01 Repercussions in Recruiting Incompetent People

7/31/2019 01 Repercussions in Recruiting Incompetent People

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REPERCUSSIONS IN RECRUITING INCOMPETENT PEOPLE

MODULE 02

CASE STUDY

Course:

PROFESSIONAL QUALIFICATIONS IN HUMAN RESOURCE

MANAGEMENT

INSTITUTE OF PERSONAL MANAGEMENT SRI LANKA (INC.)


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(Q1 ) Gobal consumer products company, growing their products to diversify their

production as a business strategy. Due to the current marketing conditions the company

wanted urgently to recruit a brand manager for the newly developed baby sope range and

they did not achieved it in effective and efficient manner. so among issues involved in the

case, this was the major issue to the failure of the relavent product. By analyzing the

given information followings can be identified as the reasons for the issues.

1. They havent identified the Job analysis, Job specification & Job description relationto the post of brand Manager.

2. Advertisement was in hap hazad manner.3. Failure in Recruitment process.4. Failure of Selection process5. They have missed the Induction or orientation program.

Q1). In its simplest terms, a job Analysis is a systematic process for gathering,

documenting and analyzing data about the work required for a job. The data collected in a

job analysis, and reflected through a job description includes a description of the context

and principal duties of the job, and information about the skills, responsibilites, mental

models and techniques for job analysis. These include the position Analysis

Questionnaire, which focuses on generalized human behavaviores and interviews, task

inventories, functional job analysis and the job element method.

The importance of the Job analysis is according to scientific management, the key to

productivity is a precise understanding of the tasks that constitute a job. If the motions of

workers are to become standardized and machine like, then it is necessary to be certain

about what is to be accomplished, as well as what abilities and materials are necessary to

do the job. For many years, job analysis was the considered the backbone of the scientificclipboards and stopwatches, was the method used to determine the most efficent way to

perform specific jobs. so company has miss this major procedure for identifying those

duites or behaviours that define a job.


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Their for I recomend to have a job analysis to recruit the post of brand manager for gobal

consumer product company. Job analysis is the examination of a job, its component parts

and the circumstances in which it is performed. It leads to a Job description which sets

out the purpose, scope, duites and responsibilities of a job. From the job analysis and Job

Description, a job specification may be derived, which is a statement of the skills,

Knowledge and other personal attributes required to carry out the job.

Features of Job Analysis, Job Description and Job Specification are as

followers

Job Analysis(obtaining all pertinent job facts)

Content of the job. Difference in the nature of jobs. Taska involved in the job. Equipment and machines required.

Job Description

Job title Location Summary of Duties Resbonsibilites Work conditions Hzards Authority Relationship top other

jobs

Detailed statement ofwork to be performed

Tools, Equipment andmachines to be used.

Materials used

Job Specification

Education Qulification required Experience Training Skills Attitude and motivation Initiative Analysis and judgment

ability

Adaptability Emotional characteristics Personality Age-range Health


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Q2.) According to the case study company recruit a brand manager by

publishing an advertising on a week day english news paper. It is a disadvantage because

most of the candidates who seek for professional jobs, they use to refer weekend news

papers. And also advertisement was hurried & hap hazad manner, some of the salient

features of a well drafted advertisement were missed out such as Job Description, job

specification for the position advertised. And also most of the candidates are seek jobs

from the internet so i recomend to published the advertised in the internet.i have shown

below sample Job description for Brand manager.

Sample Brand Manager Job Description

Purpose:

The Brand Manager is responsible for providing the overall brand marketing and new

product development activities for the Lynnwood. They are the single point of contact

for the implementation of the Lynnwood marketing strategy and all market research,

advertising and promotion, new product development activities. They will work very

closely with the Marketing Manager and the Director. They are also responsible for

developing and managing the marketing budget.

Duties, Functions and Responsibilities

Essential duties and functions, pursuant to the Americans with Disabilities Act, may

include the following. Other related duties may be assigned.

Manage all Market Research, Advertising and Promotion, New Product

Development and activities.

communicate the value proposition of the product and influence purchase of product.


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Responsibilities- Supervision and/or Leadership Exercised:

nt

Knowledge, Skills, and Abilities

Must possess required knowledge, skills, abilities and experience and be able to explain

and demonstrate, with or without reasonable accommodations, that the essential

functions of the job can be performed.

Excellent time management skills

with all divisions/groups within the organization

active listening skills

Minimum Qualifications

Education and/or Equivalent Experience:


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titute for the required education

requirements up to a maximum of four (4) years, preferably in Brand

Management.

Licenses or Certifications Required:

This description is intended to indicate the kinds of tasks and levels of work difficulty

required of the position given this title and shall not be construed as declaring what the

specific duties and responsibilities of any particular position shall be. It is not intended to

limit or in any way modify the right of management to assign, direct and control the

work of employees under supervision. The listing of duties and responsibilities shall not

be held to exclude other duties not mentioned that are of similar kind or level of

difficulty.


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Q3). Recruitment ment by the process of finding and attracting suitably qualified

people to apply for the employment. My point of view even the company did not

complete at least the definition of the recruitment. As the marketing condition was very

healthy, it was a urgent position to be filled. According to this cause study with out

considering the Internal recruitment they decided to recruit from Externally.

If we consider the advantages of internal sources of recruitment, Due to Familiarity of

current employees, the organization knows the ability & skills of the likely candidates

sice they are insiders. Similarly the employees know about working conitions and job

requirements of the vacancies. And also internal recruitment is a source of

encouragement and motivation for employees. Their for i recomend Internal recruitment

is effective and more sutable than the external recruitment due to it was a urgent position

to be filled, so it can be done with in a short period of time with low cost.

When we consider the Recruitment process,we can clearly identify important points are

missed out

Recruitment process.

01.) HR planning02.) Identify the job vacancy by job analysis (JD & JS)03.) Locating and developing sources (internal or external sources)04.) Select the method of recruitment and implement the program05.) Implement and evaluationSome of the missed important points are as followes:-

HR planning : Hr planning is the 1st step in the process and the accuracy of theHR planning has a bearing on the whole process.

Identify the job vacancy by job analysis (JD & JS): importans of this JA,JD,JS ihave clearly mention in 1st issue.


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Q4). The process of making the choice of most appropriate person from the pool of

applicants to fill the relevan job vacancy is call selection process. Refering to this cause

study,they have not payed the full attention to the 1st interview due to their bord meeting its

an big mistake done by the management so i recomend to outsource the interview pannel.and

for the final interviewis done by the CEO of the company i recomed its better to have

interview panal for the final interview also becouse its diffecult to take a decesion to one

person. As the 1st step of selecting process Application screening and short listing : remove

all the unwanted CVs. E.g those who have not fulfill the minimu n qulification, experience,

age limits etc. In this case they have not compleated theis major step. As 2nd step Preliminary

interview; need to be done ment by this is determine whether the applicants skills ana

abilities are matching to perform the required job.and after that those who selected up to this

step having a this types of test E.g Aptitude test, IQ and genaral knowledge test ect.after that

according to the job if nessary they need to have a medical test also finaly Job offer

interview or Decision Marking and apponitment is done.(in this cause as a result of, due to

the poor recruitment company has extend the probationperiod of Mr.anton so i hop its not a

the solution for that problem so itz butter to give him a on job traning)

selection process

Elimination oflneligible candidates

1) Applications / Screening

2) Preliminary Interviews

3) Exams /Test

4) Medical test

6) Appointment5)Decision

Marking


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Q5). After selected candidate for the job they asked to join with the companyearly as possible.

Accordingly MR. Anton jointed to the company and in the first week he supposed to be

familiarized with the systems and the processes of the company. Resons for that the company

did not provied Induction or orientation program to MR Anton. Now will see what is an

induction program or in other words orientation program.It is the technique by which a new

employee is rehabilitated into the changed surrounding introduce to the practices, policies and

purposes of the organization.

Importance of Induction program

It reduces reality shock: discrepancy between new employees expectations and reality. And also it reduce the cultural shock. It helps generate favorable attitudes within the new employee. It reduce the period the employee gets to adapt to the organization

Orientation Process

Reference: PQHRM text book ,

Preparation

of the

orientation

program

conduct the

orientation

program

Follow up

and

evaluation of

the

orientationprogram

Documents

01 Repercussions in Recruiting Incompetent People