Blue Gum Case Study

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Blue Gum HR Practice Overhaul

Recruitment Policy

Blue Gum's new codified and consistent recruitment policy will have an overall emphasis on attracting high-quality and career-oriented individuals for all positions within the company. Annual assessments of labor needs should be used to generate estimates of hiring needs and thus the amount of resources that should be allocated to recruitment efforts. After several years of program operation, estimates based on the efficiency (i.e. conversion rate) of recruitment efforts will help establish more accurate estimates. Advertising in relevant academic and industry journals should take place for specific positions in order to attract more qualified and experienced applicants who already have an eye towards industry development and progress. For entry-level human resource needs, recruitment efforts will consist of increased presence at job fairs, primarily those hosted by colleges and universities in order to attract more educated and qualified candidates. Creating a strong internal environment of employee satisfaction and support will also be an effective recruitment feature.

Selection Policy

Selection practices at Blue Gum will follow incredibly stringent standards in order to eliminate the risk of biased or discriminatory hiring, eliminating many personal details from applications when they were considered not applicable to standard employment. Interviews should also strive to refrain from engaging in any personal details other than those the applicant themselves bring up in response to general questions (e.g. A question regarding religion should not be asked unless the applicant begins talking about a faith after a "tell me about yourself" prompt). Criteria used for selection will include education level, experience, employment background and history, and certain practical details regarding the employment position itself (physical requirements, scheduling and salary constraints, etc.). In addition, a series of at least two interviews involving no less than two independent interviewers will assess the perceived attitude and character of applicants, making detailed notes that will be reviewed and discussed before decisions are made either to hire or reject applicants.

Induction Policy

New employee induction at Blue Gum will promote community and communication among the company's human resources at all levels of staffing and management. All new hires will undergo a full and detailed facilities tour before beginning any job-specific orientation and training, in order to develop an understanding and appreciation all aspects of operation.

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Specific job training will take place on a team basis, involving supervisors and experienced coworkers of all new hires and building relationships from the first day of job-specific training and orientation. Regular meetings with immediate supervisors during the first three weeks of employment will help to ensure appropriate adjustment and an effective and successful transition into expected task completion and workloads, which will be throttled by the supervisor to match the employee's progress during this induction phase. Input will be sought from new employees regarding adjustment, perception of company culture, task allocations, and more.

Job Application

Company:

Position applied for:

Applicant's Personal Details:

Identity / Social Security or Other (Specify) number:

Physical Address:

Postal Address:

Details of driver's license:

Date available for employment:

Education:

Highest Grade:

Subjects passed:

Qualifications:

Other Training or Institution attended:

Qualifications:

Other details:

Languages:

Hobbies or Interests:

Reference: (Not family)

Contact No.:

Occupation:

Period Known:

Reference: (Not family)

Contact No.:

Occupation:

Period Known:

Employment History: (Start with your current or most recent employer)

Company:

Referee:

Contact No.:

Position Held:

Period Employed:

Responsibilities / Duties:

Salary:

Reasons for leaving:

Permission to contact them:

Company:

Referee:

Contact No.:

Position Held:

Period Employed:

Responsibilities / Duties:

Salary:

Reasons for leaving:

Permission to contact them:

Company:

Referee:

Contact No.:

Position Held:

Period Employed:

Responsibilities / Duties:

Salary:

Reasons for leaving:

Permission to contact them:

Response to Senior Management Questions

a.

Formal recruitment, selection, and induction policies will help Blue Gum achieve its goal of greater HR consistency by providing a codified list of values and procedures for individual executives and managers to refer to when engaging in any such activities. The basic policy statements provided above will also serve as a foundation for greater centralized planning of these efforts, especially recruitment efforts, creating more detailed, efficient and effective practice guidelines that will coordinate efforts and help to ensure that the top talent is acquired and retained at all levels of the organization and its operations. Without any such codification or centralization in these efforts or the planning behind them, it will be entirely impossible for any consistency to be achieved, and it is for this reason that these new policies are essential in achieving broader company goals and objectives.

b.

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