Participate in strategic planning to determine the organisation’s priorities in recruiting based on expected growth.
a) Outline the relevant managers and sections you consulted and collaborated with and the form this consultation and collaboration took
b) As an outcome of this strategic planning, identify ONE position the organisation has determined as being a high priority for recruitment action.
Mattel Toys is a toy company based in Australia. The company will recruit employees for its sales and distribution department. It is imperative for a toy company to boost its sales in order to survive in the competitive market. The organization has to strategically plan its recruitment so that they can select the best person for the position. A team leader in the sales and distribution team is important for managing the entire sales team. The growth of the organization depends on the sales. The company will be able to earn maximum revenue by increasing its sales. This will provide competitive advantage to the organization (manpowergroupsolutions.com, 2015).
The recruitment will take place in the sales and distribution department for the position of Sales manager. Recruiting the right talent is crucial in order to increase the effectiveness of sales of Mattel Toys. A team leader has huge responsibility of the entire team. So, for the position of sales manager, it is imperative to select a talent who will be able to execute his task as well as has the ability to manage a team of sales professionals. The selling and sales team requires a different set of skills and competencies for success. The top priorities for selecting sales personnel are as follows
The top priorities of the organization are to maximize the sales so that they can become one of the topmost toy companies in Australia. This can be achieved by a strong team of employees. The company will be able to grow in the coming years if it is able to achieve its sales target. Thus the top priorities of the organization include recruiting an efficient sales and distribution executive that will be able to manage a team of sales executives.
The recruitment process has been developed in consultation with the sales and distribution manager in consultation with the manager of the human resource department.
Mattel Toys will recruit ten sales and distribution executives. A toy company can maximize its sales by increasing its ability to reach the sales target. This can be achieved by recruiting an efficient team of sales executive. A team leader is essential to manage the entire team of sales personnel. Thus Mattel Toys will recruit a sales and distribution executive who will also be a team leader.
The descriptions for the post are as follows –
The candidate will be selected if he is able to qualify the written as well as the interview. He will be eligible to apply for the post if he complies with the above criteria.
The process of recruitment will be internal as well as external. The sales executives within the organization will be provided with the opportunity to apply for the post. But the sales executive must have two years of work experience in the organization. At the same time, the company will look for sales executives externally. The candidate best suited for the post will be selected.
Mattel toys will provide advertisements in the job websites in Australia. The advertisement will be provided in www.seek.com.au and www.careerone.com.au. The cost to provide advertisement in the websites will be $100 for each website.
The process of recruitment will be via internal co-ordination. The Human resource manager will be conducting the interview process. The company will not outsource its recruitment process. The Human resource department is efficient enough to conduct the entire process of recruitment. The organization will recruit 10 sales and distribution executives and a team leader in the same field. Outsourcing is the process via which the company will outsource its recruitment process to a third party service provider. Nowadays, most of the organizations prefer outsourcing in order to reduce the burden of the human resource department. But there are various negative aspects of outsourcing. The outsourcing firms recruit employees with decreased costs which reduces the quality of performance by the outsourced provider (Roberts, 2015). This creates overall negative impact on the company as a whole. The outsourced employee has lack of knowledge of the culture of the organization. This will affect the overall performance of the organization. In the present scenario, the cost of recruiting employees via internal co-ordination will be more costly than hr outsourcing but the quality of employees will be better from internal recruitment.
Assessment center is a method by which the aptitude and the performance of the candidates can be measured by trained assessors using various aptitude diagnostic processes (Tolley and Wood, 2011). This method is followed to obtain information about the abilities of the applicants or potential of the employees (Terpak, 2008).
In the present process of recruitment, a psychometric test will be conducted to judge the IQ and the EQ of the candidates. The qualities that will be looked for in the tests are – leadership qualities, adaptability to various situations, problem solving ability and ability to work as a team. It will be an online test. The test will be conducted for 1 hr. This process can be conducted with minimum expenditure.
b.) Selection tests
Organizations use variety of tests to assess the suitability of the applicants. The potentiality of the clients to be successful in a particular task is also tested (Chandra Bose, 2009). The selection tests comprise of general mental ability tests, tests to determine the personality type and problem solving skills are determined. These tests are more reliable than the less objective assessment like interviews (Pravin, 2015).
In the present scenario, an aptitude test will be conducted. There will be a separate test on reasoning and English. This will determine the problem solving skills of the candidate. It will also determine the IQ of the candidates. It will be a 30 minutes test. There will not be much expenditure to conduct this process.
Interview is one of the most critical components of entire process of recruitment. It gathers additional information about the applicant (Yeung, 2015). The knowledge of the candidate related to the job, skills and abilities are identified. The ultimate selection of the candidate is based on the interview (Arthur, 1998).
Structured interview asks questions to the candidate in an orderly manner. Phased interviewing divides the entire procedure of interview into various phases. It starts from rapport building, gathering background information, confirmation of requirements and questions related to behavior. Behavioral interview evaluates the experiences of the candidates in order to determine their potential.
In the present recruitment process, the interview will be behavioral in nature. It will identify the potential of the employee based on their experience and behavior during interview process.
In this process, the applicants provide a list of the referees. They also provided with the choice of commenting on the choice of referee.
This process is not selected in the present process of recruitment (Nankervis et al., 2015)
This process recruits employees on the basis of the work samples of the applicants in the past organization. The applicants are often asked to demonstrate their practical skills during interview.
In the present interview process, the applicants are asked to demonstrate their practical skills of selling by selling a product to the interviewer.
Develop a portfolio of documents relating to the following points in the selection process for the position identified in Task 1. Prepare example of each of the following advice ensuring compliance with workplace relations legislation.
For each state:
a) When in the recruitment and selection process each advice is provided.
b) The method of communication e.g. email, phone, letter.
Prepare the following documents:
a) Notification of the interview
b) unsuccessful letter
c) Offer of employment
The method of communication followed in the process of recruitment is via email and telephonic conservation.
To: Margaret @hotmail.com
Subject: Interview Notification email
Respected Miss. Margaret
This is to notify that you have shortlisted for the session of the interview. This is in reference to the job application sent to us via www.seek.com.au.
The HR manager has taken the decision to interview you for the post of sales and distribution executive.
The interview will be held on 27th January in the office premises.
Please carry your job application letter, copy of the updated resume, two passport size photographs and identity proof.
Thanks and Regards
Fred Brown
HR Manager
Mattel Toys
Dear Robert
Sales and Distribution executive position
It was our pleasure to know you. Thank you for appearing for the interview. We appreciate your time and effort for applying for the position.
But we had several applications and unfortunately you are not successful in the present occasion.
We wish you well for future job search activities.
Yours sincerely
Fred Brown
HR Manager
Mattel Toys
Dear Johnny
We are pleased to offer you the position of Sales and Distribution executive at Mattel Toys. Your date of joining is 01.02.15.
Your initial compensation includes monthly salary of $ 800 per month with incentives. The incentives will be provided on achieving the targets.
We are looking forward to enter into a long lasting relationship and we are confident of your abilities. You will play a key role in our company.
Yours sincerely
Fred Brown
HR Manager
Mattel Toy
References
Arthur, D. (1998). Recruiting, interviewing, selecting & orienting new employees. New York: AMACOM.
Chandra Bose, D. (2009). Principles of Management and Administration. New Delhi: PHI Learning.
cpsa.com, (2015). SALES REPRESENTATIVE JOB DESCRIPTION.
manpowergroupsolutions.com, (2015). 1-5.
Nankervis, A., Morrissey, B., Morrissey, W. and Compton, R. (2015). Effective Recruitment and Selection Practices.
Pravin, D. (2015). Human Resource Management Durai,.
Roberts, C. (2015). The Disadvantages of Outsourcing HR Functions. [online] Small Business – Chron.com.
Terpak, M. (2008). Assessment center strategy and tactics. Tulsa, OK: PennWell.
Tolley, H. and Wood, R. (2011). How to succeed at an assessment centre. London: Kogan Page.
Yeung, R. (2015). Successful Interviewing and Recruitment.
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