B) Brief to convince management:
Sir! I have certain matters to discuss which we are facing from last 6 months. I have evaluated our induction policy and procedures and found certain lacking which if corrected can be helpful for the betterment of our system.
Sir, first of all our induction policy and procedure was last updated 10 years ago, due to such a large period of time, we are now facing several problems regarding our inductions and there is a clear need for the policy to be amended.Below are the recommendations which I think, if considered shall be helpful for the betterment of our system to a greater extent.
• We do not prescreen applicants.An half hour phone call can save hours of our organization 's time. Pre-screening
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• The interviewers in the past have concentrated on communication skills and personality. This is the reason that some of our current employees lack the technical skills required for their respective position. Some of the employees in the selection panel shall concentrate on assessing the applicants’ technical skills.
• We have failed to prepare the candidates for the interviews in the past.If our applicant fails to ask about our company and the specifics of the job for which he or she has applied, we need to help the applicant out. We need to prepare our applicants better for the interview, so interviewers spend their time on the important issues: determining the candidate 's skills and fit within our culture. We need to prepare the candidate by describing the company, the details of the position, the background and titles of the interviewers, and whatever will eliminate time wasting while the candidate interviews within our company.
• Spending too much of the interview explaining the requirements for the position. The requirements of the position shall properly be explained to the applicants through a properly drafted email.
• We do not have a practice of providing interview feedback to the rejected employees. Candidates that genuinely want to work for us will have put in the time to thoroughly research our company, research the role, the interviewers and will be brushing up on
Proper induction training is increasingly a legal requirement. Employers have a formal duty to provide new employees with all relevant information and training relating to health and safety particularly. Most employers recognise the fact that their staff are their greatest asset, and the right recruitment and induction processes are vital in ensuring that the new employee becomes effective in the shortest time. The success of an organisation depends on having the right number of staff, with the right skills and abilities.
It is useful to start with an WHS Induction Policy, a Procedure outlining how induction will be implemented within the organisation, and a Checklist for Managers/ Supervisors to use during the Induction Process.
In the event that you are running various meeting stages amid your application process, you ought to abstain from disposing of an application because of one awful reply. The competitor may have recently been anxious or having a sad mental clear. It isn't uncommon that a competitor encounters some apprehension amid a meeting and you may lose a generally consummate worker by rebuffing them for it.
The business may have changes in personnel, placing people in key positions who are not trained in the businesses sustainability policies and procedures. So the business needs to make sure that they have an induction program that includes the training of new staff in the sustainability policies and
4. You have been promoted. You now need to recruit a staff member to fulfil the role you
As a human resources manager, the primary task is to ensure that only the best candidates are called for interview. In essence, academic credentials are not enough to determine a candidate’s suitability. During the interview, it is important to ensure that the applicant has required skills to meet the firm’s objectives. For example, a given person might have the best academic qualifications as per the job’s description but lack other important aspects such as ability to work in the team and good communication skills. During the interview, such traits should be noted to disqualify applicants who cannot meet fundamental requirements of a team player.
Our company have more than 400 employees so we have high staff turn over. Every week new staff or staff from other departments goes in to other departments, and our current induction plan is not competent anymore, our company has to face many problems regarding this. So, we need to do new amendments in our current induction plan.
The Briscoe Group strives to continually improve its employee engagement and to this end has revamped their employee induction tools to provide clear performance expectations and outline stepped learning and professional development opportunities.
At the northern store, the closure of several manufacturing companies was an opportunity to have a large pool of potential candidates. A-B-Zee took the initiative to solicit with the local Job Centre. The result was that there were too many applications to be processed. The major constraint was time. As a result of the huge number of applications, there was constraint in the task of short-listing for interview which was as a resulted of the enormous volume of applications received. Majority of the applicants were of good quality Also, given the size of the task and the time available it was very likely that the quality of the short-listing decisions would be affected.
In this memo, I would like to clarify the causes of the failure of the training program in the hospital and propose the new way of the training that could be more useful for both senior managers and the employees.
The process of induction in our organizations is poor and unsatisfactory which needs to change and for that we will amend the induction policy. It’s a huge project and it will require continuous input from different individuals for the best results.
The hiring process includes a series of interviews. Initially, all the candidates are interviewed by a small group of staffers at the company and then a second committee reviews all the applications which include the application’s that are submitted on their own as well as interviewer feedback.
Before being hired every candidate has to pass an intense interview. Each candidate is interviewed by at les 3 up to 10 Microsoft employee. The interview was based on their though processes, problem-solving abilities , writing the line code, than based on experience and knowledge (for Bill Gates the ability to think creatively was more important then acquired knowledge, as the ambition was rather then experience). Then there are also technical interviews where was asked to solve programming problems. After that the interviewers exchange between each other impressions (hire, no-hire) and suggestions for follow up. So the weaknesses of candidates mentioned by other interviewers were later treated
At the end of the twelve week induction period it is necessary to review the induction to monitor its effectiveness and identify any other development needs or training requirements. A half day induction workshop is held. As part of this, the individual is expected to complete the ‘Romec Induction Evaluation’ (appendix 4). This allows the individual to provide feedback on their induction and allows Romec to monitor and improve the induction process.