The report is based on analyzing the human resource management in a specific organization. The methods of recruitment has to be analyzed in order to attract the suitable candidates in the organization and criteria for selection has to be ascertained as this will help in understanding the selection criteria of the candidates in the respective organization. The job position selected is Human Resource Genralist in an organization, as this will help in justifying the methods of selection and recruitment in organizations.
The main aim and purpose of the report is to understand the training methods along with the recruitment and selection methods in the organization as this will help in understanding the objective of the training program in the organization. The two off and on job training methods has to be analyzed, as this will help in understanding the strategies related to recruitment and training.
The structure of the report will help in analyzing the objective of the training program in the organization along with both on and off job training in the organization. The individual and organizational needs have to be properly ascertained by the organization in order to meet the organizational objectives.
Effective job advertisements are one of the methods wherein the candidates are informed by posting the jobs in different job portals and it will help in attracting the right people for the right job (Melanthiou, Pavlou & Constantinou, 2015). For the post of Human Resource Generalist profile, it is essential for the candidates to have required knowledge on the compliances of the human resource management and it will help them in finding the job through advertisements.
E-recruitment is one method wherein proper advancement in technology as this will help the employers to recruit the suitable candidates for the desired position in the organizations and properly handle the applications through technological advancements as well. The cost of recruitment is low in nature, it is helpful for the candidates to apply for the job 24*7, and it will help them in analyzing the brand of the employer as well.
Internal appointments are other recruitment method wherein the internal recruitment takes place within the organizations. The HR Generalist profile needs proper knowledge about the compliances and the other training and performance management programs that will be conducted in the organization. Furthermore, at times in the organizations, when a employee is working well and able to achieve the targets within stipulated time frame, it is helpful for both the organization and the higher officials to understand the background of the employee and whether he/she can be promoted for this particular post or not.
The selection methods helps in ensuring the proper content of the job that is required to be possessed by the individuals in the organization. There has to be few number of selectors in the entire process as this will help in analyzing the criteria of the selection of the candidate is matching with the desired profile or not (Ployhart & Weekley, 2014).
For the post of Human Resource Generalist profile, it is essential to consider the following steps:
There are different methods of selection for the post of HR Generalist profile and this will help in analyzing and finding the right candidates for the respective post in the organization. The experience of the candidate has to be selected properly by the organization such as the checking of the bio-data, as this will help in getting a brief about the candidate. For the post of Hr Generalist profile, it is essential for the organization to follow the below mentioned steps:
The method of selection is necessary and important criteria for the HR Generalist profile and this will help in analyzing the requirements of the process for selecting the candidate for the desired position (Oaya, Ogbu & Remilekun, 2017). The steps have to be followed by the recruiter along with the hiring manager, as this will help in recruiting the right candidate within the specified deadline.
The example for the selection methods are as follows:
For instance
For the post of HR Generalist in a respective organization, it is essential for preliminary screening of the candidates that is followed by telephonic round of interview. Suppose a candidate who has been shortlisted by the recruiter from the job portal and the recruiter shortlists around 10 candidates for the HR Generalist profile. Then the HR recruiter takes the telephonic round of interview and this will narrow the process by reducing the candidature to five candidates in the process. Furthermore, the hiring manager narrows the process of recruitment by taking face-to-face-interview of the candidates, from there it will be reduced to one candidate, and it will be the final candidature for the post of HR Generalist profile (Rideout & Windle, 2017).
The pre employment checks that are required are as follows:
Specific individual and organizational needs the induction-training programme meets
Schedule |
Topic |
Content |
Responsible person |
Resource |
Place |
Method of training |
Signed off |
10:30- 11:30 A.M |
Introduction the organization and department |
Introduction to the team mates and managers of the organization |
Line manager |
Verbal communication on the job profile of the new joinee |
Office |
On the job training |
Line manager |
11:30- 12:00 P.M |
Introduction to health and safety regulations |
Demonstrate the importance of health and safety at the workplace. Show the safety signs to the new joinee. Fire and earthquake procedures. |
Health and safety officer |
Safety rules and policies booklet |
Training room on site |
Verbal communication on health and safety of the individuals |
Health and safety manager |
12:00- 12:30 P.M |
Tea break |
– |
Canteen manager |
– |
Canteen |
– |
Canteen manager |
12:30-1:30 P.M |
Culture system of the office |
Reviewing the process of usage of the equipment and security of the computer system as well. |
Line manager |
Verbal communication on the culture that has to be followed |
Board room |
Off the job training |
Line manager |
1:30- 2:00 P.M |
Evaluation and monitoring |
Proper monitoring of the induction program See sample templates that will support the entire process Reviewing the meetings |
Line manager |
Checklists |
Office Floor |
Off the job training |
Line manager |
2:00- 3:00 P.M |
Lunch |
– |
Canteen staff |
– |
Canteen |
– |
Canteen staff |
3:00-4:30 P.M |
Probation |
Probation policies |
Line manager |
Proper policies and procedures checklist |
Office floor |
On the job training |
Line manager |
Individual needs of induction training program
Planning a proper induction program will help in influencing the individuals and this will help the employees in integrating within organization and achieve the goals of the company as well. Therefore, proper on boarding is essential for the organization, as this will enhance the organizations goals and objectives.
Objectives of induction program
Key content in induction program
On the job training methods
For instance
When a new employee has joined organization for the post of HR Generalist profile, the main task of the higher official is to assign the HR a task that will help in making the employee understand about the job profile and it will be easy for the employee about the entire job.
The pay slips and the compliances of the job has to be properly handled by the HR Generalist and he/she will be working for the own organization itself. The line manager can implement job rotation for the employee, as this will provide different views on different jobs as well.
Off the job training methods
The role-play method can be applied to the off job training method. When a new employee has joined new organization, it is essential for the line manager to organize a role play wherein in a situation the employee has to deal with different issues that are faced by him/her in the future and he/she can get a brief of the issues presently as well.
References
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Bhattacharya, S., & Vora, K. (2014). An understanding to recruitment and selection in a HR Consultancy: A case study approach based in Goa. International Journal of Education and Management Studies, 4(4), 349.
Breaugh, J. A. (2017). to Recruitment. The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, 12.
Davis, B. H., Gilles, C., McGlamery, S., Shillingstad, S. L., Cearly-Key, T., Wang, Y., & Stegall, J. (2015). Mentors as teacher leaders in school/university induction programs. The power of teacher leaders: Their roles, influence, and impact, 70-81.
Greiner, B. (2015). Subject pool recruitment procedures: organizing experiments with ORSEE. Journal of the Economic Science Association, 1(1), 114-125.
Guedes, S. (2015). The Use of Social Media within the Recruitment and Selection Process
Kang, H., & Shen, J. (2017). International Recruitment and Selection Policies and Practices. In International Human Resource Management in South Korean Multinational Enterprises(pp. 51-84). Springer Singapore.
Klotz, A. C., Motta Veiga, S. P., Buckley, M. R., & Gavin, M. B. (2013). The role of trustworthiness in recruitment and selection: A review and guide for future research. Journal of Organizational Behavior, 34(S1).
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Melanthiou, Y., Pavlou, F., & Constantinou, E. (2015). The use of social network sites as an e-recruitment tool. Journal of Transnational Management, 20(1), 31-49.
Oaya, Z. C. T., Ogbu, J., & Remilekun, G. (2017). Impact of Recruitment and Selection Strategy on Employees’ Performance: A Study of Three Selected Manufacturing Companies in Nigeria. International Journal of Innovation and Economic Development, 3(3), 32-42.
Ployhart, R. E., & Weekley, J. A. (2014). Recruitment and selection in global organizations. The Routledge companion to international human resource management, 155-171.
Prasad, M. V., & Devi, M. U. (2016). A Study on Recruitment and Selection Process with reference to Hindu Temples in Visakhapatnam, AP, South India. Indian Journal of Arts, 6(20), 166-177.
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