Recruitment and Selection Strategy, Process, Programs and Policies Design

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1 Recruitment and Selection Strategy, Process, Programs and Policies Design Student’s Name Institutional Affiliation Course Date

2 Recruitment and Selection Strategy, Process, Programs and Policies Design Introduction ITfast is a fast growing company that has adequate capital, good profits returns and seems to be be conquering the IT industry acroos the country. Such a company is expected to have firm and holistic development that will propel it towards greatness. However this is not the case in IT fast. There are serious issues in the HR department that need to be addressed soonest possible since they could lead to the failure of the company. All organizational levels of the business will likely be affected by poor HR management. Employee friction, a lack of recognition, inadequate training, and a lack of teamwork are a few of these negative effects. Human resource departments are critical to the success of any company. This department is in charge of overseeing an organization's administrative functions. As a result, it has a significant impact at all levels of the organization. Without good human resource management, the company may face major legal, financial, and productivity challenges. These flaws may eventually lead to its downfall. ITfast is in a slope speeding dangerously towards its failure if nothing will be done. This write up will address the various issues outlined by Sarah the vice president of human resources at ITfast. High Employee Turnover Rate While companies should strive for a 10 percent staff turnover rate, the majority experience rates between 12 and 20 percent. Due to the nature of the work, several industries record greater staff turnover rates. However ITfast is at 30% and this is highly unacceptable and unhealthy for. High worker turnover harms productivity, increases recruitment expenses, causes needless time to train new personnel, and

3 missed sales. Employee morale and productivity are often low in businesses with substantial worker turnoveR (Sexton et al.,2017) Workers typically leave their employment for better salary and benefits, career progression, a better work-life balance, or because their management is ineffective. Many of these aspects, such as a company's ideals, career opportunities, compensation and benefits, work-life balance, and the impact of senior leadership, could be classified as company culture. Retention is shown by culture, salary, and personnel who stay in the same function for an extended amount of time. First and foremost, ITfast must provide competitive compensation and benefits in the market. The need for company remuneration and benefits are two significant motivators for employment and regular attendance. It is one of the most common reasons for professional career changes. As a result, it is no surprise that more pay rates are first on the list of criteria that would motivate employees to stay, followed by paid time off and perks. Second, HR must maintain a close check on dangerous employees. Toxic coworkers are excessively critical, quick to point the finger, talk, disparage others, and only have their interests in mind. According to a McKinsey survey, these individuals may drive high achievers out of the company. The survey also discovered that trusting teammates and bosses can boost employee engagement, wellbeing, and work quality. Relationships and turnover are inextricably linked, and the old "one bad apple spoils the bunch" adage applies here. Third, the company should begin rewarding and recognizing its employees. This turnover reduction approach is straightforward to adopt. A simple "thank you" and letters of appreciation, whether verbal or written, can go a long way toward honouring the hard work that employees put in daily. Another great way to thank employees is to

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4 give them new opportunities. An employee's manager has a huge impact here. Employees who felt strongly about their manager's input are far more likely to be engaged, and just a small percentage of that group is actively looking for new work. Fourth, the organization must prioritize work-life balance. Many employees struggle with work-life balance, leading to burnout and the need to look for new employment. More than half of employees in ITfast stated their bosses urge them to work on weekends or after hours. This tendency is especially prevalent among older workers, married people, and parents. If all these issues would be adreesed the turnover rate at ITfast can gradually drop since employees would want to stay in the company too. Lack of HR systems, Talent Management process, Recruitment Strategy Human resource software aids in the management of people, information, and procedures. HR software is used by businesses of all sizes to increase the productivity of management and employees while reducing errors, ensuring compliance, and reducing downtime ( Velikorossov et al., 2020) . The following steps will help solve this issue. S et ting project goals It is critical to remember that creating a human resource management system is a tool, not a goal, for attaining your company's goals. As a result, before building an HRMS, you must define what goals you expect to achieve with its help. This will help us narrow our thoughts and align project goals with corporate objectives. The HRMS platform should focus on aiding us in reaching those goals because, for example, at ITfast, we have a high staff turnover rate, and income is decided by how quickly the organization can acquire new employees and train them for the position.

5 The goals of HRMS implementation will be to: 1. Reduce hiring time compared to current rates; 2. Reduce adaptation time compared to current indicators. 3. Keeping and improving the work of new hires. These particular objectives are relatively easy to measure in order to assess the results of the new HRMS deployment. To reduce hiring timelines, the company must first assess how long it takes to find a new employee, from planning the task to signing the employment contract, and then figure out how to shorten that time using HRMS. Designing a business process We can use a conceptual picture of business activities to see how ITfast can improve the hiring process. Visualizing each stage of the hiring process, potential solutions, designated tasks, and participants will be good. As a result, examining the business process and identifying bottlenecks that can be avoided by installing an HRMS solution is easier. All employees involved in the hiring process—including those who determine the need for new hires, develop job descriptions, identify qualified candidates, assess candidates, and choose the best among them—must undergo an interview. This includes those who determine the need for new hires, prepare for interviews, develop recruitment proposals, conduct interviews, and choose one or more candidates for internships. Below is an e xample of a business map of the recruitment process by source.

6 Figure 1.1 E xample of a business map of the recruitment process by source. D eciding how to enhance business procedures Now that ITfast has a complete understanding of how everything is currently operating within the company, we need to ascertain whether the process is well- organized and adheres to a regular pattern. Integrating a human resource management system is likely to make things worse rather than better if business processes are chaotic and complicated. We may standardize all business procedures, including job descriptions, regulations, communication standards and so on, to reduce confusion in human management. Instead of giving strict instructions, it is enough to build typical action templates (tips). We can see where firm procedures can be enhanced after they have been managed using a human resource management system. The most straightforward example is the automation of the workflow conversion from paper to digital format. Furthermore, HRMS will automatically publish job positions (through social media

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7 and other specialized channels), gather responses, and screen applicants based on the most fundamental criteria (education, experience, expected salary and location). Developing an HRMS project vision When all of the previous steps have been completed, and everything is in order, we can start thinking about the vision for the human resource management system. The company must now seek professional aid. The company must collaborate with the developer to generate a project specifications document that describes the objectives, features, design requirements, and a timetable for the project to create an HRMS. Generally , talent management, recruiting and tracking systems, and learning management are the five modules that most human resource management systems (HRMS) have (Li and Zhou, 2022) . This will solve problem such as urgent hiring, inconsistent and incomplete job postings, lack of responses to job postings and people liking and enjoying the company once more and most of them will choose to stay while job sekers will scramble for chances at ITfast when the hear of the awesome reputation. Nepotism, Cronyism and Favoritism in Awarding Job Positions A hostile work environment will almost always be the outcome of nepotism, cronyism, and favouritism in the awarding of job positions. Because they see their boss as a weak leader who continuously has to have their decisions confirmed, employees are likely to have an unfavourable opinion of their employer ( Teixeira , 2019). As a result, there will undoubtedly be a decline in employee confidence in executive power and influence.

8 Promote professionalism Favouritism, cronyism, and nepotism are all improper conduct. Promoting professionalism across the organization is the first step in prevention. The best attack is considered to be a strong defence. By fostering a professional environment that vehemently opposes any form of unfair treatment, ITfast can defend the company against any bias. Managers and employees both need to be trained. By educating and informing managers and employees, ITfast may also lessen bias and discrimination. Nepotism, cronyism, and favouritism should be defined for employees, along with the reasons why they are immoral and what to do if they observe it at work. Employees who are aware of the signs are more likely to report them if they do. Improving communication As with training, employees must be informed of a confidential reporting procedure for allegations of bias. Employees will not risk reporting nepotism, cronyism, or favouritism if they are unaware of how to do so or are concerned about how it may affect them. Get to the bottom of it The most crucial thing to do if Human Resources finds nepotism, cronyism, or favoritism at work is to put a stop to it. It may be a challenging position, but the threat it presents is simply too great to ignore. Do not discount a claim of employment discrimination if it is made. Get to the bottom of the issue by gathering the data.

9 Lack of work ethic and Respect for Employee Culture and Religion Correcting Work Ethic Although work ethic may seem to be a subjective concept, it is crucial for human resources departments to comprehend what it is and how it functions. A strong work ethic serves as a behavioral model for the right way to work within the organization ( Grabowski et al., 2019). It promotes and supports an environment that is productive at work. Good work ethic makes employees more motivated and often surpass their peers in achieving organizational goals. Lead by example People look to their leaders as role models for the behaviors they should adopt. The human resources division and supervisors are two good examples of this. They should set an example for your staff of the value of a strong work ethic, and encourage all of their superiors to follow suit. Schedule Workshops Working as a team increases employee motivation, and developing professional abilities is no exception. Collaboration in a team workshop encourages a more positive work environment. It will frequently incentivises people in ITfast to work hard and succeed while learning a new skill. Schedule feedback sessions (discussions) ITfast can discover how employees feel about the company by asking for comments. The possibilities include one-on-one interviews, group discussions, and even anonymous polls. The most important part is to get unfiltered, frank feedback. With the help of this input, the company may determine whether the company lacks work ethic, whether specific departments do, or whether certain people undercut work ethic.

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10 Team-building activities When people feel like they are part of a team and do not want to let their teammates down, they work harder. Through team-building exercises, employees can communicate with one another and strengthen their teamwork skills. Working successfully in a team is essential for developing a strong work ethic. Maintain a professional demeanour. Professionalism is the foundation of a strong work ethic.The company management should remember that a strong work ethic reflects their satisfaction in the successes as well as an unshakable dedication to success. That means,managers should see themselves as team players who strive to present the best possible image of themselves, coworkers, and the workplace. Everyone is continually striving for the next goal and all should never behave in a way that makes their colleagues feel threatened or uneasy. Similarly, all must avoid producing a schism by treating everyone else at work with respect one believe they are entitled to ( Grabowski et al., 2019). All should keep a clean-cut, professional appearance that shows they care about how they represent themselves and the company Promoting Cultural Diversity Ensuring that communication is brief and courteous Open and respectful communication makes surprises, crises, and confrontations less likely. Both employers and employees should consider diversity and cultural differences when developing communication products. Using simple language, presenting results visually, and avoiding slang are some ways to accomplish this. Discovering different cultures Workplace relationships can be fostered by politely inquiring about one other's cultures and demonstrating an interest in learning more about other cultural

11 backgrounds. It is critical to creating an environment in which asking questions is respected. Speaking out against workplace discrimination, exhibiting tolerance for cultural differences, and continuing to educate oneself on altering cultural norms are all effective ways to make workplaces more inclusive. Working towards Working towards accommodating cultural difference Our brains generate snap judgments and appraisals of individuals and events without our awareness, which is known as implicit or unconscious bias. Moreover, acknowledging unconscious prejudice is the only way to account for cultural differences. Both individuals and organizations can accommodate cultural differences. Individuals can do this by showing sensitivity to other cultures, while organizations can do this by understanding, for instance, various religious rituals or supporting cultural holidays ( Grabowski et al., 2019). Conclusion All the strategies explained here above will help solve the issues that the company is facing in its HR department. All these techniques will ensure smooth running of business, welfare with human rights and legal laws and holistic development of the business. All these techniques if well implemented will change ITfast forever.

12 References Sexton, R. S., McMurtrey, S., Michalopoulos, J. O., & Smith, A. M. (20 17 ). Employee turnover: a neural network solution. Computers & Operations Research , 32 (10), 2635-2651. Velikorossov, V. V., Filin, S. A., Genkin, E. V., Maksimov, M. I., Krasilnikova, M. A., & Rakauskiyene, O. G. (2020). HR systems as a new method for the automatization of business processes in organization. In 2nd international conference on pedagogy, communication and sociology (ICPCS (No. 2020, p. 415). Li, J., & Zhou, Z. (2022). Design of Human Resource Management System Based on Deep Learning. Computational Intelligence and Neuroscience , 2022 . Teixeira da Silva, J. A., Katavić, V., Dobránszki, J., Al-Khatib, A., & Bornemann- Cimenti, H. (2019). Establishing rules for ethicists and ethics organizations in academic publishing to avoid conflicts of interest, favoritism, cronyism and nepotism. KOME: An International Journal of Pure Communication Inquiry , 7 (1), 110-125. Grabowski, D., Chudzicka‐Czupała, A., Chrupała‐Pniak, M., Mello, A. L., & Paruzel‐ Czachura, M. (2019). Work ethic and organizational commitment as conditions of unethical pro‐organizational behavior: Do engaged workers break the ethical rules?. International Journal of Selection and Assessment , 27 (2), 193-202.

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