Activity the sake of diversity and start hiring

 

Activity 1

1.2 PEST analysis can be used
to understand external factors affecting the talent acquisition.

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Political:

The influences of governmental
polices, laws and regulation such as immigration policies, government and
politic stability which will affect the increase or decrees the number of
employee.

 

Economic:

–      
Business forecasting

–      
Labour availability and cost

–      
Prices of services and materials
(Inflation – Deflation rates)

–      
Unemployment rate in country

 

Social:

–      
Demographic shift in age, ethnic
background

–      
Family structure

–      
Values

–      
Social media (HR have to assess its
polices and implement monitoring to make sure that social media are used in
equitable manner for recruiting)

 

Technological:

Innovation technology and
application of technology for example, the capability of investing in
technology and data security to find new sources to attract talented people
which would affect the talent acquisition approach.  

 

 

 

1.1 The
world increasing globalization requires more interaction with people from
diverse cultures, beliefs and background than any other time. The benefit of
maintaining a divers workforce is building creative environment, positive
reputation and improve the performance and the productivity.

 

1. Building a creative environment
(open to change):

An organization with divers
workforce is usually helps in increasing the level of creativity; employees are
coming from different background weather national, education, religious, age or
even the gender. And when they set in one table and through the topic different
perspectives are there to bring different solutions and ideas in order to reach
their target goals. For example, I have seen in some organizations in Saudi
when they want to hire Saudis they are only targeting some international
universities. They have spent around 10 years hiring those Saudis who graduated
from American universities then after that they have stopped for the sake of
diversity and start hiring from local universities, even if they are one
national educational background has to be different as well. This is has to be
part of hiring strategy if we want to create a cultural diversity.

 

2. Positive reputation:

Diverse workforce is creating a
positive and good reputation which result in retains and attract the talented people
around the world, diverse organization gives good sign that organization is not
practicing discrimination. Job seekers want to make sure that they would be
treaded fairly.

 

 

 

 

 

 

 

3. Improve
the productivity:

Diversity in workplace encourages
the increase of productivity people are coming from different background and experiences,
which will result in bringing different solutions not only in the team or the
work itself but also for the organization as whole. Some organization changes
their procedures and polices because the board members or the executives work
hand in hand to ensure the competitive advantage or more reliable vision. We
are not saying that only these organizations with diverse can bring a good
competitive advantage or vision but it would be more unique because it is
coming from different minds and cultures to make a tangible difference.

 

 

1.3 There are three common factors
affect the recruitment: budget, labour law and the growth and expansion of the
company:

 

1. Budget:

Budget
is one of the most important factors that affect recruitment, through budget
you can only decide weather you are able to hire or not. If the budget allows
the organization to hire, then how it might cost the organization are we
looking for expert, fresh graduated or entry level. All these elements
defiantly will affect the recruitment.

 

2. Labour Law:

Labour law in some countries are
making constrains which might be stand as obstacle in recruiting inside the
organization like determining some percentage to be citizen i.e Quota or not
allowing expats to fill certain jobs. For example, here in Saudi labour law has
giving more privilege for those employers who starting to hire women and for
special needs as well.

 

3. Growth and expansion

These organizations that is seeking
to expand its operations has more probabilities to recruit; size of the firm
hinder the recruitment because of the low demand of the organization but with
growth company will think of employ to handle its operation.

 

 

2.1 Recruitment is the process of
encouraging the candidate to ably through different methods like online job
posting, Job fair and educational establishment.

 

1. Online job Posting:

An advertising through non-print
media like company’s website or through using ERP systems or the third party
agency (corporate) where they have website and you get the user access so that
you can take the advantage of both searching and posting through their websites.

 

2. Job fair:

Job fair is usually sponsored by
other company where all recruiters or HR representative come and offer their open
jobs and meet the job seekers (professional and fresh). It is beneficial
because it will ease the selection process since you are already met the
candidate and had your first impressions.

 

3. Personal recommendation or
referrals recruitment:

Candidate referral from recent hires
or the word of mouth, employees from the organization recommended other to be
hired because of his/her experience and education or any requirement that fit
to the open job that organization has. This type of recruitment is still needed
to be following the normal procedure of assessment or selection and it saved
the cost of hire.

 

 

 

 

 

 

 

2.2
Selection has been considers as most vital function in HR department; it helps
to ensure the right people are in the right place. Selection could be done by
using different methods such as interview, employment test and assessment
centres.

 

1. Interview:

Interviewing the candidate is common
and it works when employer wants to know more about candidate how he/she behave
and act, getting more idea about the personality of candidate regardless of the
type of interview (structured or unstructured, one to one or panel and situational
behavioural). During interviews you can see how candidate are interested, the
possibility of being loaded, their leadership skill and other criteria which
need to be identified to proceed with selection stage. Although this method is
really works but some experts has prove that interview is not valid some time
you may have a false positive or false negative in your selection.

 

2.Employment
Test:

There are verity types of testing
such as cognitive ability test, personality test and aptitude test, where
employers can test and evaluate the candidate in their knowledge, skills and
abilities. These tests could come in form of multiple-choice, true and false or
performance to work on sample of actual work. Additionally, some employer takes
advantage of international testing centre like SHL and some of them are using
their own testing form it depends on the nature of job candidate applying for.

 

3. Assessment Centre:

Assessment canter is verity of
testing technique which is testing the qualities of specified position,
Assessment canter including the practical simulation, however, this kind of
testing is designed to ensure that candidate is fit to this position. Most
common types of assessment canter is role playing exercise.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

4.1 Induction training for
new hires is essential for three main purposes: it is preparing and induct the
employee for the culture, values and the principles of the organization so that
employee can feel that he/she part of this organization as well as employers
will not find any difficulties in explaining its objectives and culture.  Another reason it gives new employee the whole
picture of what is going on inside the organization i.e structures who is
reporting to whom, their colleagues and the workplace in general. Additionally,
doing an induction programs for new hire has a great impact in including the
employees and increasing their level of engagement.

 

 

4.2 Induction Plan:

 

Day

Time Duration

Activity

People involved

Remark

Day 1

 
 
9:30 –
11:00 AM
 
 

Workplace
Induction
Tour in department and having a very short presentation
in company core business, history, working hours, HR manual and local policy
and regulations.

– HR
department Representative

Manager of the new employee

 

Day 2

 
 
9:30 –
11:00 AM
 
 
 

Safety and health induction
Presenting
the safety and health procedure in company first aid, fire and work accident.

HSE
representative

 

Day 3

 
 
8:00 –
10:00 AM
 
 
 
 

Department Induction
Explaining
the core job of department, objective of department and what they are
targeting to.

– Department
managers
– Team
leaders

 

Day 4,5,6, & 7

 
8:00 –
10:00 AM
1:00 –
3:00 PM
 
 
 

Job Rotation (Daily basis)
– Explain
the role and responsibilities of employee and how they contribute to the
goals of the organization.
– Understanding the
day-to-day activities in each team member.
 

Senior
associate member of each group and the rest of member

Senior
associate member changed according to the team day induction

 

 

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