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Manage A Telecommunication Workplace

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Question:

Discuss about the Manage a Telecommunication Workplace.
 
 

Answer:

Introduction

The report is prepared regarding the point of view of the HR that he should follow during the recruitment of new employees in the organization. The report discusses about the short listing of the applicants, discussion of the terms and conditions with the selected applicant. The allocation of the budget, technical requirement, description of the project and the required communication skill for the completion of the project is also discussed in the report. At last, some recommendation regarding the proper management of the project is given in the report that would help the HR to manage the hiring process efficiently.

Discussion of Short-listing the Applicants

The application of the candidates is required to be shortlisted because the organization should hire the applicants whose criteria matches with the job profile and have knowledge in the networking. The candidates should full fill the criteria required for the job and the applicants not meeting the criteria is needed to be rejected to reduce the process (Piskurich 2015). After the rejection of the inappropriate candidate the resume of the shortlisted candidates should be arranged alphabetically. This would help the HR to manage the recruitment process efficiently.

The resumes of the candidates are provided in the appendix and among the best-suited candidate are selected depending on their skills and experience. The candidates are shortlisted mainly on their key skills and experience. As Mel soft is approached to deploy a new network infrastructure it needs a set of network technician, designer, IT executive and a project manager who are experienced and have the capability to handle the new project.  

There are many areas for the selection process and it consists of the allocation of the budget, technical requirement, communication and skill requirement and description of the project.

Discussion of the Selection of the Following Areas

Discussion of allocation of the budget-

The HR prepares the budget for the collection of the selected resources and without a proper budget the process cannot succeed. The company has to make a requirement analysis for the need of the new employees in the organization and the financial condition of the company for the addition of the new employees in their business process (Basarab and Root 2012). The budget prepared should include all the cost for the process or steps included in the recruitment process.

Discussion on Technical requirement-

Technology is changing rapidly and the employees need to upgrade their skills and use new hardware devices for efficiently managing the network solutions. The employees must be trained regarding the use of new technology and the opportunity of the network infrastructure should also be analyzed (Pollock, Wick and Jefferson 2015). The staffs must be skilled enough to meet the requirement and implement new technologies for the network infrastructure of the organization. They must have the skill to deal with the different network equipments and solve the problems of the network within a less time.

 

Discussion on requirement of communication

The employees must have a good communication skill and communicate with the other employees in the organization. The good communication skill of the employees help the organization and the other staffs to better understand the requirement for the job and thus the network can be design more effectively (Piskurich 2015). For the implementation of the new network infrastructure, there must be a good communication plan between the stakeholders and the requirement of the network must be clearly understood. Thus, the communication skill should be judged during the hiring process for selecting the appropriate staff for the project.

Project description

The description of the project should be given to the applicants and a proposed solution must be taken from the applicants regarding the network infrastructure to be implemented for the company (Basarab and Root 2012). The proposed solution must be analyzed and the best plan should selected for the selection of the applicant. The project description should consist of all the details of the network and the technology to be used for building the network. The cabling plan and the hardware equipments should be included in the project description.

Discussion of Bonus, Salary and other Amenities

After the selection of the candidate the wage, bonus and other amenities like holidays and the leaves must be discussed with the candidate (Pollock, Wick and Jefferson 2015). The discussion of the amenities reduces the conflict between the HR policies and the new employee selected in the organization.

Required Essential Certification-

The essential certification program should be arranged by the HR to go through a training program and develop the skills before working in the field (Piskurich 2015). The certification program would help the employee to gain knowledge and learn the practice followed by the organization.  

Recommendation and Suggestion for Efficiently Manage the Recruitment Program

Some of the recommendation for the selection of the right employee in the organization are given which includes the selection of the candidates must be done based on the skills of the applicant and experience he have in the particular sector. The experience of the employees working in the selected field would help the organization like less training would be required for the practical field working. The recruitment process should be carried out following the requirement of the organization and the selection of the staffs must be based on the skills of the applicants. The trainer selected for grooming the new employees must have a good skill and communication power to make the new employees understand about the current situation of the network. The trainer should train the employees according the needs of the organization. The job offer letter must include the terms and condition and the details of the salary.

 

References

Basarab Sr, D.J. and Root, D.K., 2012. The training evaluation process: A practical approach to evaluating corporate training programs (Vol. 33). Springer Science & Business Media.

Piskurich, G.M., 2015. Rapid instructional design: Learning ID fast and right. John Wiley & Sons.

Pollock, R.V., Wick, C.W. and Jefferson, A., 2015. The six disciplines of breakthrough learning: How to turn training and development into business results. John Wiley & Sons.

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