Paper type: Assignment Pages: 9 (2224 words)
1.0 INTRODUCTION OF ORGANISATION1.1 MIRACLE EVENT MANAGEMENT CREATIONMiracle Event Management is a full service event management firm based in Sungai Petani, Kedah. We bring a fresh unique approach to the event management industry. MEMC approaches every project with diligent attention to detail and obsessive precision.Regardless of size and scope, we treat your event like a business with clear strategic goals, defined milestones and comprehensive plan to ensure that event is delivered on time and on budget. We put your event first.
We learn about business, we focus on challenges, business and we plan events to support your goals.1.2 EMPLOYEES DETAILSEvent CoordinatorPlannerClient Service ManagerGeneral Manager (Event manager)Clerk (Event Assistant)1.3 TYPE OF INDUSTRYHOSPITALITYThe hospitality industry is abroad category of fields within service industry that includes lodging, event planning, theme parks, transportation, cruise line and additional fields within the tourism industry. This industry applies to nearly any company that is focuses on customer satisfaction and meeting leisurely needs rather than basic ones.Hospitality Industry is one of the fastest growing sectors of the economy of today.
However, this industry is diverse enough for people to work in different areas of interest and still be employed within the industry.1.4 ORGANISATIONAL CHARTEVENT COORDINATORCLERKGENERAL MANAGERCLIENT SERVICE MANAGERPLANNER2.0 RECRUITMENT PROCESSRecruitment is a process of finding and attracting the potential resources for filling up the vacant positions in an organisation. It sources the candidates with the abilities and attitude, which are required for achieving the objectives of an organisation. However, recruitment is a hiring process which refer to the overall process of attracting, shortlisting, selecting and appointing suitable candidates for the jobs (either permanent or temporary) within an organisation.2.1 STEPS IN THE RECRUITMENT AND SELECTION PROCESSADVERTISE THE POSITIONRESUME SCREENINGPHONE INTERVIEWFACE TO FACE INTERVIEWASSESSMENTSECONDARY FACE TO FACE INTERVIEW JOB SHADOWREFERENCE CHECKJOB OFFER2.2 REASONS TO PERFORM PROPER RECRUITMENT PROCESSSuccessful recruitment is a direct reflection of the validity and professionalism of your business. Employing the right people for your business is the most important part of your organisation. It is essential to have a good recruitment process to attract the right kind of employees for your business needs. Recruitment process should be cost effective as well as time consuming so when you are recruiting, make sure that you are making the right choices.A good recruitment process can minimize the time involved in the searching, interviewing, hiring and training. It can streamline there processes and make your search for variable candidates which more efficient. It is very important to build a positive image to your customer, peers and competitors.It is essential to list the skills your new hire will need to fulfil his or her duties. To get better and successful results in recruitment process, promote specific criteria that are relevant to the job. It can easy to evaluate the candidates skills thoroughly for the position that are hiring for knowledge, skills and ability KSAs, this is agreat evaluate tool for hiring the right candidate for business. Obviously, there is no guarantee that the selection will be correct but can do all that can reduce risks and maximize potential to hire the right candidate. Definitely, can find good, qualified, reliable employees if have a successful hiring process.a) COSTCost is a major role why effective recruitment and selection is important. There are many ways in which poor recruitment process can result in financial losses. For example, if a candidate’s competency is not accurately assessed, he may make mistakes that can hinder productivity. If he needs to be retrained or replaced, this takes up more company time that could otherwise be invested toward remaining competitive.b) RETENTIONRetention is a called improper recruitment. It can be caused high turnover or involuntary separations in recruitment and selection process. Recruiter must be careful in selection process through analysing resumes and candidate’s background and conducting interviews via phone calls and face to face.Recruitment team may hiring a candidate with weak work ethic or propensity to move quickly from one job to the next job hopping’. Recruiters should pay close attention to the lengths of time at each previous job and carefully check references. Another so-called red flag’ is a gradual decrease in responsibility. For example, if the candidate starts out working as a senior manager and slowly shows progression to a less complex role, this could indicate that he is not as competent as he claims.c) LOYALTY AND PRODUCTIVITYLoyalty and productivity are linked. Employees who feel dedicated to the organisation will work hard to help it succeed. With this in mind, recruiters must ask questions that provide information about a candidate’s strengths and weaknesses. Additionally, interviewers should inquire about a candidate’s greatest achievements throughout her career. Generally, loyal employees will have a track record of striving for excellence, resulting in a more competitive, innovative and profitable business.d) LEGAL ISSUESLegal issues in recruitment process is very common and Discrimination playing very dangerouse role. If discriminatory hiring practices can be proven, this could result in serious harm, both financially and in terms of reputation. Steps can be taken to avoid such complications. First, advertise only the essential requirements for the position. Provide an accurate job description, listing only the position name and the specific duties involved. Things such as language proficiency or physical capabilities should not be listed unless they are absolutely essential for the role. When conducting interviews, ensure that the location is accessible by people with disabilities and refrain from holding interviews on religious or cultural holidays. Careful notes must be taken so that recruiters can justify hiring or not hiring the particular candidate.CLEAR EVALUATION OF THE RECRUITMENT METHOD FOR OFFICE CLERK POST2.3 RECRUITMENT METHOD FOR OFFICE CLERKA. Make your list of expectationsB. Create a perfect job postingC. Put the word outD. Dig into the detailsE. Look for the wow factorF. Make those reference callsG. Put a recruiter on the jobH. Hire a clerkMAKE YOUR LIST OF EXPECTATIONSCreate a list of responsibilities or duties that expect a clerk to carry out and the must have skills and qualifications for a candidate to succeed in the role.This list can also help to decide how many employee will be enough or the workload requires multiple staff members.Can help to decide as whether need to hire someone permanently or simply on a temporary basis to complete specific projects.CREATE A PERFECT JOB POSTINGTake the time to write the kind of recruitment ad that attracts great candidates.Involves giving an accurate sense of the role and its responsibilities.A great job posting piques the interest of those who are truly qualified and discourages those who aren’t.A well written job description also sets the stage for new clerk success by giving them clear guidelines and a good understanding of expectation from day one.PUT THE WORD OUTConsider asking professional contacts Check with existing employeesExisting staffs isn’t likely to go out on a limb for someone who isn’t up to snuff.Online recruiting is a supplement, but not a substitute, for the value of in-persons networks.DIG INTO THE DETAILSCheck candidate’s verbal communication when interacting in phone interviews and candidate’s politeness on the phone and in person.Resume checking whether any careless spelling mistakes and typos in their resume.The answer to these questions offer helpful insights into what a potential clerk may be like when he or she is actually on the job.LOOK FOR THE WOW FACTORLook for the wow factor is one of the best recruiting tips is to take note when candidates go above and beyond.Review their resumes to determine whether they have pursued additional training, maintained professional membership, earned clerical certifications or taken other steps that simply scream GO-GETTER’MAKE THOSE REFERENCE CALLSTry to get feedback from previous employers and it can help to get input which can help hiring decision.PUT A RECRUITER ON THE JOBWhen it comes to finding a great clerk, an excellent option is to partner with a clerk recruiter who works with a deep pool of talented people and can help evaluate candidates to find the best fit for needs.CLEAR EVALUATION OF THE RECRUITMENT METHOD FOR GENERAL MANAGER POSTWhile reviewing the resumes, an HR executive must keep the following points in mind, to ensure better screening of the potential candidates €’ There are many external recruitment methods such as :-Using a recruitment agencyOnline recruitment methodsPrinted publicationsCareer EventsInternal RecruitmentUSING A RECRUITMENT AGENCYRecruitment is a devoloping rapidly and have large databases of skilled candidates which is sourcing to the recruitments. The agencies have daily experiences of finding employees for current market. Recruitment agencies trained to know how to find the best talent and recruiters earning a commission by find the right employee and its makes recruiters have best interest to do a great job.ONLINE RECRUITMENTS METHODSJOB BOARDSNowdays many employers and recruitments agencies hired or pay job boards such as Jobstreet or Indeed to host their job adverts.Job seekers have signed up to these kind of extensive online platforms.The platform will help to match skilled candidated to the job post based on factors such as salary, location, job description and types.Alerting candidates by using keywords and using emails to alert them.Use a job board to headhunt’ candidates by searching the job board’s CV database for a match.SOCIAL MEDIASocial media has become one of the great recruitment methods.One in four companies in the UK uses social networks like Linkedln or Twitter as part of their recruitment strategy (CIPD 2015).Updates about business and job advertisements.attract jobseekers or show off business culture via social media.Engage with the online community about job news or job topic of industry.Screen job hunters by viewing their online posts.THE PRINTED OUTNewspaper is easily available everywhere and pricely cheap and sometimes newspaper are free. We able to get THE METRO newspaper at least once during travelling komuter.On the other hand, a sector specific magazine or journal will reach a smaller but passionate crowd.ATTEND CAREERS EVENTSArranging careers events by hiring a stall and engaging in offline conversation with students, fresh graduates in attendance.Design branded accessories and stationery for attract jobseekers and tell them about company and reason why it’s a great place to work. INTERNAL RECRUITMENTSThere are many advantages incurs with hiring internal recruitment methods.Existing staffs well knows workplace culture and how company operates.Advertising a job position through internal channels could motivate any employees think they have a chance of getting the job to work harder to prove themselves.Circulate the job advertising or an opportunities in a NEWS’ email.Keep an updated Careers/Job section on company intranet.Pin the job advertisement on company noticeboard. Make the ad eye catching to existing staffs.PROMOTIONFROM TEMPORARY TO PERMANENTHIRE A RETIRED EMPLOYEE IN A FREELANCE OR PART TIME POSITIONPROMOTION- Promote existing staffs with new job because they more aware of company’s cultures and work environment. However, company also able to refer their performance record and working skills and improvements too. Creating shortlist at this stage is a great idea and in order to increase their knowledge of a candidate’s suitability.FROM TEMPORARY TO PERMANENT- One of the most common internal recruitment techniques is upgrading a temporary employee to a full-time position. It might help to temporary staffs proves over time that they have got skills and work ethic that permits offering them more hours, more responsibilities in their role and the reward of more pay.HIRE A RETIRED EMPLOYEE IN A FREELANCE OR PART TIME POSITION- Hiring a retired employee as a part time or freelance can decrease our cost and we able to get more experienced staffs as well. Learning from them like teaching to intern and temporary staffs more valuable and experienced.Evaluation and ControlEvaluation and control is the last stage in the process of recruitment. In this process, the effectiveness and the validity of the process and methods are assessed. Recruitment is a costly process, hence it is important that the performance of the recruitment process is thoroughly evaluated.The costs incurred in the recruitment process are to be evaluated and controlled effectively. These include the following €’Salaries to the RecruitersAdvertisements cost and other costs incurred in recruitment methods, i.e., agency fees.Administrative expenses and Recruitment overheadsOvertime and Outstanding costs, while the vacancies remain unfilledCost incurred in recruiting suitable candidates for the final selection processTime spent by the Management and the Professionals in preparing job description, job specifications, and conducting interviews.CONCLUSIONRecruitment DefinitionRecruitment process is called as activity that creates a link between employer and job seeker.Recruitment team must evaluate the logical, critical, analytical, commitment and responsibilities in selection process.However, recruitment process can be identified as main role for any organization for any organization to continue its effort to make finest organization.Bringing together the applicants from job seekers and selecting the best candidate for the role of the job identified.Recruitment and selection process should be set as a goals and aims like group discussion and online interview. The process recruitment and selection must be improving because hire more talented and effective employees can create a difference in the interest of the organization.As a conclusion, Human resource management aims at obtaining capable people for achieving the objectives of the organization for ensuring effective utilization of their services. Recruitment process in Human Resource Management focuses on matching the needs of the business with the needs and development of employees.The role of Human Resource help to become successful organization are becoming more adaptable, quick to change directions, hardy and customer centered. Within this kind of environment, the Human Resource team must learn how to manage effectively through planning, organizing, leading and controlling the human resource and be knowledgeable of emerging trends in training and employee development.
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