Recruitment And Practices In Manufacturing -Myassignmenthelp.Com

Question: Discuss About The Recruitment And Practices In Manufacturing? Answer: Introduction The current recruitment strategy of maple leaf shoes is inappropriate due to the reason that, the manager responsible for the recruitment is not having experience in the related field. Thus, he is not skilled enough to deal with the requirement and challenges of the recruitment process of human resources. Recruitment manager should have the knowledge about the challenges in recruiting new employees along with calculating the cost for providing training to them (Oladapo, 2014). However, due to having lack of experience in this sector, Clark relied on external stakeholders for the recruitment process. Recruitment process should be effective and accurate due to the reason that, having the right source of potential employees will help in enhancing the talent pool for the organization. Thus, in the case of Maple leaf shoes, recruiting with the recommendations of any third party such as Flemming will reduce the probability of having employees with expected quality. Moreover, Clark is also not having enough experience in this sector and thus it will lead to the recruitment of low quality employees. This will in turn reduce the efficiency of the organization and reduce the organizational productivity (Gamage, 2014). One of the possible alternatives for recruitment will be advertising in online job portals. This will help in reaching to more number of potential candidates. Moreover, the visibility and exposure of these online job portals are also more compared to the traditional mediums (Kurekova, Beblavy Thum-Thysen, 2015). Thus, properly stating the requirements in the online job portals will help in attracting the exact candidates without relying on any third party. Employee referral program can also be initiated. This will help in having accurate employees due to the reason that, the existing employees will have the idea about the organizational requirement and will refer new employees accordingly. Thus, the potential candidates for the selection process will have the required qualities in place. Another advantage that can be gained from the employee referral program is the positive employer branding. This is due to the reason that, word of mouth will get generated when the existing employee s will refer other candidates. It is recommended that, Clarke should involve his superiors in the recruitment process of the human resource manager. This is due to the reason that, the upper level managers will have the good knowledge about the organizational requirement and will help Clarke in stating the exact requirements in the advertisements. It is also being recommended that, from the next time, they should first align their recruitment advertisements with their requirement (Casper, Wavne Manegold, 2013). For instance, Maple leaf is having the vision of operating in the global market, but they are advertising the job vacancies in the local newspapers, which is not appropriate. Thus, proper and accurate alignment is important. Maple leaf should also have trained subordinates under the human resource manager who can look after the whole process in the absence of the former. This will prevent the situation that is being faced by them currently, where no one is having required experience in recruitment process. The current practices of selection in the Maple Leaf shoes is inappropriate due to the reason that, in the case it was told that the three managers assigned for taking the interview of the four candidates are having different views altogether. Thus, it becomes difficult for the managers to select one candidate. They have ranked differently to the four candidates (Healy Malhotra, 2014). However, the ideal selection should be made in such a way that, the interview panel will have singular approach in selecting the candidate. In this case, the selection process will not be ideal due to the fact that there is no building of consensus among the interviewers. Total four candidates are being interviewed. However, the four candidates are having different and diverse backgrounds and experiences, which are having both merit and merits for Maple leaf shoes. In the case given, it is discussed that the interviewers are having different views on each of the candidates. Thus, there are mainly two issues identified. One of the key issues is the different backgrounds of the candidates. They should come from the same and required qualification and background, which will be easy for the interviewers to judge their competitiveness. However, the job advertisement was not given the information about the particular background or experience required. Another key issue being identified is the difference in opinion among the interviewers (Ekwoabe, Ikeije Ufoma, 2015). This will lead to the situation where the selected candidate will not have all the required qualities along with having fewer competencies in some areas. One of the most effective ways of selection will be the choosing test. Interview should be taken as the first round in order to gain the primary impression about the candidates. However, on the next round, choosing test should be initiated. This will determine the qualities and competencies of the candidates in view to the organizational requirement (Greiner, 2015). Moreover, the issue of difference in opinion regarding the candidates in the case can also be mitigated. Choosing test will also help in identifying the competencies and qualities of the introvert candidates, which they cannot show during interview. Another possible alternative will be the creation of the simulated situation for the candidates. All the four candidates should be given the exact simulated situation that they have to deal in the organization. It will help in determining the practical impact of the qualities possessed by the candidates. It is recommended that from the next time, there should be consensus among the interviewers prior to the selection process. They should have the singular approach and view in regards to the organizational requirements. Moreover, it is also being recommended that, rather having only one type of selection process, different techniques should be incorporated in the process. This will help in identifying the different and versatile qualities possessed by the candidates (Abraham et al., 2015). It is expected that effective implementation of these strategies will help in having an ideal and efficient selection process in the organization. Reference Abraham, M., Kaliannan, M., Mohan, A. V., Thomas, S. (2015). A Review of Smes Recruitment and Selection Dilemma: Finding a'Fit'. The Journal of Developing Areas, 49(5), 335-342. Casper, W. J., Wayne, J. H., Manegold, J. G. (2013). Who will we recruit? Targeting deep?and surface?level diversity with human resource policy advertising. Human Resource Management, 52(3), 311-332. Ekwoaba, J. O., Ikeije, U. U., Ufoma, N. (2015). The Impact of Recruitment and Selection Criteria on Organizational Performance. Gamage, A. S. (2014). Recruitment and selection practices in manufacturing SMEs in Japan: An analysis of the link with business performance. Ruhuna Journal of Management and Finance, 1(1), 37-52. Greiner, B. (2015). Subject pool recruitment procedures: organizing experiments with ORSEE. 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