Your HR Director would like clarification on the organisation’s current approach to strategic talent planning. Write a short report on talent planning in organisations which:
Identifies and explains 3 organisational benefits of attracting and retaining a diverse and global workforce
Identifies and explains 4 factors that affect a global organisation’s approach to attracting talent
Describes 3 factors that affect a global organisation’s approach to recruitment and selection
Describes the benefits of 3 different recruitment methods and 3 different selection methods and when it would be appropriate for a global organisation to use them
You currently work for a global organisation that is looking to recruit a generalist HR Officer who could be located in any of the global offices. It is imperative your recruitment methods reflect and attract candidates from the global talent pool. You are asking your candidates to send in video profiles alongside their application forms, detailing their experience and highlighting the skills and attributes they would bring to the role. Once these have been received you will undertake a selection exercise and a preferred candidate will then proceed to a telephone interview. To start the recruitment drive you will need to;
Design a job description and person specification for your global generalist HR role.
You should also compile a suitable job profile/brief/advert for your recruitment campaign – this is to be an online campaign utilising any professional social media network.
Produce a short-listing matrix – (You will need to complete this and add justification as to your choice of preferred candidate from the video profiles received).
Activity 3 – observation and written
Using your short-listing matrix, you should now choose a preferred candidate from the video profiles received. Contact your preferred candidate and arrange a suitable time for you to interview them. The interview should be conducted by telephone. You will need to have a suitable method to record the notes from the interview which may include a matrix and scoring system. The most important thing to consider when making your choice is that it is an organisational requirement that you record the interview as the Human Resource Director likes to review these and give feedback on your interviewing technique.
You should conduct an interview with your preferred candidate. You will need to decide on whether to appoint or not and justify that decision.
You must include a suitable method to record the notes from the interview e.g. an Interview matrix and scoring system
After your interview, you should compile a letter for the successful candidate offering them the role and a letter that will also be sent to the unsuccessful candidates thanking them for their interest in the post.
Finally, you need to provide written detail of the legal requirements for retaining and storing recruitment records on completion of the recruitment drive
Activity 4 – Induction
The HR Director is keen to ensure that the new candidate is inducted into the organisation efficiently and effectively. He would like you to complete the following to conclude the recruitment campaign.
A summary of 250 words +/- 10% which explains:
- 3 purposes of induction
- How induction benefits both the employee and the organisation.
Devise a one day induction plan that identifies:
- the areas that will be covered,
- who would deliver these topics
- timelines involved for each area covered
Organisational benefits of attracting and retaining a diverse workforce
One benefit associated with a diverse workforce is that organisations get to boost the organisational brand. The diversity policy relates with aspects of inclusion and respect for all employees despite their background and relations.
The other benefit is that organisations get to record increased productivity and performance. Diversity results to breakdown of barriers that prevent people from working together. As a result, they work together and in collaboration thus improving performance.
With a diverse workforce, organisational creativity is enhanced because employees bring in different kinds of skills, expertise, and knowledge needed to complete organisational tasks and duties. Creativity enhances innovation at the workplace, and makes it possible for organisations to effectively solve their problems and other issues as well (McCann and Kohntopp, 2017).
HR planning and its benefits
HR planning is the process of evaluating the organisation’s most basic assets, who are employees, with the aim of assessing the current talent levels and valuing it against the future talent. It involves planning for the current and future talent and creating a fit between the employees within the organisation, and the available jobs that aim at enhancing achievement of organisational goals and objectives.
The benefit of HR planning is that the organisation gets to retain the best talent within the organisation. This reduces the turnover rate of the employees as the employees become satisfied, and also reduces the costs of recruitment for replacing talent.
The other benefit of HR planning is that the HR gets to identify the skills gap and in the process prepare the future of the organisation by filling the gaps and ensuring that the right employees are selected for the right jobs.
Internal and external factors that affect organisation’s talent planning, recruitment, and selection policy
The business objectives are internal factors that affect the decisions made by the management in recruiting the right talent. Organisational culture also determines how the internal organisations operate, and are considered internal factors influencing the decisions made towards making sure that the right talent are selected. Managers should develop cultures that meet the interests of the employees to ensure that they feel motivated and committed to organisational goals.
The legal aspects are the external factors that affect the recruitment, selection, and talent planning process. Organisations should relate with employment law, equity laws, and code of conduct to ensure that all legal issues are considered during the talent planning process. Changes in the economic situation of the country may affect the decisions made by the management in selecting employees for different job positions in the company.
Job description for a warehouse manager
The ware house manager should carry out the following responsibilities;
- Coordinate warehouse distribution services
- Ensure that warehouse policies and procedures are followed
- Safeguards the warehouse operations by ensuring that security procedures are followed
- Ensure that the warehouse equipment are effectively used
- Keep records of all activities carried out in the warehouse and ensure that all other documentations are also put in place
- Motivate the members of staff working in the warehouse
- Maintain staff jobs through mentoring and coaching the employees, disciplining them, and giving them job appraisals
- Ensure that the safety of the staff members is well enhanced
- Maintain professional knowledge and technical knowledge by attending workshops and participating in the professional societies
Skills and qualifications for a warehouse manager include;
- Warehouse management experience for 5+ years
- Understanding of warehouse management policies and procedures
- Ability to operate warehouse equipment such as forklift
- Proper management of warehouse equipment
- Sufficient knowledge in inventory and inventory control
- Good communication skills
- Excellent computer skills
- Valid drivers’ license
- Good reporting skills
Benefits of using social media/networking as a form of recruitment
Using social media and networking attracts a wide range of applicants for recruitment, and this increases the probability of getting qualified persons from the pool of many applicants. Another benefit is that through networking, many people get to see the job advertisement with little effort being put in place by the organisation seeking for employment candidates.
The disadvantage of using networking in recruitment is that it takes time before the employer narrows down the candidates in order to identify the right one for the specific job. Another disadvantage is that the social media/networking recruitment is that it is difficult to measure its effectiveness especially because it is almost impossible to engage in in-depth analysis of all the applications (Brandao et al., 2017).
Apart from online recruitment, organisations may consider using other recruitment methods such as internal advertisement where job applications are advertised internally within the organisation. This means that the recruiters are seeking for candidates from within the organisation. This is less expensive and enhances progressive career growth and development for the employees. With this form of recruitment, organisations relate with high levels of employee retention.
Use of recruitment agencies is also another recruitment method that has become very common in the past few years. The recruitment agencies hire expertise in recruitment and work on behalf of a particular organisation. The advantage is that the organisation only gets employees after the agency has engaged in all the recruitment tasks. Challenges are that the agencies may not have contacts in all organisational sectors and sometimes they may not hire the right candidate for the job.
Use of application letters and resumes is one of the selection methods used within an organisation. This is a method that was traditionally used, and is also currently use though it is not very common. Here the candidates make an application letter that relates with the job described in the advertisement. The candidates tailor their resume specific to the kind of job description that they are applying for. Recruiters consider this selection method in order to examine the capability of an individual in performing specific roles and responsibilities depending on the achievements that the candidate has developed in the resume. It is appropriate to use this selection method when the organisation wants to be consistence in the hiring process, and this means that all candidates should use the same form of application for the recruitment process to take place.
Online screening is another form of recruitment method where the recruiters first assess the qualifications and the experience of the employees with evaluation of the job requirements. This is a method that uses the Applicant Tracking System to filter the application. The recruiters identify specific key words that are used and through this they get to eliminate some of the applicants from the recruitment process. There are possibilities that this method may result to the recruiters overlooking against some candidates who might be successful in fitting to a specific job position. In enhancing successful use of the online screening method, organisations should invest in software and training for the recruiters. This method can be used when the numbers of candidates seeking for a job position are many and have made online applications.
The third form of selection method is the use of interviews. The recruiters engage in structured interviews where the key job requirements are identified. The interviewers may be in a panel and they often keep scores of the responses made by the interviewees in an interview session.