Managing Recruitment and Induction Process †Myassignmenthelp.Com

Question: Discuss About Managing Recruitment and Induction Process? Answer: Introduction Recruitment, selection and induction are three consecutive processes, which governs the filling of vacant positions with eligible candidates. It is a traditional process, which has maintained its traditional touch and by being continually involved in several change in its processing. The present day selection can also be done by means of some telephonic round or by means of some video calling. However, the traditional format of taking interviews and selecting suitable candidates are still the most popular ways for generating necessary bench strengths. Different companies have different rules and regulations set for the recruitment process, which defines their reputation and distinguishes them from rest of the companies. Sometimes it becomes their trademark and people start knowing them with that particular speciality in particular (Armstrong and Taylor 2014). For example, HSBC in India is very well known for its high-end interviews round, which is designed into nine different stages. The main purpose of this assignment is to understand and evaluate the recruitment, selection and induction policy of Woolworths Limited. Moreover, the assignment would also help understand the implementation of some recommended policies for revising the existing policies in the chosen organization. Background of company Woolworths is one of the largest supermarkets in Australia and along with Coles, it makes up 80% of the entire retailing market in Australia. It is mainly a chain of several stores, which has in particular fresh vegetables, foods and groceries items. The organizational goal of the company is to become the first preference for the customers. To achieve its organizational goal, the company has made some strategies such as good pricings, great service, fresh foods and customer oriented culture. The recruitment process in the company is very traditional, which depends on the merit, professionalism and experience. Employees are a valuable asset for the company. The HRM of the company is well versed with the requirement and strictly follows Anti-Discrimination Law and Equal Employment Opportunity Legislation during the recruitment and the selection process. Moreover, the HRM doe also take care of the documents submitted by employees under the Privacy Act. Legislations governing selection and induction The recruitment policies inside the organization identify the organizational objectives of the organizations. The recruitment policies is governed by a framework, which is designed with a recruitment curriculum suited best for the skilled candidates. The selection is fair and traditional in nature. The recruitment process identifies the requirement of the position and odes according to the requirement. This is because of such reasons that the numbers of skilled employees in Woolworths are expanding with the growth of the supermarket stores. The HRM of the company is well equipped with the companys requirement. This is why it does the recruitment, selection and induction according to the companys requirement. The HR department of the company does a strict following of the different rules, legislations and policies at the time of recruitment, selection and induction. This is because of such reasons that the HRM is able to produce bench strength of dedicated and skilled employees. Woolw orths strongly believes in maintaining a high standard privacy of the collected documents of employees. It does believe in safeguarding and keeping those all documents secure. Nevertheless, some other legal adherence is needed to be implemented such as discrimination in employment and wages (Jha and Bhattacharyya 2012). Revised policy and procedures There is a need to revise the selection policy in order to give it a robust method of selecting. Woolworths is a big name, approximately around thousand of employees are working for the company in its different stores. It is an integral part for a supermarket that it has utmost customer service and has skilled employees. The company is well having such employees; however, some of the revising in the policy would be very helpful for the company and for their growing reputation (Berman et al. 2012). The very first thing, which the company chould consider is the selection process and the recruitment of employees. It needs to be taken help of some robust and safest method of ensuring a collection of skilled employees. This can be done by simply modifying the recruitment process a bit. The recruitment needs to be opened towards some other forms of selection process such as hiring a consultancy. Hiring a consultancy helps reduce the burden of recruitment to a notable degree. It also helps find some skilled and potential employees, which may have missed the recruitment walk-ins (Lopatinaa and Abushaeva 2014). Different kinds of consultancies are a good resource to number of skilled employees. It does add extra expenses on the HRM of the company; however, it is a good resource to avail applicants in bulk numbers. To avoid any sort of etiquettes failure, the hired consultancies need to be fully educated on the companys policies and procedures for the recruitment process. This helps ens ure a healthy service from the hired consultancies. This is external kinds of recruitment process. Company can also look for making things possible on different Smartphones and Tablets for the application. This would ensure a high number of applications, which is very important to avail a good number of skilled employees. This also helps applicants know about their selected company, as minimum of the data related to the organization would be available on the line (Ekwoaba, Ikeije and Ufoma 2015). The second most important thing for Woolworths recruitment, selection and induction would be to ensure some other legislative guidelines to attain a maximum employee satisfaction. Nevertheless, a motivated and satisfied employee is a valuable asset for the organization. Some of the advisable implementation of policies is as follows (Stone 2013): The Equal Pay Act 1970 The Sex Discrimination Act 1975 The Race Relations Act 1976 These are some of the legislations, which is of utmost importance for having a peaceful working environment at the workplace. The Equal Pay Act 1970 would ensure an impartial move towards the different kinds of employees. It means that the employees of any origin and standard would be treated fairly and equally. This is very important for having a balanced and friendly workplace environment, which sets standard for the company. Hardly few companies are capable of maintaining a uniform balance in between employees of different kinds. Companies such as Unilever could not protect itself from being criticised for an unequal payment to the different kinds of employees. In Pakistan, the Company was criticized for not paying the minimum wages to most of the employees. Full-timers were not paid the entire amount of their labour. In addition to this, company also hired some part-timers and made them work like full-timers. However, they were also paid wages for their part-times service only. I t is a curse on Unilever, which has also affected its reputation to some extent (Garner 2012). The Sex Discrimination Act is another very useful and important point of consideration while employing the workforces. This is because of the fact that at the workplace different kinds of sexual origins are bound to come across. For example working of women and children are some of the examples of a differentiation in the sex participation at the workplace. At the workplace, it is very important that women are given utmost respect for their work and should not be used for molestation purpose only. The molestation cases are very common at workplaces. This makes things difficult for the women for making their decisions on working in such environment. They are subjugated to work under such circumstances; however, they do not have any will for such jobs. Another very disheartening behaviour is related to the children who are working for fulfilling their requirement. In some of the companies, they are used as labours and are instructed to work harder. Moreover, they are not cared for thei r education. This is one thing, which is preventing different nations from availing an utmost educational standard in their country. For example in India, the rate of illiteracy is very high, which is because of the poor family background of several of children. The poor family background does force them to work on their very early ages. They are used for fulfilling the desire and the requirement of their respective families. Their soft hands hardly find any paying with toys and dolls; they rather are subjugated to play with some unexpected but a hard earned reality of life. The discrimination in any sex is a curse on a country. A country can never prosper if it does not have good cares for the different kinds of sexual groups such as women and children (Shackleton 2015). The Race Relations Act is another very important policy especially for some countries such as the United States, Australia and UK. This is simply because that the racial fights are very common at the workplaces and at some other educational stages. In UK alone, the local residents do blame the people of some other origin behind any fault practices such as fighting, bombing and killing. It has become their mentality that every wrong deed is just the origination of people other than the local one. The racial discrimination has not allowed the Australian to grow to their fullest of capabilities. The indigenous people who had migrated to this country from some other parts of world such as Africa have not found the utmost support of the local government and the local people. This is an undeniable fact that the local government has done some timely and effective moves in this direction but have failed to leave any solid impression on the community. The community is still fighting for their health standard. The high number of inequality in between the local residents and the aborigines is limitless. They have less developed educational system. Moreover, there is a huge gap in between the local communities and the aborigines in respect to the educational standard, the health standard and the employability (Shackleton 2015). Summary of the data collected Recommendations The selection process of Woolworths is well in the line of traditional style of recruiting, selecting and inducting. Following are some of the stages, which do happen in the entire selection process from the publishing of vacancy to the induction: Vacancy creation Advertisements Application acceptance Screening of the received applications Test for the employability Interview Post interview investigation of the provided documents Physical evidence Placement This is very clear from above mentioned points that the system of recruitment, selection and induction is very traditional and well placed. It follows the most usable and used format of doing selection and induction (Kanu 2015). However, it needs some point of recommendations for enhancing the capabilities of the selection process and the reputation of the brand. Following are some of the recommendations for Woolworths: Organization need to focus more on its appraisal and incentive policy and needs to restructure it to bring effectiveness into it as the current system is not that much attractive The selection process needs to be improved in order to have a fair selection method, which does not know any boundary, racial and sexual discriminations because the equal behaviours are a good resource to powerful and skilled employees. Moreover, it is not necessary that the local employees are only efficient HRM of the Company needs to be more partial and less favouring to local residents because this help find a high number of talented skills from every corner of the world Conclusion Recruitment, selection and induction are an integral part of an organization, which perhaps would never die, as the utter replacement of the process is not yet available. The HRM are adding up some options to it but the major operation is conducted on the traditional format only. Woolworths Supermarkets is a big name in the Australian retailing industry; however, it has less incentive and appraisal system. Moreover, the recruitment, selection and induction process are also very biased, which is needed to be excluded from the practices. The exclusion would then bring skilled people from every corner of the world such as local residents, aborigines of Australia and people from other parts of world. 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