Recruitment & Selection and Conflict Resolution

New Employee Plan

Introduction

The success of an organisation is significantly determined by the quality of its workforce. The human resource department implements the strategies that the organisation develops. For new employees to acclimatise to the organisation’s culture and practice, they need to receive proper orientation. A supervisor needs to perform this role discreetly. Upon considering the importance of recruitment and selection processes to a company, the paper confirms that it is imperative for a supervisor to have an employment plan to assist him or her in ensuring that a firm gets highly motivated personnel.

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My Involvement in the Selection, Orientation, Training, and Integration of New Employees

Recruitment is the first step of getting a new employee. It commences once a vacancy is confirmed to be available in the organisation. The recruitment process comprises organising the recruitment procedure and publicising the opportunity to potential candidates (Certo, 2012). I will assist in the recruitment process by ensuring that the strategies are reviewed. For instance, the method that was used to attract candidates in the era when unemployment rate was high can be ineffective when the rate falls. I will advise the managers to ensure that the recruitment strategy helps the company to attract candidates who have the specific needed skills. According to Compton, Morrissey, Nankervis, and Morrissey (2009), determining the appropriate strategy involves comparing previous recruitment processes in an effort to evaluate their outreach together with cost that is incurred during advertising. Secondly, the appropriate method of recruiting, either open or promotional, will be determined. In case the available workforce complies with the minimum requirements for the vacant position, the organisation will then proceed with a promotional recruitment plan. However, if the internal workers are unqualified, the hiring process should be open. The recruitment period will then be created to determine duration that applicants will forward their applications to the HR department. Once the recruitment strategy has been determined, job vacancies will be advertised in the newspaper, as well as in the organisation’s website (Leornard, 2012).

Actions, Programmes, and Processes that I will use while working with the HR Department to hire New Employees

Once the application period is over, applicants will go through the selection process. As a supervisor, I will play an important role in acting as a subject matter expert. I will assist the HR department in attending test development meetings to ensure that the method that will be used to check potential employees is effective and that it can help in creating the test structure and elements. I will develop a vacancy-reminder programme to keep the HR department updated on any vacancy in the company. I will also request the HR department to develop an interview programme that will specify the start and end of each interview session. I will assist the selection panel in analysing and validating the qualifications of the applicants. If there is a need for applicants to go through a test process, I will assist in enhancing the security of the test process to avoid any errors or external intrusion. Once the applications have been reviewed and test results are released, the shortlisted candidates will be invited for a hiring interview.

The hiring interview is a vital stage in the employee selection procedure because candidates who emerge victorious from this process become part of the organisation (Certo, 2012). The HR department should not only invite me as a supervisor to participate in the interview process but also include other departmental heads to assist in engaging the candidates in a comprehensive examination of their credibility and qualification. The interview should uncover the candidates’ fortes, weaknesses, and character in relation to the job. Indeed, the success of this procedure will highly be influenced by the interviewers’ preparation. Thus, as a supervisor who is being expected to be part of the interviewers, I will prepare myself by assessing the challenges and goals of the organisation together with how the human resource can reduce the former and/or achieve the latter (Leornard, 2012).

The initial arrangement will involve the process of picking members of the panel, the location for the interview, and candidates’ interview packet. The HR head who will pick the panel, of which I will be part of as a supervisor, will participate fully in this stage. The interview questions should enable the panel to reveal the character traits of the potential employees. As an interviewer, I will avoid asking questions that may create the impression of discrimination such as race and religious backgrounds (Certo, 2012). Rather, I will focus on occupational credentials. As a supervisor, I will ask questions that determine how the potential employee intends to improve the status of the organisation. Once the interview is completed, I will compare my notes with those of other members of the panel. Afterwards, I will settle on the most qualified candidate. Afterwards, situation examination will be conducted so that hiring is done only to applicants who will get positive recommendations.

My Tasks as the Overseer with reference to Instructing Recruits

The organisation will hire successful candidates as new employees. They will be informed about their date of reporting. Once the new employees report, as the supervisor, I will now play a key role in helping them to acclimatise to the firm’s culture and norms. This process will be known as the probation period that will act as the final test for the recruits before they entirely become part of the system. This stage is also crucial because it can make recruits acquire negative or positive attitude towards the organisation. This mindset may become permanent. Depending on the employee understanding and organisational principles, it will last between nine to twelve months (Gilliom & Monahan, 2012).

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During the probation period, new employees will be trained to help in interlacing their skills with the objectives of the organisation. It will also provide a good opportunity to remove recruits who might probably have gone through the recruitment and selection process while they were unqualified. I will conduct frequent evaluations to help in determining the employee performance. The evaluation will consider the employee’s weaknesses, strong points, behavioural traits such as punctuality, and/or whether he or she will benefit the firm in the long-term. Time that will be taken to evaluate an employee who will have been hired through the promotional plan will differ from that of an externally sourced employee. It is expected that an employee who has been working for an organisation is quite familiar with the firm’s culture. Notably, in line with the organisation’s rules and regulations, I will release any recruit who will request to leave the job. However, the release should not inspired by discriminatory reasons such as race, gender, physical disability, and religion among others (Certo, 2012).

I will organise frequent meetings with the new employees on issues of individual challenges that relate to work and their expectations as they work for the company. Meetings will be crucial for new employees because they will help them to realise where they will have gone wrong and rectify issues that need upgrading (O’Meara, 2013).

Employees play a significant role in the success of a company. Thus, it is necessary to ensure that the labour force continues to progress in developing skills. One of the ways of ensuring that recruits have progressive development of performance is through the creation of a Performance Improvement Plan (PIP). The plan involves monitoring the performance of an employee and comparing it with his or her previous ones. Nonetheless, I will only do the monitoring after consulting with the HR department. If a recruit goes through the probation period, he or she will become a complete member of the organisation. However, my duty will not seize. As a supervisor, I have a continuous role of counselling and coaching workers to ensure that they perfect in their duties (Gilliom & Monahan, 2012).

Conclusion and Limitations

Supervisors play an important role in the recruitment, selection, and hiring processes. They ensure that the company hires the most qualified candidates. They help in preparing tests and questions for selecting the appropriate workers. The supervisor then gets an opportunity to probe the recruits as a way of perfecting their skills. Essentially, the role of a supervisor is to coach, educate, support, and direct the workforce to perform various works. However, it is important to note that although supervisors may play a significant in the recruitment of employees, they do not choose the panel that interviews candidates. Besides, they do not make the final decision on who should be hired. For instance, as a supervisor, I will not participate in the stage of picking panel members. Instead, the role will be purely played by the HR department.

Reference

Certo, S. (2012).Supervision: Concepts and Skill-Building: Eighth Edition. New York, NY: McGraw-Hill Higher Education.

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Compton, R., Morrissey, W., Nankervis, A., & Morrissey, B. (2009). Effective Recruitment and Selection Practices. Australia: CCH Australia Limited.

Gilliom, J., & Monahan, T. (2012). Supervision: An Introduction to the Surveillance Society. Illinois, IL: University of Chicago Press.

Leornard, E. (2012). Supervision: Concepts and Practices of Management. Ohio, OH: Cengage Learning.

O’Meara, B. (2013). The Handbook of Strategic Recruitment and Selection: A Systems Approach. United Kingdom, UK: Emerald Group Publishing.

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