Report on HR Issues and Effective Recruitment Strategies at HiTech

This report examines the HR challenges faced by HiTech International, a fast-growing company in the computer hardware and software services sector. The company struggles to employ and retain skilled employees due to the rapidly changing nature of the IT industry. The report identifies key issues such as inability to adapt to industry changes and difficulties in attracting and retaining talent despite offering excellent working conditions. It explores internal and external recruitment methods, including internal transfers, promotions, referrals, campus recruitment, headhunters, cross-national advertising, and e-recruitment, highlighting the advantages and disadvantages of each approach. The report concludes by emphasizing the importance of effective planning and talent management to address these HR challenges and ensure the company's continued success. Desklib provides access to similar solved assignments and study tools for students.

196 - Report 2

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK ..............................................................................................................................................3
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8
Books and Journals.................................................................................................................8
Online.....................................................................................................................................8

INTRODUCTION
HiTech international is the fastest growing company in the world and doing business in
the field of computer hardware and software services. This company is traded in the global
market and continuously trying to achieve the new standard. The company has adopted many
new changes that arise in the business environment. Company has number of highly skilled
employees who are making their best effort toward the growth of the company. Currently
company has around 30,000 employees and they are trading in many countries across the globe.
This company is providing standard equipments to their client and also furnish the needs of their
customer (Chan and Kuok, 2011).
TASK
HiTech international specialises in the computer hardware and software solutions to their
client and the main objective of the company is to provide the greater services to their client in
order to maximise the use of the internet. This company is providing after sale services for the
software maintenance to their client. This company is considered as the global market leader due
to adoption of the several principals.
There are many issues that arise in the company due to the frequent change in the nature
of the industry. Due to such changes, it makes difficult to the company to employ skilled
candidates to the company and also to incur the expenditure to train them (Berman and et. al.,
2012).
The major HR issue that is faced by the company like its inability, despite the excellent
working conditions, to employ sufficient number of employees to the company who are highly
skilled so that they can fulfil the expansion need of the company. Many of them like to work
with the company but the problem that arise is the frequent moving nature of the industry, which
creates hurdles to employ the candidates with limited experience and the requirement to provide
the training to them. After the adequate training they have learned the skills and the advanced
technology. New candidates are employed as substitute for the experienced IT professionals who
have capabilities to hit the ground running.
Following are the major issue that arise in the company as-
 Despite the excellent working conditions: These are the conditions where the company
face the issue to run their business. These are the working conditions that are in against

the company and create hurdles to run their business. When there is constant changes in
the environment where the business is running then it is difficult to adopt such changes.
 Inability: Inability of the company to adopt the changes that arise due to the change in the
nature of the industry. It is important for the company to adopt such changes to run their
business as per the global standard and to fulfil the needs and the demands of the
customer.
 To employ sufficient number of employee: It is required for the company to employ the
number of the employees to the company who are highly skilled and talented to perform
their job. There are many methods or ways available to recruit the number of employees
in the company as Internal method (Job posting, skills inventories, referrals, transfer and
promotion) and external method (Head hunter, cross national advertisement, e-
recruitment). These methods help the company to employ the number of the employees in
the company. The candidates who got selected out of this are much qualified and skilled
to perform their task (Gale and et. al., 2010).
The issues in the company can be addressed only if the company adopt the effective
planing and the can retain the talent in the company. Planning play an important role in the
success of the company and it is required to put the best effort by the management while making
the planning. Planning provides help to form the steps that are required to complete the task of
the company and help to achieve the goal and the objective of the organisation. Planning is the
integral part of any of the company and it is required to make focus while formulating the
planning so that the business of the company can be successful.
Talent management is managing the ability, competency and the power of the employees
in the company. It important for the company to retain the talent to the company so that the
company can achieve their goal and objective (Aravamudhan and Krishnaveni, 2015). Talented
and the skilled employees devote their best effort and knowledge to perform the task that is
assigned to them so that final result can be achieved. There was one study of issues and practice
in talent management in 23 member organisation and this study considered the public, private
and third sector organisation. There was four step approach to talent management that consists of
Drivers, business risk, capabilities and measurement. Talent management not only consider the

recruitment but also consider to explore the hidden and unusual qualities of the employees and
also includes to develop and nurturing their quality to get the desired result.
There are many ways to recruit the qualified employees in the company as:
The recruitment is divided into two part i.e. Internal method of recruitment and External method
of recruitment.
1. Internal method of recruitment
Internal method is the method when the business fills their vacancy within the existing workforce
(Voronchuk and Starineca, 2014).
There are many methods of internal recruitment-
 Temporary employees to permanent
It is the internal method of recruitment to transfer the temporary employees to the permanent.
There are few employees who are for the temporary period in HiTech international so it is the
great source that is available to the company to recruit such employees in the company
permanently because they are well aware of the environment of the company.
 Transfer and promotion
Transfer and promotion techniques can be used by the company to recruit the number of
employees in the company. In this, the company can transfer the existing employee from one
department to the another department and also give promotion from present level to the higher
post to those who worked with the company for long run and have great skills and talent.
 Referral
It is a source from where the candidate learned about the vacancy. It is an internal recruitment
method to identify the candidate from current employees (Chanda, Trapti and Chanda, 2010). It
is the scheme that encourage the current employees of the company to recruit the candidates
from their social networks. Example-the web page where the posting can be viewed and the
existing employee who informed the candidate about the job openings in the company.
Following are the advantages and the disadvantages of Internal recruitment
Advantages Disadvantages
It is a cheaper method to recruit the employees. Limitation in the potential candidates.
People are familiar with the environment of the
company and know how it operates.
Create another vacancy in the company.

Company knows the strength and the weakness
of the candidate.
There is no new and innovative idea introduced
from the outsiders.
2. External method of recruitment
External method is the method when the business fills their vacancy from outside the business
(Fee, 2014).
There are many methods of external recruitment-
 Campus recruitment
Campus recruitment is the way to select the best candidate who is currently studying ij the
college. In this method, the company goes to the college to select the best candidate who has
good subjective as well as practical knowledge. By this method, there are many candidates
available to the company to choose the best among them.
 Head hunter
Head hunter is the part of the external environment. They are like a consultancy firm which
provide their services to the student and to the companies to provide them best candidate as per
the recruitment of the vacancy (Chan and Kuok, 2011). Sometime, they charge money from the
candidate to recruit them to the well known company and charge from the company to provide
them best skilled and talented candidate. There is one issue also available with them i.e. they are
unable to identify talented and skilled individuals working in other company, who are not known
to people working at HiTech.
 Cross national advertisement

Cross national advertisement is the key part of external method of recruitment. In this method,
company issues advertisement in the newspaper and in the magazines so that people who desire
for the job can be easily aware of the vacancy in the company and may apply for the same
(Tabassum, 2011). Advertisement is the great source to provide information to large number of
people. The company can use such strategy to provide the job vacancy information to the public
so that deserving candidate may apply to the vacancy.
 E-recruitment
It is also known as online recruitment. In this method, the technology and the web based tools
are used to assist the recruitment (Henry and Temtime, 2010). It can be like job websites. Many
organisations are using internet to recruit the employees in the company.
Following are the advantages and the disadvantages of External recruitment
Advantages Disadvantages
Innovation of new and innovative idea from
the candidates.
Long process of recruit a candidate.
Number of candidates are available to find the
best candidate.
It is the expensive process because it requires
to make the advertisement and interviews.
People who have wider range of experience are
available here.
Sometime, selection process is not effective to
select the best candidate.
CONCLUSION
As per the above report it can be concluded that there are many sources available to the
HiTech international for the recruitment of employees in the company as internal sources and
external sources of recruitment. It is important for the company to make focus on the selection of
the employees so that highly talented and skilled employee can be employed in the company.

REFERENCES
Books and Journals
Henry, O and Temtime, Z., 2010. Recruitment and selection practices in SMEs: Empirical
evidence from a developing country perspective. Advances in Management.
Tabassum, A., 2011. The process of recruitment and selection in a developing country: case
study of a bank in Bangladesh. ABAC Journal. 31(1).
Chan, S.H and Kuok, O.M., 2011. A study of human resources recruitment, selection, and
retention issues in the hospitality and tourism industry in Macau. Journal of Human Resources in
Hospitality & Tourism. 10(4). pp.421-441.
Fee, M.C., 2014. Human resources management.
Chanda, A., Trapti, B and Chanda, R., 2010. Strategic integration of recruitment practices and its
impact on performance in Indian enterprises. Research and Practice in Human Resource
Management. 18(1).
Voronchuk, I and Starineca, O., 2014, May. Human resource recruitment and selection
approaches in public sector: case of Latvia. In Proc. International Scientific Conference “New
Challenges of Economic and Business Development–2014,” Riga (pp. 417-430).
Gale, T.C.E and et. al., 2010. Predictive validity of a selection centre testing non-technical skills
for recruitment to training in anaesthesia. British journal of anaesthesia. p.aeq228.
Aravamudhan, N.R and Krishnaveni, R., 2015. Recruitment and Selection Building Scale:
Content Validity Evidence. SCMS Journal of Indian Management. 12(3). p.58.
Berman, E.M and et. al., 2012. Human resource management in public service: Paradoxes.
processes and problems. Sage.
Online
Recruitment: Internal v External Recruitment. 2015. [Online]. Available through:
<https://www.tutor2u.net/business/reference/recruitment-internal-v-external-recruitment>.
[Accessed on 25th April 2017]