Analyse Review Human Resources Management †Myassignmenthelp.Com

Question: Analyse Review Human Resources Management? Answer: Introducation The company IFYS Limited has been chosen for the study of the policy related to Recruitment, Selection and Induction. The company recognizes its employees as its biggest asset, and hence recruitment is their most important strategy. The policies at present is been constructed in order to not only recruit but also retain its suitably competent and experienced employees along with their qualities such that they could lead to the development of the company. (Ltd., 2014) The company also looks after the fact that legal transparency is maintained while the whole recruitment, selection and induction process is conducted so that the best could be recruited (Peisakhin et al. 2010). The policy states that the candidates for a particular post would be selected on the basis of qualification and merit only. The candidate would be judged based on the potential of their skill, knowledge, qualification and capability irrespective of its creed, race, caste, religion, marital status, political views etc. the policies further have provisions that state that all vacancies of the company would be advertised in all media so that every eligible candidate could compete in terms of merit. (Ltd., 2014) Every position of the company up for recruitment, the whole procedure would be documented for, and the transparency, accountability and the monitoring purposes. It has also been stated in the policy section that every new member of the organisation would be briefed about the position as well as the probationary period would be explained. The policies also state that a legal and transparent framework is maintained during the whole process. The policies are clearly mentioned in a report of the company as revised in 2014. (Ltd., 2014) The policy related to recruitment of people based on merit and not based on caste, creed, religion etc. when studied in depth along with the procedures associated with it (Bonson et al. 2012). It can be seen that procedures include submission of applications with a proper cover letter which mentions the key competencies as required through the advertisement given, a resume with all the basic requirements of the details along with personal contact number, and also contact information of two professional referees. The procedure states that applications received within the deadline of the time and date would be entertained only. (Ltd., Social, Community, Home Care Disability Services industry, 2013)On revising the procedures, changes could be made regarding the mention of competencies, change could be made in that respect according to the competencies. It is true that merit could not be judged through judging of the competencies alone, an overall outlook is required, which basically could include an overall assessment of the candidate based on an all-round qualities that co uld act as deciding factors namely, knowledge regarding the required skills, the experience of applying the skills etc. (Breaugh, 2013). An overall assessment could be conducted using different software conducted tests can be done so that a comparative analysis can be made for the best candidate. (Ltd., Social, Community, Home Care Disability Services industry, 2013) Technology consisting of software that could conduct different types of tests based on the programs fed to it according to the desired position, and gives a detailed analysis report of the test, so that candidates could be selected on that basis for the interview procedure. Software that can be included are related to software designed for aptitude, English verbal exam, phonetics exam, hearing, and call reception etc., which would depend on the posts respectively.(Ltd., Social, Community, Home Care Disability Services industry, 2013) The changes that have been recommended is the involvement of technologies related to initial primary tests that could give an overall analysis of the candidate instead of directly judging them on the basis of the competencies as mentioned in the resume. It can be suggested that on giving an advertisement regarding the applications for the post of receptionist in a company, a detailed job description needs to be provided which would state that, applications are welcomed for the post of receptionist in the IFSY Limited Company. Applicants need to keep in mind that this post not only demands extraordinary speaking and writing skills in minimum of three languages, but also requires candidates to show their competencies and skills (Ills et al. 2010). Applicants with a qualification above graduate level can only apply and the candidates would be selected for interview only after they pass the computerised aptitude and English test consisting of other rounds also that would help disclose their oratory as well as writing talents.(Ltd., Policy Recruitment, Selection Induction, 2014) The post of the receptionist is highly responsible for the communication of the company with not only its clients and customers but to the world as a whole thus questions not only related to not only the knowledge regarding his skills and competencies would be asked, but also regarding his knowledge of the company and its dealings would be asked, in order to know the capability and interest he has regarding the job post. During the induction period, the receptionist would not only be trained to speak and handle the different clients but also to handle different situations in hand along with sharpening and developing of required skills. He will be introduced to a world that he would need to classify and handle depending on his own sense and knowledge acquired in the induction period.(Ltd., Policy Recruitment, Selection Induction, 2014) Policies that have suggested would not only reduce the costing of the procedure of recruitment being conducted but also bring results in a faster, easier and efficient manner to the recruiter as well as help in selecting the candidates minutely which was otherwise a long process in terms of manual work (Wheelen, 2011). The policy also helps to facilitate the recruitment procedure to a large extent. Thus it could be accepted by the management.(Ltd., Policy Recruitment, Selection Induction, 2014)As stated even by the legislation, discrimination law has been passed by the court that states that discrimination on the basis of caste, creed, race, religion, political influence, marital status, etc would not be encouraged and would be punished which somehow supports the policies whereas it is the laws regarding cyber laws and usage of software that needs to be taken care of while the recruitment process.(Ltd., Social, Community, Home Care Disability Services industry, 2013)Employee as st ated by company slogan itself is the major asset of the company and thus their privacy, safety and recruitment should be done in such a way that no hindrance is met along the journey (Stahl et al. 2012). The employment laws need to be transparently followed and maintained in order to have a suitable and smooth developmental journey.(Ltd., Social, Community, Home Care Disability Services industry, 2013) Psychometric and skill analysis is highly important while the recruitment procedure is conducted since it not only helps the recruiters to analyse the required skills minutely but also analyse the psychology of the candidates and their direction of thinking which is an ideal component for development.(Ltd., Policy Recruitment, Selection Induction, 2014) References Bonson, E., Torres, E., Royo, T and Florence, F (2012). Local e-government 2.0: Social media and corporate transparency in municipalities. Government Information Quarterly. 29 (2): 123-132 Breuagh, J. (2013). Employee Recruitment. Annual Review of Psychology. 64:389-416 .https://doi.org/10.1146/annurev-psych-113011-143757 Iles, P, Chuai, X and Preece, D. (2010). Talent Management and HRM in Multinational companies in Beijing: Definitions, differences and drivers. Journal of World Business. 45 (2): 179-189 Ltd., I. (2014). Policy Recruitment, Selection Induction. IFSY Ltd. POLICY . Ltd., I. (2013). Social, Community, Home Care Disability Services industry. Brisbane city council . Peisakhin, A and Pinto, P. (2010). Is transparency an effective anti-corruption strategy? Evidence from a field experiment in India. Regulation Governance, 4: 261280. doi:10.1111/j.1748-5991.2010.01081. Stahl, Gnter and Bjrkman, Ingmar and Farndale, Elaine and Morris, Shad S. and Paauwe, Jaap and Stiles, Philip and Trevor, Jonathan and Wright, Patrick (2012) Six principles of effective global talent management. Sloan Management Review, 53 (2). pp. 25-42. ISSN 1532-9194 Wheelen, T and Hunger, D. (2011). Concepts in Strategic Management and Business Policy. Pearson Education