Contemporary Applied Management

Question: Discuss about the Contemporary Applied Management. Answer: Introduction The process of recruitment and selection plays a crucial role in the growth and development of an organization. The immense dependability of organizations on this particular process is because that through this process the organizations are able to acquire the work force they require for the appropriate functioning of their operations. The HR department of an organization is responsible for the recruitment and selection process. A HR manager is characteristically responsible for planning out the process through which the recruitment and selection campaign will be carried out (Bergman, 2011). This report typically focuses on the decision making process of a HR manager and the methods that one should implement in marking out a recruitment and selection campaign. Objective The report concentrates on the following objectives: Identification of the vacancy and the number of open positions. Specifications on the position and candidature. Presenting a plan through which the recruitment and selection will be conducted. These are three objectives that will be covered in this report. The objectives selected in this regard will provide a clear apprehension on the ways the success of this recruitment and selection campaign shall be accomplished (Compton Nankervis, 2011). Identification of the vacancy and the number of open positions The concerned organization at this present is looking to recruit Trainee Store Managers for their various outlets located across different cities. The number of open positions has been deduced to be a figure of 37 however; a minimum 25 candidates would be required for the sustenance of the business process. This is primarily due to the reason that the company presently possesses 25 vacancies for the said position and the company is looking forward to create more vacancy with the additional number of recruits in their hands (Currie Horsfield, 2005). This is a strategic step forward from the companies end as the company is looking forward to open more store outlets based on the number of additional recruits the company acquires at the end of the recruitment and selection campaign. Specifications on the position and candidature The position for which the recruitment and selection campaign is going to be initialized is of a Trainee Store Manager. The job will be providing an on job training as well employment to the candidates who would be selected. The job will require the candidates to efficiently understand: The companys vision and mission, retail philosophy, and Strategies relating to the business operations. The candidates will be required to: manage inventories, merchandising, advertising, maintaining records, and Manage human resources in their respective working premises. The candidates will be required to demonstrate exceptional managerial skills during their interview process which will emphasize upon their: decision making capabilities, disciplinary methods, communication and interaction skills, trust building skills, attitude and authoritative attributes, listening skills, diplomatic skills, motivational abilities, resilience, and Time and resource management. The candidates should be having the following credentials in their inventory: A degree of diploma or graduate is preferred, The candidate should have a degree in business management. A minimum six years of experience in the retail sector is required for candidates having a diploma on business management (Dessler Teicher., Dessler, Teicher, 2004). A minimum 3 years of experience is required in the retail sector from the candidates having a graduate degree in business management and administration. The candidates are required to have a flawless working career in their previous employment. Any additional credential relevant to the designated position would be taken into consideration and be highly appreciated. Key responsibilities of the Trainee: The key responsibilities that the trainees will be required to carry out during course of employment are: Participate in the training process, Gain knowledge of the essential aspects which are being taught in the training process, Demonstration of the aspects developed from the training session in the employment process (DuBrin, 2004). Recruitment and selection plan The course of this recruitment and selection campaign will include direct and online advertisement along with employing head hunters and specialist agencies for the purpose. A brief description of the advertisement process and the meticulous functions that the headhunters and recruitment agencies will perform are described in this section ("Evaluating management education", 2009). Advertising Online advertisement: online advertisement shall focus on advertising in the social media sites, company website, blogs, and press releases. In addition, specific advertisement will be broadcasted in the online employment portals such as times jobs, monster jobs etc Direct advertisement: direct advertisement will comprise of advertisement in newspapers classified advertisement sections, distribution of handbills and pamphlets, posters in bus stands and subway outlets. Role of the Head Hunters and Recruiters Head hunters and recruiters will be assigned with the task to seek out prospective candidates from various online data collection sources. They will also be responsible for managing the responses the direct and online advertisement shall procure (Hancock, 2002). The recruiters would be responsible for setting interview or appointment time and dates and shall also be conducting the essential preliminary interview process via telephonic method or any other method they see appropriate. Recruitment agencies Involving recruiting agencies will ensure that a large number of prospective candidates would be able for assessment and interview purpose. This is due to the reason that these types of agencies have a massive database on various candidate profiles which they gather in order to cater to the recruitment needs of companies. The recruitment agencies would tasked with assessing candidates based on the specifications provided earlier and refer prospective candidates to the company for final round of assessment (Nikolaou Oostrom, n.d.). Application submission The candidates would be required to submit their application for the job in the form of Curriculum Vitae accompanied with a covering letter. The curriculum vitae which the candidates are recommended to submit for assessment should contain detailed description of their personality, credentials, work experience. The covering letter would meticulously cover the brief detail of the candidates credential, work experience and their perspective on the position including the manner they believe that they would be appropriate for the position (Sparrow, 2006). The candidates are required to submit their application via email to the email that would provided to them. As for the recruitment agencies, they would be required to forward the curriculum vitae and the covering letter of the candidate they are referring to the company in the online drop box that would be provided to them. Short listing The candidates would be shortlisted based on the appropriateness of their profiles and on the evaluation of their personalities and skills they would be demonstrating in the interview. Assessing the success rate of the campaign The success of the campaign would be judged on the vital aspect of time management. The sooner this operation is accomplished the more successful the campaign would be taken to be. E-recruitment and its impact E-recruitment would be playing a crucial role in this recruitment and selection campaign. This is due to the reason that large amount of endorsement has been placed on this subject matter and almost the entire operation is basing upon this aspect (Straub, 2009). The success of this method will impact the company in a positive manner and signify the companys transformation towards digitalization. Timeline August-September Identification of the openings: targeted 37, required 25 October Planning out recruitment and selection campaign, and advertisement options November-December Advertising initiatives and hiring recruitment agencies January to Mid-March Recruitment and selection activity and short listing of the candidates Rest of March Handing offer letters to the successful candidates, orientation and induction process April Joining of the new recruits, completion of the recruitment process. Conclusion Recruitment and selection can be arduous activity. This is because the activity employs multiple aspects which have their distinctive impacts upon the process. The activity requires methodical approach and planning prior to its operations in order to gain the amount of success the company expects out of it (Hancock, 2002). This is the theme of this report to provide a brief sketch on the ways a recruitment operation should be carried out. References Bergman, J. (2011). Recruitment/selection retention.Geriatric Nursing,2(3), 199-202. https://dx.doi.org/10.1016/s0197-4572(81)80085-7 Compton, R. Nankervis, A. (2011).Effective recruitment selection practices. North Ryde, N.S.W.: CCH Australia. Currie, J. Horsfield, T. (2005).Recruitment selection. Manchester: Open College. Dessler Teicher., Dessler, G., Teicher, J. (2004).Recruitment selection. Frenchs Forest, N.S.W.: Pearson Education Australia. DuBrin, A. (2004).Contemporary applied management. Burr Ridge, Ill.: Irwin. Evaluating management education. (2009).Applied Ergonomics,10(4), 250. https://dx.doi.org/10.1016/0003-6870(79)90262-x Hancock, C. (2002). Effective Recruitment and Selection.LIM,2(02). https://dx.doi.org/10.1017/s1472669600000086 Nikolaou, I. Oostrom, J.Employee recruitment, selection, and assessment. Sparrow, P. (2006).International recruitment, selection, and assessment. London: Chartered Institute of Personnel and Development. Straub, J. (2009).Applied management. Cambridge, Mass.: Winthrop Publishers.