Recruitment and Selection Policy Implementation

The assignment discusses the importance of implementing an effective recruitment and selection policy in a company. It outlines the key principles and legislation to be followed during the process, ensuring fairness and equality among employees. The policy aims to create a healthy work environment and promote job satisfaction by providing suitable candidates for positions and considering personal development opportunities.

PROPOSAL

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
PROPOSAL.....................................................................................................................................1
Time table for implementing new strategies:..............................................................................3
Recruitment and selection policy................................................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
In the following proposal, employees is working in IBM company. Cited venture is
facing the issue related to the poor practices and technician have not effective skill and ability for
attain the business objective. In order to improve company performance, cited venture is going to
recruit new employees. Thus, systematic proposal of recruitment and selection policies and
procedure has been included in this report.
PROPOSAL
As per the given scenario, IBM is going to expand the business aggressively so it
required affective employees who have high skill and talent. HR manager is going to develop a
set of recruitment and selection policies and procedure and include them in a proposal to senior
management for approval. Following things are included in this proposal-
 Template of Recruitment and selection policies and procedure
The policy aim is to attain the high skilled and talented IT supports manager through the
following objective-
 To consider the skills, abilities and knowledge needed in order to attain the objective.
 To maintain a centralised service approach to the recruitment and selection of the
member.
 To maintain the best practices and compliance with employment and equity.
 Managing probation- Selected candidate will work in the probation period for three
months in the company.
 Relevant Legislation- In this recruitment and selection process, company will follow the
discrimination act 2010 and equal opportunity act 2010 through which firm provides
equal opportunity to all required candidate (Key legislation regarding recruitment and
selection., 2013). Selection will conduct on the basis of candidate skill, ability, talent,
qualification and knowledge. Company will not discriminate with any candidate at the
time of recruitment and selection. In addition to this company will also follow the all
other recruitment and selection act like race relation act 1976, disability discrimination
cat 1995, equality act 2006 etc.
 Sample Advertisement for recruitment and selection
1

 Organisation name: IBM
 Job designation: Software engineer
 Person specification
 Qualification: Candidate must have degree of B.Tech, M.Tech or B.E in the computer
science
 Employment conditions: Ready to work in both day and night shifts (Job Description and
Person Specification. 2013)
 Age: 25 to 40 years
 Gender: male and female can apply
 Skills and experience: At least two year of experience as Technical support manager in
the reputed IT firms. He/she must have excellent communication skill and effective
command on the computer.
 Required Competencies- Manager will ensure that new employees hold the required
competencies because at the time of recruitment and selection, manager analyse their
strength, knowledge, agility, qualification, capability and select them according to the
requirement of organisation. The selection decision will take in fair manner and
according to the candidate capability. According to the policy the candidate must be fulfil
all roles and responsibility related to the position of software engineer.
 Review Technology and Communication- Company will update and implement new
technology related to the communication. With help of impressive information
technology company can easily establish effective communication system within the
workplace. In addition to this, in the context of advertisement and promotion, company
will develop its own website and also use social media. In addition to this, cite venture
can also use the own website option by which it can publish its own recruitment and
selection policy and communicate the job seeker about the position of software developer
in the cited venture. In order to communicate this new recruitment and selection policy to
the job seeker company will use the social media channels, own website, newspaper tool
through which it can announce the recruitment requirement in the company for software
engineer.
2

 Training program- In order to improve the performance of employees and teach the
methods and process of working to new employees, company will organise training and
development program with help of internal and external resources. In the context of
internal training, company organise conference, seminar, workshop etc. On the other
hand in the context of external training, employees will use various resource like e-
learning etc. Training will organise for all human resources in the company so as they can
improve their knowledge, ability, capability, idea about the business context.
 Probation Period; Probation period is duration while employees comes in the company
and are exempt from certain contractual items and its is most importantly the notice
period needed for the termination. In this period, management provides the training and
development opportunity to employees. Once the probation period is over and both
parties are happy with employment arrangement then company provides offer letter for
the job.
Time table for implementing new strategies:
As IBM is going to adopt innovative strategies for recruiting and selecting candidate out
of several choices. In this process, following time table is to be followed on can present as:
Plan Activity Time frame
Analysis current performance
if employees in IBM
At first, actual performance of employees
is to analyse critically as well their
requirements for job satisfaction
2 weeks
Setting goals On behalf of analysing current
performance, goals are set to recruit and
select new employees for IBM
1-2 weeks
Preparing strategies Afterwards, recruitment and selection
process is to be planned with time
consumed, and estimated cost incurred on
for appointing new employees for IBM.
1 week
Implementing action plans In this process, recruitment and selection 4-5 weeks
3

is to be proceed by conducting interview
and analysing their attitude towards job.
Performance evaluation After selecting employees, their
performances are evaluated critically as
well behaviour and working efficiency.
2 weeks
Taking feedback In this process, during induction and
starting of their joining, feedbacks are
taken regarding job, working environment
and team work.
1-2 weeks
Reporting Lastly, all stages' reporting is prepared
involves all processes of recruitment and
selection of new applicant.
1 week
Recruitment and selection policy
A new policy is to be implemented for reducing discrimination and creating effective
environment of IBM. In this regard, description and other details related to implementation can
be presented as below:
Name of policy Recruitment and selection policy
Description of policy The new policy for recruitment and selection of
staff for IBM is to select appropriate and
efficient employees.
Policy applies to  Graduated student belonged to
commerce background
Policy status New policy
Description of revision Principles and different legislation are to be
4

followed on for the process.
Approval authority Vice-chanceller
Governing authority Chief Operating Officer (COO)
Responsible officer Director, HR
Approval date 7th September
Effective date 7th September
Date of last revision 28th August
Date of policy review October
Thus, IBM is to follow on all processes for adopting new policy to recruite and select
new employees suitable with job profile. In this regard, ethical considerations, legislation are to
be considered. Moreover, it is analysed that through implementing this policy, effective selection
oif candidate can be done as well environment of IBM would be positive and friendly.
Purpose: This policy is aims to create effective environment of IBM and good
coordination among employees of the organisation.
Scope: Through implementing this strategy, it is forecast that performance management
of the employees can be effective that affect its effectiveness. Including this, it will be able for
personal and professional development of an individual efficiently.
Policy statement: This policy states to conduct selection process for increasing job
satisfaction of employees by providing facilities according to their requirements and creating
healthy and peaceful environment of IBM.
Equity: This policy is able to provide equal rights to all employees of IBM as well
reducing discrimination at workplace. In this regard, it is related with salary, incentive, bonus
etc.
5

Confidentiality: Through adopting strategic plans of new policy, IBM would be able to
keep personal information confidential. It is able to gain job satisfaction and effective working
environment of the organisation.
CONCLUSION
From this report it has been concluded that in order to organise recruitment and selection
in the company, manager have to focus on the effective policies and procedure. At the time of
selection, manger should focus on the candidate quality, knowledge, experience, skill so as
company can attain the objective.
6

REFERENCES
Job Description and Person Specification. 2013. Carriers [Online]. Available through:
<https://www.northeastjobs.org.uk/Get.aspx?id=10373405>. [Accessed on 21 Aug 2017].
Key legislation regarding recruitment and selection., 2013. [Online]. Available through: <
http://www.shef.ac.uk/hr/recruitment/guidance/keylegislation >. [Accessed on 21 aug
2017].
7