Assignment 2 HRM Alizay Waheed Kayani 24347 [PDF]

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Assignment 2 (Classwork activity) Name: Alizay Waheed Kayani 20181-24347 Course: HRM 301 M-7005 Getting Better Applicants If you were to ask Jennifer and her father what the main problem was in running their firm, their answer would be quick and short: hiring good people. Originally begun as a string of coinoperated Laundromats requiring virtually no skilled help, the chain grew to six stores, each heavily dependent on skilled managers, cleaner/spotters, and pressers. Employees generally have no more than a high school education (often less), and the market for them is very competitive. Over a typical weekend, literally dozens of want ads for experienced pressers or cleaner/spotters can be found in area newspapers. All these people usually are paid around $15 per hour, and they change jobs frequently. Jennifer and her father thus face the continuing task of recruiting and hiring qualified workers out of a pool of individuals they feel are almost nomadic in their propensity to move from area to area and job to job. Turnover in their stores (as in the stores of many of their competitors). Often approaches 400%. Don t talk to me about human resources planning and trend analysis, says Jennifer. We’re fighting an economic war and I’m happy just to be able to round up enough live applicants to be able to keep my trenches fully manned. In light of this problem, Jennifer s father asked her to answer the following questions: Questions 1. First, how would you recommend we go about reducing the turnover in our stores? 2. Provide a detailed list of recommendations concerning how we should go about increasing our pool of acceptable job applicants so we no longer face the need to hire almost anyone who walks in the door. Answer 1: I would recommend that they should make sure they interview their candidates thoroughly so that only those who are genuinely interested in working in the firm are hired and also the candidates possess the necessary skills and knowledge required for the job. Secondly, they can motivate their existing employees by providing them both tangible and intangible rewards. These rewards can be in the form of salary package increment, children education benefits or else promotional benefits. This will make employees feel that the firm regards their workforces’ needs and values them. Thirdly, they can set a platform for employees to disclose their issues and problems regarding the working conditions. This will enable the firm to understand what exactly is the area of flaw that needs to be fixed. The firm can also focus on providing feasible working conditions to ensure their employees are working with comfort and not pressurized. Apart from promotional benefits the firm can have lucky draws annually and reward the winner with a free vacation trip package. Lastly, they can question the employees who are quitting about reasons for them leaving. All these suggestions can surely help reduce turnover in their stores.



Answer 2: First of all the firm must have a reputable name and be known as a good brand so that it is able to attract potential candidates who are deserving to be part of the firm. The firm must spread its benefits which it provides to its employees. This helps in creating interest in candidates for working with the firm. Secondly, the firm must have a website and a user friendly application which enables the firm to post about it’s strength and benefits it offers. Also the firm should post vacancies on internet through their web and also on other social media like Facebook and Instagram. This will help the firm attract the kind of candidates they want as now internet recruiting is playing a great role in finding best and suitable candidates. Also they must use other platforms for job advertisements like newspaper etc. Thirdly, the job advertisement should list all the relevant tasks needed to be performed and a brief description about the vacant job must be provided. The steps to apply should be very clear and also all the documents required must be mentioned so that those who are eligible for the vacancy apply. Other ways can be that employees of the firm be asked to suggest names of candidates who have skills and knowledge to be part of the firm and fill the vacant post. This can be done if vacancies are posted on the website or the word is spread in the firm amongst employees. Lastly, the firm can make a database and record the applications so that next time they can easily short list the ones who won’t be considered in the pool of potential candidates.