Stephens, Kennedy and Mez (SKM) Recruitment and Selection Procedures
For any company either large or small operating at local or global level, Human Resource department is normally considered as one of the most important asset for the company. The success of any organization is very much and heavily dependent on the calibre of the people working therein. It is the people of the organization which plays a key and important role in the development and the progress of the organization. SKM are viewed as one of the leading designing firm in interior design and at the moment the company employees more then 300 staff who works under different departments. It is very much clear that the company is able to progress with the help of such creative and hard working staff.
The procedure and process for hiring people is different, depending on the skills required for the particular job, previous experience and qualification. So according to the given requirement following procedure and process would be suitable for hiring more people:
According to the case study provided on SKM, recruitment and selection process and procedures it is very clear that the company will adopt different possible procedures in order to hire and retain their staff. When any company operating on a big level like SKM is operating at the moment, the company has over 300 staff members, mostly their hiring and recruiting policies are under the control of HR department.
The overall selection and recruitment procedure of the company (SKM) is very common like other big companies and it communicates its cultures and the values that it has to offer to its employees through the advertisement. Given to the situation that the company is facing at the moment, they have a need of both experienced and recent graduates, offering recent graduates to gain experience in such a reputable firm by using their learning and applying in the practical world.
According to Anna Blackman 2006, a large number of firms spend a lot of amount on substantial resources in their efforts to recruit best graduates, and recruitment advertisements also plays a important role for candidates in deciding whether to apply or not.
There are various steps and stages involved for a company when they are in the process of hiring and recruiting candidates, first step would be to analyze the need of a specific job that the company might have at the moment. Recruitment is very critical part for the Human resource department of any company, Anna Blackman 2006.
In the given case study the situation that SKM is facing it is very much obvious that are in desperate need of hiring more people in order to meet the growing demand of their business, and in order to recruit the company have to go through certain channels and mediums out of which advertising is a very important medium. According to McKenna & Beech (1995), what appears in the advertisement must provide a clear meaning and understanding for candidate about the job and the expectations that the company might have from their employees rather than hinder the applicant in deciding whether or not candidates are interested in joining the organization. Depending on the nature of the job, it requires peoples of different mindsets and with different skills.
As I mentioned earlier, the success of any organization is very much heavily rely on the recruitment and selection procedures. If effective recruitment is not done and company is not able to hire the best suitable candidates for the job they have, then its hard for the company to meet its quality standards. The success of any kind of business either it is operating on a local level or on a global level, ultimately relies on the type of employees who are working in the organization Anna Blackman, 2006.
According to Petrick and Furr (1995), argues that a job for any individual should be design in such a way that it should be a part of broader organizational design that will further specify tasks and duties. At the moment almost every single company is facing competition not only on local level but also internationally, and in order to not only survive but also to progress and compete with other companies, having the right candidate is the key to success. For this purpose the HR department of the company who are usually and mostly responsible of hiring new employees should seek for such candidates, who are talented, skilful and flexible.
What policies and terms are being offered by the company is also a critical part in the process of hiring new candidates as for employees terms and conditions offered by any company are of most important. For large companies like SKM, it won’t be wrong to say that staffing is a major issue for HR departments. According to Denton, (1992) stated that competition for any company helps in making the aware of the importance of aggressive recruiters and that they must use every possible way to find the best employee.
In simple words, according to the given case study, my personal observation is that for any company it is very important to understand the need of recruitment and selection. For successful companies’ employee selection is the key strategy that can help the organization in saving tremendous time, energy and resources that they might put in.
CASE STUDY 2
The Casual Worker’s Predicament
When we talk about casual work environment in Australia, then majority of the casual workers are usually international students belonging to the age group of 16 to 30. These students come on a student visa and at the same time they are allowed only 20 hours to work on a weekly basis if they are studying full time. Most of the casual workers are hired in the food industry or entertainment industry and for students the basic aim of finding such a job is to afford their weekly expenses and pay their rents.
According to the given case study Jacob and Christy are both hired by a company that runs 4 restaurants, where both Jacob and Christy are working for last 2 years and along with their pay they do earn a lot through tips. In few cases it is true that some casuals turn out to be long term employees, under their casual terms, but for students like Jacob and Christy it is far from permanent work, where they prefer equivalent rights. For the majority of the students, who works on the casual basis, it is not disguised as permanent work. In most of the cases these casual employees don’t sign any legal contract or agreement with the firm, so the number of hour’s they will get during the week will totally depends on a lot of things, like how busy the business is going, which employee is performing better and how they are dealing with the clients.
