REPERCUSSIONS IN RECRUITING INCOMPETENT PEOPLE MODULE 02

CASE STUDY

Course: PROFESSIONAL QUALIFICATIONS IN HUMAN RESOURCE MANAGEMENT

INSTITUTE OF PERSONAL MANAGEMENT SRI LANKA (INC.)

(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 relation to the post of brand Manager. 2. Advertisement was in hap hazad manner. 3. Failure in Recruitment process. 4. Failure of Selection process 5. 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 scientific clipboards 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.

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 of work to be performed Tools, Equipment and machines 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

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.

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:

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.

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 planning 02.) 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 program 05.) Implement and evaluation Some of the missed important points are as followes: HR planning : Hr planning is the 1st step in the process and the accuracy of the HR planning has a bearing on the whole process. Identify the job vacancy by job analysis (JD & JS): importans of this JA,JD,JS i have clearly mention in 1st issue.

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 minimun 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 of lneligible candidates

5)Decision Marking

6) Appointment

4) Medical test

3) Exams /Test

2) Preliminary Interviews

1) Applications / Screening

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

Preparation of the orientation program

conduct the orientation program

Follow up and evaluation of the orientation program

Reference: PQHRM text book ,