Assignment 3 Final Case Study focusing on Four Recruitment Scenarios
Final Case Study focusing on Four Recruitment Scenarios
Scenario 1: Question 1
As the new project kicks, there need to be employees to handle the workload hence hiring new employees to help the existing ones by easing the workload will be relevant. There also needs to be a consultant hired to help the company determine what is needed, what will be more profitable for the company, what to include or exclude in the project, and repositioning the new contract. A project supervisor needs to be hired so that he can help organize workflow, delegate duties to employees and monitoring employee productivity, and giving constructive feedback.
The project manager needs to be hired so that he can oversee the production by planning, executing, monitoring, and controlling the project. Graphic designers, web developers, programmers, document specialists, and logistics personnel should also be hired to help ease the workload from the existing company employees. All the employees hired will be relevant in handling the workloads on the project to ensure the project is completed within the expected time frame.
Scenario 1: Question 2
The existing recruitment guidelines and policies are, hiring of new employees to support the workloads, a verification of project assignment, budget to support the position and duration of assignment to be included when full-time positions are requested, and use of a contractor, term hires, and subcontractors when the project is short-term. Also, an approval from the project manager, branch chief, vice president of training solutions division, chief operating officer, chief financial officer, and vice president of human resource when new positions are being added or when hiring a subcontractor. The branch chief, vice president of training solutions division, chief operating officer, chief financial officer, vice president of human resource, and Chief executive officer needs to approve staff reassignment requirements.
The challenge likely to come along with the guidelines and policies is that each department will have to approve the hires made. The hiring process will be long posing a constraint to the project time frame. There is likely to be interference in the hiring process as each person will have to evaluate the new hires. Opposition is likely to arise from the financial department due to budget constraints.
Scenario 1: Question 3
To meet the challenges, it will be good to hold a single meeting to discuss the new hires so that all departments are present when presenting the new hire choices. This will help each department share their opinion on each of the hires saving time for consultation and having them evaluate the new hires together. On the interference with each person's opinion and possible opposition from the financial department, it will be good to explain the need for new hires, their skills, and relevance in the project and also presenting highly qualified recruits worth the requested compensation requested. Also, explaining the contract length will help gain approval from the financial department.
Scenario 1: question 4
The recruitment strategy to use will be internal and external recruitment. Internal recruitment will be beneficial as it will cut down the orientation process as they are already accustomed to the company core values, organizational culture and know what is expected of them. External recruitment allows for new talents and skills to be incorporated into the project. With internal recruitment, a memo will be hanged on the company’s notice board and positions required and how the employees interested can apply. Another memo will also send to the leaders of each department requesting them to allow and encourage willing employees to apply for the positions of their interest. With the external recruitment, a request will be sent to the human resource department for help in publicizing the available position for interested and potential candidates to apply. Through the use of the company website, the positions and requirements for the positions will be communicated to the public increasing the credibility of the information hence attracting more skilled individuals to apply (Williams, n.d).
Scenario 2: Question 1
I would have handled the project manager's issues the same way. the project manager is a leader of the production team and has to do her best to ensure the needs of the client are well communicated to the team and the team's concerns are delivered to the client to find areas of improvement. If she cannot communicate effectively with the client and get her feedback on the project to help the team know where to improve, then she is not worth being the project manager and needs to be replaced. She needs to be proactive when dealing with the client to improve the project. Getting unsatisfactory from the client who claims it is because of the project manager and her poor communication, means that the client has confidence in the team but not their leader hence if she is kept around, the client might lose trust and confidence in the team and the company as a whole but with replacement the client will be able to understand how the company takes the project serious too.
Scenario 2: Question 2
Since the project has already progressed and time is limited, there is no need to find an external project manager. It will be good finding a replacement internally and from the team. In this case, picking one of the team leaders or the team members who shows potential.
Scenario 2: Question 3
The first challenge being faced is the time constraint. The project has already commenced and thus a new person who has no knowledge of what the project entails and how it has been progressing will be a burden. The replacement is likely to affect team morale and the project teams need to be informed beforehand to prepare them mentally and let them have suggestions if possible. The other challenge is the leadership skills of the candidate. The leaders need to be accepted by the team and able to lead them well without affecting the performance. The client needs a project manager whom he can converse with hence communication skills of the project manager need to be evaluated (Newsome, 2019).
Scenario 2: Question 4
To ensure the new hire is approved and hired quickly, the person will be picked from the team. The project is already running hence a good candidate needs to have prior knowledge about the project, what has happened, and what the client needs and can effectively communicate with the client and find areas to improve. The person needs to uphold the team morale hence picking someone the members are already comfortable with as they have been working together for some time will be a good choice and likely to be approved quickly makes it easier to take suggestions from the team members. The hire needs to show their leadership and communication skills hence picking one of the team leaders is a good choice as they have been leading the teams and communicating the instructions, client requirements, and team concerns between the team members and the project manager. This makes the team leaders good candidates for the replacement position.
Scenario 3: Question 1
The primary retention issues facing the company right now because of the project are budget, unrealistic expectations from the job, and the need for qualified and talented employees. The challenge posed by the existing recruitment and retention policies and guidelines is waiting for approval from several departments, need to meet budget constraints and requirements to add on the need for fast and efficient hiring. It is more expensive and time-consuming to hire new employees currently and the company is challenged with many employees seeking to exit the organization.
Scenario 3: Question 2
To retain the existing employees as they are all skilled and very important to the company, the management needs to listen to their grievances and the reasons for the exits. The employees feel threatened because of the feedback from the client and thus sensing the job insecurity they feel, the management needs to assure them that nothing will threaten their positions and that they are still very much important and needed in the company. After the feedback, many have lost morale and desire to work on major projects hence motivation needs to be done so that they regain their morale and can be able to handle any other task given to them. The management should also explain the real problem to the employees and help them understand the situation so that they can help work out a solution to save the project rather than letting all their effort go to waste (Human, n.d).
Scenario 3: Question 3
Motivation can be done by word of mouth in such cases where the employees are appreciated for their dedication to the work they did even though it did not go well rather than being blamed. Also, they can get performance appraisals, and incentives after evaluating their skills as the mistake done were on the instructor's side, not the team members. The management can also give them a few days to rest as a paid leave to help them relax and resume work with a refreshed mind while they work out a solution around the problem with the client. The management can raise the salary of the employees who have proven their skills in the shortest time they have worked with the company so that they have no reason to switch companies. They can improve the working conditions to make it employee friendly by supporting the creativity, innovation of employees to allow them to grow in their career. Besides, they can develop training and development programs for the employees to help them improve their skills before embarking on major projects and enhance their experience and knowledge. If the top positions have employees already left, you can promote some of the potentials who are still around (Chapter 6, n.d).
Scenario 3: Question 4
To replace those who have already left, it will be a good idea to advertise the vacancies to the public and attract more skilled personnel. It might be expensive training them again but it will be worth it if they come with new skills, knowledge, and experience. The hiring will only be for those who prove their skills and experience.
Scenario 4: Question 1
To hire new employees, it will be required to identify the gap that needs to be filled in the company. The second is identifying the requirements for qualification to fill the gaps and what to look for when targeting the potential people to fill up the positions. After clearly understanding the gap and the needs to fill it up, next is to check with the financial department to see whether the organization can take in new employees and if yes, what is the budget given to support employees to decide the number of employees you employ and how much compensation to offer them without causing more financial constraint to the company. After confirming everything, the next step is to draft notification on the job hiring stating the job positions needed to be filled and the qualifications needed on the company website. After receiving applications, the next step is looking through to find those who meet the requirements and shortlisting them. After shortlisting the potential candidates, interview dates will be set and communicated to the shortlisted candidates on the date, venue, and time for the interview. Interviews will be conducted on the set date and the qualifying candidates notified when they should report to the company. After reporting, orientation programs will be held to help the recruits familiarize themselves with the organizational culture, core values, and company goals.
Scenario 4: Question 2
Internal and external methods of recruitment help a company find potential candidates to hire to take up vacant job positions. The external recruitment methods that can be used are employee referrals where some of the employees in the company can refer potential candidates to apply for the jobs. The company website can also be used by advertising the vacancies there and networking and social media can be helpful tools. The internal methods to use are the use of employee transfer within departments, promotion of serving candidates to senior positions, and posting the vacancies on the company noticeboard (Williams, n.d).
Scenario 4: Question 3
To ensure fair, equitable, and market competitive compensation and reward strategy, I will promote a fair work environment where all employees will access and utilize company resources without discrimination and restraint. The employees will be allowed to compete fairly among themselves in the company or within departments to ensure those who are creative receive compensation for their creativity and their effort is rewarded. There will be also awards for outstanding employees where the employees and leaders can freely vote for the employee they term as the most outstanding. The choice for reward and compensation will be done to the employees who deserve it and the screening process to determine those who get it will be transparent and fair. The performance will be measured by the effort one puts in the work and how competent and dedicated they are. The promotion process will be for those who prove worth it without limit to age, gender, experience, and race.
Scenario 4: Question 4
To quickly integrate the new teams in the workforce is allowing them to feel comfortable at work after their orientation in familiarizing themselves with their new environment. The first thing to do will be to create an event to allow the employees to interact and get to know each other like a company outing where employees can play games or do other things that will enhance interaction and getting to know their colleagues. Another strategy will be teaming the members in the company with the new staff so that they can work together and help each other while working on tasks within their teams.
Scenario 4: Question 5
Performance issues are inevitable in any result-driven organization. If the performance of teams is not as per expectation, it will be necessary to address the issue by finding the root cause and handling it earlier before it becomes a threat. First will be talking to team members and help find what caused the poor performance, then finding ways to correct the problem by solving the challenges that caused it. Another strategy is by use of reinforcement. Positive reinforcement will be where the higher-performing teams will be rewarded for their best performance through bonuses but those who perform poorly will have negative reinforcement where they will have to work extra hours to improve their performance
Williams (n.d). “Internal Versus External Recruitment - Which Is Best?” (HTML) Retrieved from (Short discussion with Advantages and Disadvantages for hiring internal/external.) http://web.archive.org/web/20150422025634/http://www.articlesnatch.com/Article/Internal-Versus-External-Recruitment---Which-Is-Best--/793181
Chapter 6 Compensation and Benefits. (n.d.). Retrieved July 11, 2019, from https://saylordotorg.github.io/text_human-resource- management/s10-compensation-and-benefits.html
Newsome (2019) 5 Common Recruitment Challenges. Retrieved from https://www.4cornerresources.com/blog/overcome-common-recruitment-challenges
Human. (n.d.). Human resource management. Retrieved from http://www.saylor.org/site/textbooks/Human%20Resource%20Management.pdf