HRMT11011 Presentation: Oz International Graduate Recruitment Process

This presentation addresses the challenges Oz International faces in recruiting new graduates who fit the company culture and perform effectively. It identifies issues such as graduates struggling to adapt to the corporate world, mismatches between employee skills and job roles, unethical behavior, and unprofessional conduct. Recommendations include understanding the new graduate perspective through one-on-one interactions, providing motivational pep talks, and refining recruitment parameters by evaluating academic records, problem-solving abilities, and alignment with the organization's values. The presentation emphasizes the need for department heads to agree on basic selection parameters and to focus on the natural efficiency of employees when assigning them to different departments. The goal is to reduce hiring mistakes, improve employee morale, and protect the company's reputation.

Running head: PRESENTATION SPEAKER NOTE
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Name of the Student:
Name of the University:
Author Note:

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Problem in Oz International regarding the recruitment of the new graduates:
Slide 2:
Oz International is currently facing problems regarding the recruitment of the new
graduates. It has been seen that most of the new graduates are not fulfilling the objective of the
organization and they are not suitable for the work culture of this organization.
In order to modify the recruitment process the Managing Director of the organization is
asking the department heads regarding the proposed parameters for the recruitment. However,
each of the department heads has different set of parameters.
The analysis of the situation and the recommendations for solving this problem has been
done from the HR perspective.
Slide 3:
Identification of the issues:
For most of the new employees this organization is their first working place. The
graduates’ employees were the students before joining this job. In this situation they may it
difficult to fit themselves into the corporate world. The deadline and working for the fixed timing
may seem bondage for them. In this situation the employees are needed to give some time so that
they can hold themselves up.
Oz International is hiring graduates from all the streams. In some cases, it has been seen
that the employee is not getting a chance to work in his or her domain of knowledge. This makes
the whole situation worse for the respective employee.
Slide 4:

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It is a common tendency for the employees to reduce the workload from them. In order to
do this sometimes, the new employees are adopting the shortcut ways for the compilation of the
work which can be regarded as unethical for the organization. The managers are thinking that
this unprofessionalism and unethical practice are making the employees not suitable for the
working culture of Oz International.
Slide 5:
Cont..
In some cases, it has been seen that the employees are not behaving professionally. As for
example, it has been seen in Oz International that some of the new employees are telling the
internal functionalities of the company to the other people who they know. However, they are
not doing it intentionally. It indicates their lack of understanding the rules and regulations of the
organization and professional behavior.
Slide 6:
Oz International is facing some of the legal issues due to the irrelevant behavior of the
employees in the organization. This is affecting the goodwill of the organization. Apart from that
the legal issues are costing the company a huge amount of money.
Slide 7:
Recommendations can be made on various factors for the overall improvement of the
situation.
From business perspective:

3PRESENTATION SPEAKER NOTE
The organization needs to understand the situation for the new graduate employees.
Understanding the situation from the perspective of the new graduate employees will help the
organization to understand the actual problem employees are facing.
One-to-one interaction between the management and the employees can be helpful in this
case. This will help the management to understand the problem of each employees and their
opinion regarding the problems. The face to face interaction will help the employees to
understand their way of working and its difference with the proper working norms in the
organization. Apart from that after knowing the problems of the employees the management can
take required steps to mitigate the problem.
Slide 8:
It is natural for the individual employees to have individual problems. However, it can be
assumed that most of the employees who have just joined the organization may find it difficult to
fit with the working culture.
In some cases, it has been seen that the employees are facing the tough time in the new
organization regarding the work pressure and the new environment. In this situation they may
lose the motivation for doing the work. In this case, their performance may degrade. In order to
mitigate this problem the organization can arrange for a periodic pep talk for the new employees
for the motivational purpose. In these sessions, the past example of the successful employees and
their reorganization from the organization can be discussed. This will motivate the new
employees to overcome the demotivated situation and work to achieve the organizational goals
as well as the personal career oriented goals.
Slide 9:

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Regarding the parameters during the recruitment:
The past academic records of the employees are needed to be evaluated in a proper way.
The understanding of their knowledge domain is important. Based on their knowledge domain,
the HR of the organization can assign the respective employee to a certain department that is
related or close to his or her domain. The organization should NOT develop unrealistic eligibility
criteria from the fresh graduates. The efficiency of the criteria can be done on the basis of past
academic records as well as the problem solving approach of the employees.
Slide 10.
However, too much emphasis on the past academic record should not be given. The
intelligence of the employees along with their personal view about their career, life are needed to
be evaluated. Most importantly, their knowledge about Oz international and the way they think
about this organization are needed to be analyzed. This will help the organization to understand
the career aspects of the respective employees, their probable commitment towards Oz
International and their ability to fit in the work culture of this organization. All these evaluations
about employees can give the organization an overview regarding the working pattern of the new
graduate employees.
There are different views for the different administrative heads in the organization.
However, the head of all the departments are needed to agree on a basic parameter for selection
of the graduates. It can be easily understand that the parameters are different for the different
department heads as the requirements for gaining the efficiency varies from one another. In this
case, it can be said Oz International has to understand the natural efficiency of the employees.
On the basis of this analysis , the employees can be assigned to work for the different

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departments.
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