Recruitment and Selection Policy for Global Star Enterprises

Human Resource Management
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Table of Contents
EXECUTIVE SUMMARY................................................................................................................................................3
INTRODUCTION..............................................................................................................................................................3
DISCUSSION......................................................................................................................................................................3
1. OVERVIEW OF RECRUITMENT NEEDS AND STRATEGIES OF GSE IN THE NEXT 6 TO 12 MONTHS................................3
2. OUTLINE OF THE CURRENT RECRUITMENT AND SELECTION POLICY AND PROCEDURE AND STRATEGIES OF GSE....3
2.1 For Positive Areas of Performance........................................................................................................................4
2.2 For Two Performance Gaps...................................................................................................................................4
3. OVERVIEW OF CONSULTATION FOR IDENTIFYING RECRUITMENT NEEDS AND CURRENT PERFORMANCE OF THE
FRAMEWORK OF RECRUITMENT AND SELECTION.............................................................................................................4
5. MONITORING AND FEEDBACK PROCEDURES FOR ENSURING HIRING TEAMS..............................................................4
5.1 Advising Applicants of Outcomes...........................................................................................................................4
5.2 Use of Advertisement Methods...............................................................................................................................5
5.3 Use of Position Descriptors and Specifications.....................................................................................................5
5.4 Dispatching Job Offers with 48 hours....................................................................................................................5
CONCLUSION...................................................................................................................................................................5
RECOMMENDATIONS FOR IMPROVEMENTS TO THE RECRUITMENT AND SELECTION POLICY.....5
1. RECOMMENDATION FOR IMPROVEMENTS FOR ACTIONS TO THE REVISED POLICIES AND PROCEDURES.....................5
2. RECOMMENDATION FOR IMPROVEMENTS TO THE RECRUITMENT AND SELECTION POLICY WITH ROLES AND
RESPONSIBILITIES.............................................................................................................................................................5
3. RECOMMENDATION FOR IMPROVEMENTS TO THE RECRUITMENT AND SELECTION POLICY FOR COMMUNICATION
AND TRAINING FOR HIRING STAFF...................................................................................................................................5
4. RECOMMENDATION FOR IMPROVEMENTS TO THE RECRUITMENT AND SELECTION POLICY FOR TIMELINES...............6
REFERENCES...................................................................................................................................................................6
APPENDICES.....................................................................................................................................................................6
APPENDIX A......................................................................................................................................................................6
APPENDIX B......................................................................................................................................................................7
GSE will only use external recruitment agencies that guarantee EEO compliance....................................................8
The HR Department will coordinate the use of all such agencies................................................................................8
Global Star Enterprises is a fictional company created for educational and training purposes only. This document may
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Executive Summary
The main aim of this report is to understand the case study of Global Star Enterprise. They have
hired a new HR Generalist for recruiting more staff in their organization. GSE have lost over 35%
of the total staff in last year and for this purpose they have decided to revise their existing
strategies for business plan and recruitment and selection policy. This report has clearly outlined
the processes and strategies of GSE with proper identification of recruitment needs for the
company. Moreover, the current performance framework is also provided here. Relevant
recommendations are given for improvements in this existing policy.
Introduction
Recruitment and selection are two processes of employee selection in any organization (Ekwoaba,
Ikeije and Ufoma 2015). The following report outlines a brief discussion on the case study of GSE.
Global Star Enterprises or GSE has hired a new HR Generalist for recruitment and selection of
their staff in the New South Wales administration department.
Discussion
1. Overview of Recruitment Needs and Strategies of GSE in the next 6 to 12 months
The current recruitment and selection policy of Global Star Enterprises is extremely effective as
they comply with the regulatory and legislatives needs and thus this policy is referred as one of the
best (Sinha and Thaly 2013). It even covers several activities like methods of recruitment and
selection, feedback to their candidates, outsourcing, notifying selection outcomes, remuneration
offers, and even outsourcing. For fulfilling their vacant positions, GSE has decided to recruit people
to meet requirements. The strategies of GSE involve product expansion strategy and many others
for the betterment of their organization.
For the next 6 to 12 months, GSE would require suitable candidates in their business for ensuring
that only best talent is selected (Gamage 2014). These new ideas would be important for better
growth and development of GSE. Three types of recruitment needs are required in GSE, which are
planned needs, anticipated needs, and unexpected needs.
i) Planned Needs: The planned needs arise from any type of change in organizational
management and retirement policy of employees.
ii) Anticipated Needs: The anticipated needs, on the other hand, arise from new changes in
internal and external environments of the organization (Zaharie and Osoian 2013).
iii) Unexpected Needs: The unexpected needs arise from resignation, deaths, illness, and
accidents of existing employees.
Regarding the organizational strategies in the next 6 to 12 months, GSE has focused on their
various expansion strategies and human resource department. They do not require any change in
their strategic plan as they have already made a 3 years plan. In the first year, GSE have produced
a new range of awnings at the existing manufacturing facilities in Perth and Sydney. In the next
year, they have increased their production and sales have expanded in entire Australia and New
Zealand. Finally, in the third year, they have expanded their sales into South East Asia and
production facility is being established in SE Asia. (See Appendix A).
2. Outline of the Current Recruitment and Selection Policy and Procedure and Strategies of
GSE
The existing recruitment and selection policy and strategies of GSE have provided various
significant advantages or benefits to their organizational management (See Appendix B).
Global Star Enterprises is a fictional company created for educational and training purposes only. This document may
not be reproduced or distributed, without the prior written permission of the copyright holder. Copyright © Raw Pixel 2010
Report Template V:3:November 10