This is a case study done on the company Dialog Axiata PLC, under the module HRS 202 SL Managing people held by NSBM affiliated with University of Plymouth UK. This case will look into brief description of the company and discuss its procedures of recruitment, selection and induction of its executive level staff. Also discuss on the strengths and weaknesses of the procedures.
The company Dialog was selected since it’s the biggest giant of telecommunications throughout SriLanka. This being such, meaning that this company will employ a huge number of staff, therefore in curiosity of how the employees are recruited, selected and induced, resulted in selection of Dialog Axiata PLC for the case study.
Company brief
Now let us hypothesize that
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To do so, correct sources of recruitment are very important. Because though these sources only that the message will be passed to the correct candidates for the job.
- Looking for a candidate internally:
• For this Dialog GSM need to notify the internal employees about the vacancy. In this case the may be a proficient candidate within the organization who may apply for the post. (eg; The current Assistant Marketing Manager who is highly qualified for the post)
- Advertising locally
• Dialog GSM also can advertise about the vacant position locally. This will attract the proficient candidates in the country. (This can be done on new papers, company website and other job listing websites).
- Advertise Internationally
• Dialog GSM can also advertise internally about the vacant post. This also will increase the probability of getting better candidates with vast experience. (This can be done on new papers, company website and other job listing websites).
- Outsourcing the recruitment
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The HR manager will shortlist a set amount of candidates for the second interview, these are the candidates who scored highest in the first interview and the verification process.
The second interview will take place in the presence of the Marketing Director. In this interview the Marketing Director will check the applicant’s capacity and capability. To do so, the candidates will have to compile a report and do a presentation on their finding. The topic and the information will be provided to the applicants prior to the interview.
Also during this interview the marketing manager will check the Marketing knowledge level of the candidate.
Stage 3
From the second interview only the best very few candidates will be selected for the final interview.
This stage of interview will be conducted by a panel of directors in the presence of the HR manager.
During this stage the candidates will further be tested for their proficiency through questions by the panel.
Recruitment Schedule FEB MAR APR 12 Weeks
Action Responsible Person 1 2 3 4 5 6 7 8 9 10 11 12
Conducting Job analysis and creating Job Description and Person Specification HR
After posting the positions, internally it is recommended to move forward with the external process. If there are top management position to be filled, we would recommend a search firm that makes diversity a priority and one with good ethical reputation.
The recruitment and selection process have different stage that all have to be to follow, to select the right candidates for the job vacancies.
When you come for your interview there are several things that will be done. You will have many different types of interviews and exams to take. This is the process where they figure out if you are a good
Our mangers supervisors and even some services users where appropriate may be on the interview panel
(Huffcutt et al. 2001) reported that criterion-related validities for interview are more reliable in recruiting and selection of a personnel. The interaction between the interviewer and interviewee are deems important to set up the reliability, validity, fairness, and utility of the recruitment selection process. Apart to that, based on Johnson Company requirement, the candidate should be able to perform market survey and deal with customer relation activities. From the facts, there is concern from that individual customers are drastically declining. The candidate must be able to do an analytical structure and initiative of follow up to tackle the issue. The candidate require to attend client feedback and gather teamwork solutions as well. The role also should cover tasks to conclude and manage to communicate the outcomes. It is essential for the candidate to have a proven organizational skills. The capability skills of problem solving and interpersonal skills are very crucial. This is because the main aspects for the position is able to communicate with customer and warehouse team to deliver some the products to the clients. The excellent communications and listening skills will be the advantage for the candidate. Through interview process, the interviewer must take consideration of the candidate willingness to travel and work on hectic period during the holiday season. The candidate have to be flexible and
but there is usually a chairperson to co-ordinate the questions, a specialist who knows about the job in detail and a personnel manager. I will be using this type of interview for the position of HR officer as it would enable us as an organisation to gain a broader insight into the interviewee and take a wider view on the suitability, as there are more people to comment. Each person could focus there questions on a different part of the person specification in order for each area to be covered fairly. Selection Methods
The objective is to address the needs and the concerns of the organization to develop an effective method to recruiting. This method must be beneficial economically, as well as, productive in recruiting the best possible talent needed. A strategy must be developed along with a guide that will be shared by all locations and at all levels. In creating this method, different forms of recruiting will be employed to ensure that the target audience is reached effectively.
On the same note, after interviewing an applicant, it is important to pass him or her to the respective line manager as the right person for the job. Essentially, the Joint Commission must have policies that would guide job interview. The HRM should work independently to ensure that other departments do not influence
Ahmed is keen to ensure that the recruitment of the new Office Manager runs smoothly. As this is a new, very important position, he has asked you to do some research of recruitment processes for managerial roles.
Once the applicant is in the system, HR reads applications and sorts them into first-round phone screening and reject piles. If the candidate meets the minimum specifications, has a strong cover letter and relevant experience in the resume, he/she will be contacted by a recruiter via email for a phone interview. This will last roughly 30 minutes and determine whether the candidate moves onto second-round interviews. Applicants have an opportunity to ask questions to demonstrate interest and knowledge. The nature of the second-round interviews will be determined by the position – for this paper, there are three rounds. Second round is another phone call, followed by an office visit for final round interviews. Interviewers are prepared ahead of time and
According to Wright et al (2011) recruitment and selection are part of the human resource practices common within organizations in an effort to develop human capital, which is necessary for better production. Numerous scholars have discussed the issue in different contexts. Pramila (2010) discussed the issue of recruitment and selection in an Indian- based company. The article presents effective recruitment practices, which are valuable for organizations. Among the identified practices include internal recruitment, interviews, personality tests, employer references, succession planning, and newspaper recruitment. According to Najafi (2011) the most important aim is to achieve an improvement in their recruitment and selection. With information provided in this article, the researcher is able to advance a thorough understanding of the different issues on improving recruitment and selection processes within organizations.
Recruitment: the vacant position will be advertised internally and interested employees can apply for the position. Employees will have two days to apply for the position and if there are no suitable applicants, management will proceed to advertise the position. Blue Gum has established the criteria that will need to be met by the selection of applicants.
Stage four is line manager interview.The advantage of this method allows the interviewer to collect more data and comprehensive understanding.Furthermore, it helps to understand body language and facial expressions.The disadvantage of this technique is because of timing and travel; face-to-face interview is expensive
Many different avenues exist that can be utilized in the recruitment process. While traditional methods of recruitment such as newspaper advertisements employee referral programs are still be used, many companies, including Fortune 500 companies, are moving towards more technologically advanced avenues such as career opportunity pages on the company website, online job boards, social media, etc. The way an organization presents itself using any of these avenues is essential to the recruitment process as it is the only opportunity for the organization to attract
The hiring process includes a series of interviews. Initially, all the candidates are interviewed by a small group of staffers at the company and then a second committee reviews all the applications which include the application’s that are submitted on their own as well as interviewer feedback.