IFYS Ltd: HR Recruitment, Selection and Induction Analysis

This practical assignment analyzes the HR policies of IFYS Limited, focusing on recruitment, selection, and induction processes. The company emphasizes merit-based recruitment, aiming to attract and retain competent employees while maintaining legal transparency. The analysis examines current procedures, including application processes, and suggests improvements through technology and comprehensive candidate assessments. Recommendations include incorporating software for aptitude and skill tests to enhance the selection process and ensure a more efficient and effective recruitment strategy. The assignment also highlights the importance of adhering to employment laws and protecting employee privacy, aligning with the company's focus on its employees as its greatest asset. The study emphasizes the significance of psychometric and skill analysis in recruitment for a well-rounded approach to talent management and employee development.

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Practical: Analyse and Review Human Resources
Student name
Institute of afflation
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2A
The company IFYS Limited has been chosen for the study of the policy related to
Recruitment, Selection and Induction. The company recognizes its employees as its biggest
asset, and hence recruitment is their most important strategy. The policies at present is been
constructed in order to not only recruit but also retain its suitably competent and experienced
employees along with their qualities such that they could lead to the development of the
company. (Ltd., 2014)
The company also looks after the fact that legal transparency is maintained while the
whole recruitment, selection and induction process is conducted so that the best could be
recruited (Peisakhin et al. 2010). The policy states that the candidates for a particular post
would be selected on the basis of qualification and merit only. The candidate would be
judged based on the potential of their skill, knowledge, qualification and capability
irrespective of its creed, race, caste, religion, marital status, political views etc. the policies
further have provisions that state that all vacancies of the company would be advertised in all
media so that every eligible candidate could compete in terms of merit. (Ltd., 2014)
Every position of the company up for recruitment, the whole procedure would be
documented for, and the transparency, accountability and the monitoring purposes. It has also
been stated in the policy section that every new member of the organisation would be briefed
about the position as well as the probationary period would be explained. The policies also
state that a legal and transparent framework is maintained during the whole process. The
policies are clearly mentioned in a report of the company as revised in 2014. (Ltd., 2014)
2B
The policy related to recruitment of people based on merit and not based on caste, creed,
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religion etc. when studied in depth along with the procedures associated with it (Bonson et al.
2012). It can be seen that procedures include submission of applications with a proper cover
letter which mentions the key competencies as required through the advertisement given, a
resume with all the basic requirements of the details along with personal contact number, and
also contact information of two professional referees. The procedure states that applications
received within the deadline of the time and date would be entertained only. (Ltd., Social,
Community, Home Care & Disability Services industry, 2013)
On revising the procedures, changes could be made regarding the mention of
competencies, change could be made in that respect according to the competencies. It is true
that merit could not be judged through judging of the competencies alone, an overall outlook
is required, which basically could include an overall assessment of the candidate based on an
all-round qualities that could act as deciding factors namely, knowledge regarding the
required skills, the experience of applying the skills etc. (Breaugh, 2013). An overall
assessment could be conducted using different software conducted tests can be done so that a
comparative analysis can be made for the best candidate. (Ltd., Social, Community, Home
Care & Disability Services industry, 2013)
2C
Technology consisting of software that could conduct different types of tests based on
the programs fed to it according to the desired position, and gives a detailed analysis report of
the test, so that candidates could be selected on that basis for the interview procedure.
Software that can be included are related to software designed for aptitude, English verbal
exam, phonetics exam, hearing, and call reception etc., which would depend on the posts
respectively. (Ltd., Social, Community, Home Care & Disability Services industry, 2013)
2D
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The changes that have been recommended is the involvement of technologies related to initial
primary tests that could give an overall analysis of the candidate instead of directly judging
them on the basis of the competencies as mentioned in the resume. It can be suggested that on
giving an advertisement regarding the applications for the post of receptionist in a company,
a detailed job description needs to be provided which would state that, “applications are
welcomed for the post of receptionist in the IFSY Limited Company.
Applicants need to keep in mind that this post not only demands extraordinary speaking and
writing skills in minimum of three languages, but also requires candidates to show their
competencies and skills (Ills et al. 2010). Applicants with a qualification above graduate level
can only apply and the candidates would be selected for interview only after they pass the
computerised aptitude and English test consisting of other rounds also that would help
disclose their oratory as well as writing talents.” (Ltd., Policy – Recruitment, Selection &
Induction, 2014)
The post of the receptionist is highly responsible for the communication of the
company with not only its clients and customers but to the world as a whole thus questions
not only related to not only the knowledge regarding his skills and competencies would be
asked, but also regarding his knowledge of the company and its dealings would be asked, in
order to know the capability and interest he has regarding the job post.
During the induction period, the receptionist would not only be trained to speak and
handle the different clients but also to handle different situations in hand along with
sharpening and developing of required skills. He will be introduced to a world that he would
need to classify and handle depending on his own sense and knowledge acquired in the
induction period. (Ltd., Policy – Recruitment, Selection & Induction, 2014)
2E
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Policies that have suggested would not only reduce the costing of the procedure of
recruitment being conducted but also bring results in a faster, easier and efficient manner to
the recruiter as well as help in selecting the candidates minutely which was otherwise a long
process in terms of manual work (Wheelen, 2011). The policy also helps to facilitate the
recruitment procedure to a large extent. Thus it could be accepted by the management. (Ltd.,
Policy – Recruitment, Selection & Induction, 2014)
2F
As stated even by the legislation, discrimination law has been passed by the court that
states that discrimination on the basis of caste, creed, race, religion, political influence,
marital status, etc would not be encouraged and would be punished which somehow supports
the policies whereas it is the laws regarding cyber laws and usage of software that needs to be
taken care of while the recruitment process. (Ltd., Social, Community, Home Care &
Disability Services industry, 2013)
2G
Employee as stated by company slogan itself is the major asset of the company and
thus their privacy, safety and recruitment should be done in such a way that no hindrance is
met along the journey (Stahl et al. 2012). The employment laws need to be transparently
followed and maintained in order to have a suitable and smooth developmental journey. (Ltd.,
Social, Community, Home Care & Disability Services industry, 2013)
2H
Psychometric and skill analysis is highly important while the recruitment procedure is
conducted since it not only helps the recruiters to analyse the required skills minutely but also
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analyse the psychology of the candidates and their direction of thinking which is an ideal
component for development. (Ltd., Policy – Recruitment, Selection & Induction, 2014)
References
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(2): 123-132
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416 .https://doi.org/10.1146/annurev-psych-113011-143757
Iles, P, Chuai, X and Preece, D. (2010). Talent Management and HRM in Multinational
companies in Beijing: Definitions, differences and drivers. Journal of World Business. 45 (2):
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Ltd., I. (2014). Policy – Recruitment, Selection & Induction. IFSY Ltd. POLICY .
Ltd., I. (2013). Social, Community, Home Care & Disability Services industry. Brisbane city
council .
Peisakhin, A and Pinto, P. (2010). Is transparency an effective anti-corruption strategy?
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doi:10.1111/j.1748-5991.2010.01081.
Stahl, Günter and Björkman, Ingmar and Farndale, Elaine and Morris, Shad S. and Paauwe,
Jaap and Stiles, Philip and Trevor, Jonathan and Wright, Patrick (2012) Six principles of
effective global talent management. Sloan Management Review, 53 (2). pp. 25-42. ISSN
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Wheelen, T and Hunger, D. (2011). Concepts in Strategic Management and Business Policy.
Pearson Education India
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