BSBPMG637 Engage in Collaborative Alliances
March 2, 2023
CHCECE003 Provide Care for Children
March 2, 2023
Executive Summary
This paper is prepared to gain an outlook regarding various factors associated with the concept of recruitment. Basically, the report is prepared to reflect the key challenges that are raised within the organization in relation to various factors. Thus the issues raised are in accordance with the concepts like organizational image, labour supply or demand or demographic issues. For that reason, the paper selected the inclusion of a small-scale industry namely Intellecap. The organization emerged with a promising perspective on the competitive Indian market. In that context, the company is quite dedicated to providing its services in bringing effective changes in society as well as the environment.
Introduction
The success of the organization always depends upon the quality of its workforce. In that context, it becomes necessary for an organization like Intellecap to acquire as well as retain a high-quality workforce that can result in the success of the organization. The reason behind it is the increase in technology, demography and socio-economic conditions the business environment within India faces a lot of competition. Thus the Business environment is getting more diverse and competitive.
In that context, an organization like Intellecap must go for the selection of highly deserving candidates for the growth of their organization. In any instance, if it takes poor recruiting decisions then it will straight face long-term negative effects along with poor performances and finally high turnover. More specifically the organization will get failed in achieving its objectives and goals along with the market share (Efanga&Olefero, 2014).
In that context, Intellecap is such an organization that can be considered as having a position in between the social as well as commercial sectors. This action of the company basically attracts intellectual capital within the environment (Fechter, Oelberger&McWha-Hermann, 2017). Thus it makes sense that the organization enables the combination of business training along with the commercial world.
The action of a combination of these can definitely be carried out with much passion as well as commitment. In that manner, it is considered that this combination of business training in the commercial world shapes the social world. Therefore this report will bring distinctive solutions to the recruitment challenges that are faced by HR along with the strategic solutions that can help in dealing with those challenges.
Competitive Business Environment
The competitive business environment always needs the presence of efficient strategic factors that will take the company on the path to success. It becomes a pioneer in rendering innovative businesses that will ultimately bring changes in their social as well as environmental aspect. Thus the dedication of the organization needs the proper incorporation of input so that the output can be improvised easily (Fei, 2017).
Its success can be measured positively be doing evaluating the satisfaction of the client’s requirements. In that context, the concept of recruitment is the part that deals with the provision of high-quality goods as well as services.
Concept of Recruitment
In relation to the company Intellecap, the concept of recruitment is the part that describes the process of how the organization takes up deserving talents from huge talent pools. Thus recruitment is successfully described as the proper and clear set of actions that are used to select the best from many. In that manner, the right person will be selected at the right place and at right time (Gasparin, Micheli &Campana, 2016, January).
Recruitment, therefore, can be considered as the process by which an organization like Intellecap can select deserving candidates for the organization. In that context, it can be said that successful recruitment specifically begins with the requisite planning as well as the forecasting which will comprise all the required characteristics of the job profile. For that reason, Intellecap basically works on refining the talent pool.
The talent pool can be discovered by going through the staffing process which fills the job openings within the organization. Along with the filling of the job openings the organization came up with the specifications that are to be needed to the requisite future needs (Gupta &Bhaskar, 2016). In addition, the organization also investigates the presence of the talent within as well as the outside.
Thus from the sources, it got clear that Intellecap went through the proper recruitment process to enable the organization to select deserving candidates with high-quality talent. The selection of high-quality talent will eventually help in the delivery of quality business training to the candidate or employees that will help them to get absorbed in the commercial world. Below is described the successful recruitment process which will help in attaining the organization to bring changes within the environment and society.
Several Process involved in Recruitment
Intellecap carries out the development of the requisite policy that can be required for the whole process of recruitment or retention or the systems.
The organization then makes a clear assessment of the part by which it can know the exact requirement of the current as well as the future scenario of the organization. Based upon that, the human resource of Intellecap takes any kind of decision regarding the job category.
Thereafter human resources of Intellecap carry out the posting of the job vacancy with the help of various sources (Gurkov&Zelenova, 2016). Those sources include internal as well as external. The organization is willing to go through every human resources pool to find the required talented candidate for their vacant position. If the requisite talent is available within the organization then Intellecap can better prefer choosing the skills from that.
In that process, the organization carries out the process of job analysis and job evaluation as per the job prospect required by Intellecap. Thus the organization should hire the employees by calculating the essential relative worth of the organization.
The process of recruitment will also include the assessment of the profiles of the qualifications that are drawn from the description of the job. This assists in the identification and recognition of the responsibilities of the job. The necessary skills, abilities, experience and knowledge that are required for the job profile are properly assessed.
The determination of the ability of the organization in the respect of paying salaries and benefits within a particular frame of time is also assessed during this stage of the recruitment process of the company. Thus, the company should carry out the recruitment process by keeping the pay scale into consideration (Hawthorne, 2015).
In the process of recruitment, the identification and examination of the documentation of the real process of selection and recruitment are done so as to ensure adherence and equity to equal opportunities, scope and other rules, policies, and laws. Thus, the company has to consider all these facts while carrying out the recruitment process.
Documentation of the policies and regulations of the company on recruitment also should include the criteria that are to be utilized by the company. All the steps and stages of the recruitment process are very much necessary in the most apparent informal set-up of the in-house selection and referencing as the company is conducting the recruitment and selection process which is composed of external sources.
The documentation of the profiles of the candidates should be done in such as way that satisfies the needs and criteria of procedural transparency (Henderson, et al., 2013). This also has to be done in such a way that it leaves a trail which can be followed for the audit and other purposes of the company. For special significance the documentation has to be carried out with conformity with regards to the Freedom of Information Legislation underlying which the legislation exists:
- Procedures and criteria appropriate for the initial assessment and screening of the candidates
- Criteria for the framing of the short and long lists
- Procedures and criteria for the selection of the panels for the interview
- Framing the questions for the interview
- The comments and scores of the panellists and the interview respectively
- The results and outcomes of the tests
- Outcomes and results of the reference checks
Challenges:
Various companies including Intellecap face challenges and barriers before, during and after the recruitment process. These challenges happen to cause misalignment between the existing workforce and the workforce that is required by Intellecap in delivering the organizational objectives. The risk and challenges regarding recruitment arise from the issues such as the disorientation of the supply and demand of labour, alteration of the image of the organization, and issues associated with the demography such as generations, ageing workforce, and diversity (Holmqvist& Spicer, 2013).
The recruitment in Intellecap is also influenced by economic factors which have a considerable impact on the choice of the quality labour force in the labour market along with labour mobility. The choice of working in the company is also determined by the candidates by analyzing the duration of working hours (Holmqvist& Spicer, 2013).
The applicants face a basic constraint of time while making decisions regarding the number of hours that they have to dedicate to their work and how much time they shall be left for leisure which would include nonwork life (Zhu, 2017).
Regarding demographic issues, ageing is a significant problem that Intellecap faces during its recruitment process. The profiles in the senior management in Intellecap are occupied by employees who are comparatively older and can be categorized as aged. Due to the changes times in the market scenario, new and innovative aspects and insights are required in the company which can be provided by the fresh knowledge that a comparatively younger candidate will bring into the company (Oelberger, Fechter&McWha-Hermann, 2016).
However, the older or aged employees do not allow effective recruitment regarding their own profiles to take place as they are rigid in not letting any other person take away their position and power in the company. This issue has been troubling the recruitment process at Intellecap the young people cannot be hired for these positions due to the adamancy of the aged people in the workforce (Surujlal, 2016).
Cultural diversity and differences play a great role in obstructing the effective recruitment process to take place in Intellecap. The candidates who are hired from various backgrounds also happen to belong to various cultures. The HR of Intellecap faces difficulty in selecting candidates belonging to the local area or different location or country altogether (Smith, Allard & Harper, 2016).
The difference in the culture regarding the privileges and mindset regarding the employment of women and men and the equality status of the women and men also pose a lot of challenges to the recruitment process of Intellecap. Moreover, religious factors also become crucial while carrying out the recruitment process of Intellecap (Surujlal, 2016).
The image of Intellecap plays very crucially during the recruitment process. The company needs to maintain a very clear and good image of its own in the global market as more candidates is interested to get associated with and working for such a company which is having a good status and image in the global market (Suhail&Azhar, 2016).
Conclusion and recommendations:
Intellecap must assess and evaluate the process of diversity as an integral aspect of the recruitment process. The company needs to work on the pay scale that it would provide to its candidates who would be future employees so that the employees would obtain job satisfaction in the workplace.
A customized survey regarding the satisfaction of the job must be carried out by Intellecap which would assist the company in determining the obstacle and challenges that are present in the current workplace. The development of diversity in the plan of recruitment has to be strategized which would help in the restructuring of the recruitment criteria and priorities.
Intellecap must also promote openness in the work atmosphere which would encourage the employees including the senior management to express their concerns. This would help in communicating the priorities of the company to the senior management and dealing with the replacement of aged employees with respect. Thus, the ability to have efficient people in the recruitment process will depend on the way the HR management of Intellecap deals with the issues and challenges.
References
Efanga, S. I., &Olefero, N. (2014). Managing Human Resources for Entrepreneurship Education and Graduate Productivity in South-South Nigeria. Journal of Education and Human Development, 3(4), 297-303.
Fechter, A. M., Oelberger, C., &McWha-Hermann, I. (2017). Managing human resources in international NGOs.
Fei, J. (2017). Managing Human Resources in the Shipping Industry.Routledge.
Gasparin, M., Micheli, M. R., &Campana, M. (2016, January). Managing Human Resources in Open Boundaries Communities: The Case of 3D Printing Fablabs.In Academy of Management Proceedings (Vol. 2016, No. 1, p. 12562).Academy of Management.
Gupta, S., &Bhaskar, A. U. (2016). Doing business in India: cross-cultural issues in managing human resources. Cross Cultural & Strategic Management, 23(1), 184-204.
Gurkov, I. B., &Zelenova, O. (2016). Managing human resources in Russia. Новости.
Hawthorne, P. (2015). Strategies for Managing Human Resources. Practical Strategies for Academic Library Managers: Leading with Vision Through All Levels: Leading with Vision through All Levels, 25.
Henderson, M. A., Carr, T. E., Eck, B. T., Garofolo, P. J., & Weber, M. A. (2013). U.S. Patent No. 8,577,713. Washington, DC: U.S. Patent and Trademark Office.
Holmqvist, M., & Spicer, A. (Eds.).(2013). Managing’Human Resources’ by Exploiting and Exploring People’s Potentials.Emerald Group Publishing.
Morley, M. J., Heraty, N., &Michailova, S. (Eds.). (2016). Managing human resources in Central and Eastern Europe. Routledge.
Oelberger, C. R., Fechter, A. M., &McWha-Hermann, I. (2016). Managing Human Resources in International NGOs.
Smith, C., Allard, P., & Harper, M. G. (2016). Managing Human Resources.
Suhail, A., &Azhar, A. (2016). Managing Human Resources in Public Health Care System in South Asia: Case Study of Pakistan. South Asian Journal of Human Resources Management, 3(1), 75-83.
Surujlal, J. (2016). Managing human resourcees in sport: issues, challenges and possible remedies: sport management and tourism. African Journal for Physical Activity and Health Sciences (AJPHES), 22(Issue-31), 760-776.
Wirtz, J., &Heracleous, L. (2013). Singapore Airlines: Managing Human Resources for Cost-effective Service Excellence.
Zhu, C. J. (2017). Managing Human Resources in China: The View from Inside Multinationals.
