes some kind of measuring the skills, looking for qualification, there aptitude or the performance based. It also has to be attendance or some records on disciplinary. This criterion has said unfair and has given rise to the claims, which are under the dismissal of unfair or under relevant discrimination laws.

They are the reason for the trade unions, duties are carried out which are related to the redundancy which is an elected representative of the employee. It should be on the grounds of maternity and on the grounds of sex, race or on the disability grounds.

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Over most of the organization, redundancy is looming and discrimination of age is playing a prominent part of future where the employees in the future are challenging or otherwise they are well establishing the process. As in the past, redundancy selection criteria use to work like lengthy services now its time to change and needs to reassess to ensure that they not tainted by the discrimination of age.

Analyzing the selection criteria that should the worker go or should they stay? The answer was as in the past the rule of length services was not an issued back in 2003 but the time Rolls Royce made use of the redundancy selection criteria and set out an agreement in 2007 that the potential discrimination of age is a real worry

The concern of Rolls Royce was that because of the age discrimination, lengthy services the young generation would be less in the field, and it would have the negative impact on the younger so the young workers will be less and have less years of service, which is required at the high score.

It would be a disadvantage in the context of the redundancy. However, unite did not agree and argued for the collective agreement which is agreed with the intention which has allowed the companies for restructuring flexibility and peace at the fair redundancy frame work. Another question arise here is what does this all will mean to the employers? The decision was a double edge sword because at one side the court has sanctioned the appeal that the use of the length of services is one of the factors.

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It is used by the Rolls Royce for determining which will select for redundancy so the context was the discrimination of age, which has resulted in the proportionate means for achieving the legitimate aim, which was so unlawful. But the news from the court appeals good for the employers as with the length services of elements is within the selection criteria redundancy models.

The court said that as long as there is no replacement for the reliance on the blunt tools as the last will be the first out policy until then the service of length taken into account for the determination of redundancies as one of the factor. However, it seems like this case has many age discrimination. The message of secondary is to watch for space for the future litigate areas (Wood, L., 2009; Program IT (UK) Ltd., 2000).

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Section 3) Conclusion

Recruitment at Hyper-Koala Ltd controlled by the centralized head office at the beginning but later it was handles by the manager for hiring and firing the candidate. At last gave a big blow to the company but after the new managers, they had understood importance is the process of recruitment and they had planned for the new ventures braches with the proper HR planning with the recruitment and selection program.

In every organization, the process of recruitment is to provide a pool-qualified candidate to the organization. The purpose of recruitment is to assist the rate of success in selection process by the reduction of the number of persons underqualified and over-qualified. Recruitment is the process, which handled very carefully, and properly as it is the first step in the success of the organization.

In the process of selection firstly they organization should check the background of the candidate before selecting and experience with skilled knowledge as selecting the right person for the right post can give benefit to the company.

For the exit procedure, every organization should have the written document and there should be an exit interview of the employee as the trade secrets not disclosed. Selection criteria defined well to the employers so that applied properly to the employees and there should be an agreement from the representatives of the employees.

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Section 4) Bibliography

About, Inc. Recruitment. 2007. Expert Archive Questions. December 10, 2009. <http://en.allexperts.com/q/Human-Resources-2866/2008/4/recruitment4.htm>. About, Inc. Recruiting and Staffing. 2009. Change Board. December 10, 2009. <http://humanresources.about.com/od/recruitingandstaffing/Employee_Planni ng_Recruiting_Selecting_Staffing_and_Hiring.htm>. Change Board Articles. Recruitment Strategies. 2009. Change Board. December 10, 2009. <http://www.changeboard.com/resources/article/2960/online-

recruitment-strategies--to-twitter-or-to-facebook-/>. Program IT (UK) Ltd. Selection Criteria. 2000. Independent Redundancy Help. December 10, 2009. <http://www.redundancyhelp.co.uk/LegFair.htm>. Silverman, A. B. Employee Exit InterviewsAn Important But Frequently Overlooked Procedure. 2001. The Minerals, Metals & Materials Society. December 10, 2009. <http://www.tms.org/pubs/journals/JOM/matters/matters0111.html>. Wood, L. Should I stay or should I go? Can employers' redundancy selection criteria reward long service?. 2009. Wragge & Co LLP. Wragge & Co LLP is a Limited Liability Partnership. December 10, 2009.

<http://www.wragge.com/analysis_4535.asp>.

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