Skyview Inc. Recruitment And Selection Policies And Procedures

Skyview Inc. Business Operation Strategy

Discuss about the Skyview Inc. Recruitment and Selection Policies and Procedures.

Skyview Inc. is a fictitious company name that designs and markets the personal computers alongside other mobile communication product services, music and digital players. The corporation also avails hardware and software as well as network peripherals and solutions. Skyview Inc. sells its products all over the globe through its retail stores, online supplies, from end to end by its direct sales force and not forgetting the third party merchants. SkyviewInc. goals and objectives are to see its clients enjoying best quality services with no struggle at all for personal use and business operations (Hsu, & Leat, 2000)..

It is of great importance to note that strategic plan sets up the company’s plan and at the same time business plan aid in establishing operational plan. Operational plan is the chief element when it comes to running the whole business of an organization. Indeed, operational plan comprises each department in an organization such as human resources, finance, manufacturing, internet and marketing.

At Skyview Company all the sections are designed by the assigning related task in the groups. As described earlier the core divisions of Skyview Inc. that is human resource, finance, marketing and productions are embraced by a well-designed approach. In every sector the functional subsystem and constituent part create a chain of command (Van den Brink, 2010). Operational management is connected with the manufacture division's activities. With regard to this, individuals at Skyview Inc. are assembled together on the base of their proficiency and resources (Gatewood, Feild, & Barrick, 2015). This has facilitated the Skyview Inc. to learn from its tasks. The current configuration in Skyview Inc. has look upon these undertakings that moderates the costs and maximizes on the flexibility of its procedures.

Legislation and regulations relevant to the policies and procedures for recruitment and selection

Recruitment and selection strategy is a statement of codes that outlines the way through which a company is supposed to carry out its recruitment and selection practice. Accordingly the goal of these policies is to ensure that an organization carry out a fair and transparent recruitment and selection process, whereby the best candidate is appointed on merit and best suits with the company’s goals, values and beliefs. Consequently a company is supposed to have policies in place so that to be in a better position to explain how it will handle issues in case they arise and also demonstrates that it functions in a fair and dependable path to its entire workforce (Certo, 2015).

Legislation and Regulations Relevant to the Policies and Procedures for Recruitment and Selection

Moreover, organizations that keep to the policies and procedures ensure the following:

Job descriptions are in line with the business needs and requirements;

Candidates are evaluated against consistent selection criteria at each stage;

The enrolment practice is legal;

It enables candidates to become confident and be rest assured that the job offered is a genuine one;

All stakeholders can be able to follow the process.

Suitability: writing an exact job description is a significant element of the recruitment process. The reason is that it describes the main responsibilities involved and the major competencies that are required in order to implement the role. Therefore a quality recruitment and selection policy calls for writing the job picture so that to give preference to the abilities that makes constructive contribution towards the business goals and objectives.

Reliability: A blameless recruitment and selection policy demands that hiring supervisors keep to the pre-determined measures at all points of the staffing process, thus decreasing the jeopardy of prejudice or discrimination (Feldman, 2008). During selection stage, the major selection criteria must have been determined before the post being advertised and openly shown in the advertisement and job requirements. Every applicant should then be assessed in regard to those conditions only. During the interview process applicants, the same assessor must be present at every conversation and proven pre-determined questions asked to each contestant, and also giving applicants equal time to respond.

Another point to note is that reference checks must be conducted prior to any appointments being made and it should be conducted in a consistent way. Additionally, it is important to note that treating all individuals dependably does not usually suggest fairness (Breaugh, 2014).  In case a contestant is at a disadvantage for any reason there is need to take their personal circumstances into consideration; in order to give an equal chance for them to present their case.

Legality

According to the privacy and equal opportunity law it is a requirement that the recruitment practice is carried out in a free, fair and apparent way. As a matter of fact a genuine recruitment and selection policy every time spells out to its recruiters in a clear manner. There is no single stage that the recruitment process that discrimination behavior should take place, on the grounds of sexual orientation, an individual’s age, religion and marital status. Furthermore, privacy legislature require that an applicant’s application is treated privately and a penalty applies incase breaches take place. In this regard a good recruitment and selection policy plays a significant role in protecting the company’s best interests (Wise, 2007).

Suitability

Credibility

It is important to understand that not all work advertisements are sincere. Some of the job advertisements are placed by corporations that would to construct a talent pool or it may just be a way of testing the waters to find out what is outside there (Armstrong, Taylor, 2014). When a business calls for particular application measures to be followed, applicants may feel confident about the positions they are looking for as they become rest assured that these positions exist and their efforts may not be in vain.

Transparency

In order to have transparent recruitment and selection policy practices at all stages stakeholders must ensure that the recruitment process that is the department leader and human resource are all able to follow the process and confident of the results. Applicants need to be informed about the status of their applications and should be notified if unsuccessful. Likewise, the reasons for the decisions arrived at during the recruitment process must be documented as well as a transparent appeal process outlined in case an applicant is not satisfied with the results.

It is of great importance that Skyview Inc. makes good use of its human resource management team when it comes to staffing and selection process. As a human resource executive it is vital to shape up a good correlation with the social sets within the company which they work in through expansion of people. It is an essential requirement to involve local people serving interventions so as to provide occupation guidance and services in order to be in position to learn and know the business plans. By learning this plan the firm will get to know about traditional trainings, lives and wellbeing of workers outside the workstation; similarly it creates a solid association as it aggregate the appreciative and reliance (Windolf, 2016).

Significant to note is that no single corporation has ever failed to develop a good team of professionals minus deep-rooted human resources. The primary duty of the human resources management (HRM) squad comprise hiring staffs, keeping fit, performance evaluations, work communication, welfare as well as motivation of staffs(Armstrong, Taylor, 2014). With respect to this persons working any company are titled to perform several vital work undertakings that makes the business appreciate and realize its planned goals. It is thus the obligation of bosses and HR specialists to arrange its workforce in order to successfully achieve the different activities that take place within the business. Accordingly, for the firm to run its undertakings in an organized way it is important to look at employees in the organization as resources and not expenses to the corporation (La Marca, & Sunkara, 2013). Seeing individuals as properties is the most essential part of modern human resource.

Reliability

Consequently in order for Skyview Inc. to realize and attain these laws and policies, training its employees is an essential requirement. Training of individuals is a process that is in a straight line related to expertise, information and approaches which are essential for any given specific job. This may include teaching of member of staff innovative skills, showing them to unaware ideas, providing them with an opportunity to exercise and get feedback on certain styles of working with people and may also encourage these people to talk over their work with each other. This may be a constant process all through a workforce member’s service (Townley, 2014).

Training of employees is of great importance in various ways some of these ways include:

It let the employees learn that the organization is serious about what it does, and this will encourage the employees to become serious about their service delivery too.

It reduces the employees’ needs by asking other staff for advice, and through this interaction it raises their objectivity and decrease the drain on new workforce fellows. 

The program significantly lowers the chances that may make faults which may charge the company in prestige, credibility, public relations or even money.

Through training of a company’s employees it is of numerous benefits and some of these benefits are

It helps staff members to become continually competent at what they do.

Training helps employees by keeping them from becoming bored and stale and this help them in maintain interest in and enthusiasm for their work.

It keeps the organization as a whole dynamically and provides the employees more reason of staying at the organization.

Training is something that happen while at work, with regards to this there are various methods of training employees that are very efficient and effective, these are:

This kind of job allows employees to learn through actual performance of specific tasks. The employee will have to perform the job and through that will be learning as they goes. This kind of job may be structured by use of hands on application by the support of classroom instructions or may also be unstructured by making use of only hands-on instructions (Palinkas, Horwitz, Green, Wisdom, Duan, & Hoagwood, 2015). Consequently, this type of training has got an advantage since there is immediate feedback on performance. On the other hand it may be of disadvantage to the company since it may slow down production for the trainer and also disrupt the workflow.

Legality

Job Rotation

This type of training teaches workers on how to carry out various jobs with time. The employees will have to revolve around on dissimilar jobs inside the company, carrying out a number of tasks that are unrelated from the original job (De Mel, McKenzie, & Woodruff, 2014). Job rotation has various benefits like reduction of boredom among employees, increased skills, create new opportunities to employees. However, it has its own flaws such as employees may not be satisfied with the new rotation, the morale of employees may decrease if they are moved for a long period of time and to some point may also disrupt the workflow since employees get to learn new tasks (Townley, 2014).

Job Mentoring

It entails providing workers with a knowledgeable coach to oversee the employees learning experience. The coach plays the role of providing advice, instructions and not performing the job together with the employee as in on-the-job training (Gatewood, Feild, & Barrick, 2015). Here the trainee employee will have to learn the job as firsthand and only consult the mentor at any given time for assistance. This type of training is advantageous in that it encourages one-on-one training, the mentor is there to offer advice and the mentee will have to experience growth within the company. The company will therefore have to apply the job mentoring training as it allows the employee to work by their own and consult where things are not that clear(Townley, 2014). With regard to this an employee will have to gain more courage and tackle any challenge with a lot of courage.

Consequently these training theories offer an opportunity for the trainees to practice and at the end gain useful results that not only benefit them as individuals but also the organization; since the organization becomes in a better position to provide best quality services to its clients thus it maximizes its returns which is the main reason as to the existence of the business (McKenzie, & Woodruff, 2013).

Employing the right person is important, thus an effective recruitment and selection process minimizes employee turnover in an organization. Therefore, Skyview should strive to ensure that these processes match up the right individuals with the right job skills. The company should thus carry out interviews and background checks as a way to make sure that it employ applicants that are reliable and carries out the business objectives by providing best quality services to consumers. As a result of constantly changing business environment, Skyview Inc. needs to hire individuals who are dependable, confident, knowledgeable, adaptable and loyal that build a base for success (Berman, Bowman,West, & Van Wart, 2015).

Credibility

Retention- indeed improper recruitment and selection process may result to high turnover among employees. When a recruiter is not careful during the time of analyzing applicants’ resumes and conducting interviews they may hire workers with a weak work ethos. Recruiters must pay close attention to the lengths of time at the previous work station by carefully checking the references.

Cost- the key reason for companies conducting effective recruitment and selection is cost (Jehanzeb, Rasheed, & Rasheed, 2013). Poor recruitment practices can make a company to incur huge financial losses. If an applicant’s competency is not properly assessed, they can end up making mistakes which can become a hindrance to the company’s productivity (Foroughi, Monfort, Paczynski, McKnight, & Greenwood, 2016). If the employee is to be retained or replaced the firm could take a lot of time and resources that could otherwise be invested.

Loyalty and productivity-loyalty and productivity are interconnected. Workers who are dedicated to the corporation always work hard to assist the business to succeed. It is thus important that the recruiting team bear this in mind during selection time by asking applicants questions that offer information about their strengths and weaknesses. Moreover, interviewers must inquire about contestant’s greatest successes all along in their career. By and large, loyal employees track their record by striving for quality, this result to a more competitive, innovative and profitable business Johnston, & Marshall, 2016).

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