Recruitment and Hiring Aspects of P&a Term Paper

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HRM

Job Analysis & HR Planning

Importance of Job Analysis

As P&A Company, job analysis plays a significant role, and there are a number of reasons for conducting it. The main reason why there is need for conducting job analysis is to make sure that the selection processes we use to select job candidates are lawful and unassailable. One of the benefits of undertaking job analysis is workforce planning. By having an effective job analysis, chosen employees can work hand-in-hand with the company's future casting. This implies that the HR department of our company is able to match its necessities with the ability of our present and future personnel. Another need for job analysis is developing our own employees. By making use of the outcomes of a job analysis, we might detect any gaps on a personal level, and help our personnel with their career management (Heron, 2005).

Job Analysis Methods and Job Descriptions

Some of the job analysis methods include: interviews, observation and questionnaires. With reference to observation, we observe different jobs over a certain period of time. Through this method, we are able to note down what the personnel does, the manner in which the work is done and the period it takes to get the work done. Through questionnaires and interviews, we are able to recognize added information, for instance, how much time is spent on the job, the amount of supervision necessary, as well as the expertise necessary (Heron, 2005).

Importance of Strategic Planning

Strategic planning is also very important to our company. This is because through this approach, we are be able to map out where we want to be and what we want to achieve in the future, which is a critical factor to our success. Most importantly, strategic planning acts as a blueprint to the operations that bring about the end product. In addition, strategic planning methods, such as SWOT analysis, enable us to determine our strengths, weaknesses, opportunities, as well as threats that we face. It is through strategic planning that we are able to improve our operations and succeed (Steiner, 2010).

Link Strategic Planning with Human Resource Planning Process

Strategic planning is not only linked, but also integrated to the human resource planning process. Strategic planning comes into play with the HR process in the sense that our company has to effectively use the critical resources available in order to be successful. Strategic plans are created to specifically align and show the manner in which these resources are managed and utilized (Soberg, 2011). The human resource strategic plan pinpoints on how to entice the precise kinds and numbers of individuals; advance the understanding, skills and capabilities of personnel; and, retain the employees within the organization (Soberg, 2011). Moreover, we make sure that we do not lose any resource, in addition to developing and executing systems that ensure that we are able to retain such resources.

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The Human Resource Planning Process

Our human resource planning process encompasses a number of procedures and practices. For starters, the process commences by considering the objectives we have set as a company. In the next step, we evaluate the internal human resources capabilities at our disposal. If this is not possible, a survey of individuals or candidates available is undertaken. It also encompasses scanning the external environment, and considering the organizational need for people. All of these take into account the HR strategies and plans that we as a company, have in place.

Recruitment Process

Legal Considerations

There are legal considerations that we take into account during our process of recruitment. The interview process is one of the areas that we ensure is legally correct by making certain that the interview practice is not deliberately or inadvertently probing questions on prohibited grounds. We make sure that the job requirements and descriptions that we give are produced in a manner that provides all candidates with the prospect of applying. To start with, we as P&A make sure that any employment advertisement that we put out are not discriminative by ensuring that such postings do not give any preference to aspects such as race, mental disability, gender, religion, political affiliation, color, sexual orientation and marital or family status. We also do not probe any questions that are unlawful throughout the course of the recruitment process, even when performing checks on the references provided. Lastly, we ensure that there is no discrimination between personnel by not hiring an employee of one gender for tasks at a rate that is lower or higher than that of another gender on the same role. Any variations in the wages offered are purely centered on the level of skill and hierarchy within our company (Go2HR, 2015).

Description of the Recruitment Process

Our recruitment, selection and employment processes encompass a number of steps, which are all comprehensively and fairly undertaken. First of all, we ascertain the vacancy in a certain department and assess the need that is required. The next step of the process involves developing a description for the job position. Third, a recruitment plan is designed with all aspects taken into consideration (Brown, 2011). In the next step, we post the vacant position and execute the recruitment plan. Once all the applicants are reviewed, we come up with a list of qualified applicants who are best suited for such a vacancy (Brown, 2011). Subsequently, we undertake interviews and choose the right candidate to hire, and this brings the recruitment process to a culmination. It is imperative to note that in all phases of the process, we conduct fair and open opportunities to all and sundry (Brown, 2011)......

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