HR Management: Recruitment and Selection Markov Analysis Report

This report presents a Markov analysis of recruitment and selection processes within a company. It begins with a provided dataset detailing current workforce distribution across various positions (Tellers, Customer Service Representatives, Teller Supervisors, Assistant Branch Managers, and Branch Managers) and employee movement between these roles. The analysis includes a forecast for the next year, projecting employee numbers in each position. A gap analysis is then performed to determine external hiring needs, identifying the number of employees required to fill vacancies and maintain current staffing levels. Based on the data, the report develops an action plan for hiring, specifying the number of employees needed for each position, with a particular focus on the high turnover rate among customer service representatives and Tellers. Recommendations are provided to improve employee retention and address the reasons behind employee exits, including suggestions for improving the working environment and re-evaluating the recruitment and selection process. The report concludes with a discussion of the need for further investigation into the reasons for employee departures, particularly for Assistant Branch Managers and Branch Managers, and emphasizes the importance of a comprehensive recruitment and selection process.

Running Head: MARKOV ANALYSIS
Markov Analysis
(Recruitment and Selection)
Student’s name:
Institution Affiliation:

RECRUITMENT AND SELECTION
From the information provided, complete the Forecast for the next year. The tellers have been
completed for you as an example.
Forecast
Next Year (Projected)Positions
Current
Workforce
1 2 3 4 5 Exit
Tellers 600 336 66 18 0 0 180
Customer Service Representatives 300 0 138 24 15 0 123
Teller Supervisor 200 0 0 126 24 0 50
Assistant Branch Manager 75 0 0 0 39 6 30
Branch manager 100 0 0 0 0 70 30
Next you can sum the columns above to determine the gaps for the coming year. For example, at
year end you have 336 Tellers and will need to hire 264 externally. Complete the remainder of
the gap analysis to determine how many projected hires will be needed in the coming years.
Gap Analysis 1 2 3 4 5
Year End Column
(Column Sum)
336 138 126 39 70
External Hires Needed
(Current workforce – total)
264 162 74 36 30
Based on the information provided, develop an action plan for hiring for the company next
year, including an overview of individuals needed. What further recommendations might you
have related to the data provided?
Category 1 Category 2 Category 3 Category 4 category 5
0
50
100
150
200
250
300
350
400
Current Worforce and hires needed
Year Ended External Hires Column1

RECRUITMENT AND SELECTION
From the analysis of the data above, it is clear that by the coming year, the company will need to
hire the following employees.
Positions Number of employees needed
Tellers 264
Customer Service Representatives 162
Teller Supervisor 74
Assistant Branch Manager 36
Branch manager 30
Customer service representatives
It clear that there is a very high number of customer service representatives who are moving.
One hundred and thirty eight employees maintained their positions, twenty four and fifteen of
them were promoted to the positions of Teller Supervisors and Assistant Branch Manager
respectively. This means that in the coming year, the company will have to hire an additional one
hundred and sixty two customer service representatives (Meagher, 2017).
Tellers
From the above analysis, the number of Tellers exiting the company is alarming which stands at
one hundred and eighty workers. From this, I would recommend that the working environment of
tellers be improved to try and retain as many number of Tellers as possible (Jepsen & Grob,
2015). The number of those who remained is three hundred and thirty six, those who got
promoted to customer service representative and Teller supervisors are sixty six and eighteen
respectively.
Teller Supervisor
Twenty four teller supervisors got promoted to the position of Assistant Branch Manager. Forty
two tellers and customer service representatives got promoted to this position. Fifty teller
supervisors also happened to exit the company which consequently means that the company will
be needing seventy four new teller supervisors come next year.

RECRUITMENT AND SELECTION
Assistant Branch Manager
The company was able to retain thirty nine assistant managers. Thirty of them however, exited
the company. This is a very high number considering that the company has only seventy five
employees at this position. It is my recommendations that a study and an analysis be done to
determine the reasons behind their exit besides this being a very envious position at the company
(Gerrit, 2013). It should be noted that six assistant mangers got promoted to the position of a
Branch Manager.
Branch Manager
This is the top most position in the company with one hundred personnel. Only six assistant
branch managers got promoted to this position. The number of those who exited stands at thirty
leaving the company with thirty vacant positions to fill in the coming year. The recruitment
process and selection process need to be re-evaluated (Archana & George, 2016).

RECRUITMENT AND SELECTION
References
Archana, K., & George, J. (2016). E-recruitment strategies in emerging scenario. Indian Journal Of
Arts, (20), 129.
Gerrit J., L. (2013). Exploring recruitment and selection trends in the Eastern Cape. South African
Journal Of Human Resource Management, Vol 11, Iss 1, Pp E1-E10 (2013), (1), e1.
doi:10.4102/sajhrm.v11i1.319
Jepsen, D. M., & Grob, S. (2015). Sustainability in Recruitment and Selection: Building a Framework
of Practices. Journal Of Education For Sustainable Development, 9(2), 160-178.
Meagher, K. A. (2017). An examination of the recruitment selection factors for a front desk agent.
Journal Of Human Resources In Hospitality & Tourism, 16(2), 171.
doi:10.1080/15332845.2016.1202728