Strategic Change At Arup Packaging Limited: Recruitment And Selection Criteria

Acclaiming Recruitment Practice to Reach the 18-24 Age Group Applicants and More Number of Women

Discuss about the Strategic Change at Arup Packaging Limited.

Strategic changes are nothing but plan made to achieve the company’s objective. There can be different reasons behind restructuring the organisation policies such as business expansion, development etc. In simple words, strategic management changes is a practice done by the business enterprises to manage the changes taking place in the structure of company  in order to meet  the goals.  Changes are required to be done with time as it is needed for company to carry on its business and meet the level of competition (Strategic changes, 2017). This report will portray the various strategic changes taking place in Arup Packaging Limited for expanding the business in Europe market. Arup Packaging Limited is a big packaging company. It consist four different types of packaging those are aluminum, glass, paper and plastic base. It majorly operates in the areas of Austria. Following units are arranged on the base of its packaging material. That is aluminum packaging, glass packaging, paper packaging and plastic packaging. Arup Packaging Limited is a public company serving its services from 50 years. Its distribution centers and sales offices are situated in Melbourne, Sydney, Perth and Brisbane. As well as had recently opened a sales office in Paris. In report will talk on selection process and recruitment criteria of employees for the new plant.

There are various recruitment practices that Arup Packaging Limited can implant into their process of recruiting factory workers for European packaging unit. The respective business enterprise can precede recruitments either internally or externally. As the company required employees more than 150 for new branch. For that it has to go with both sources.

• Internal sources- When recruitment takes place within the company.

1. Transfers & Promotions- As the Arup Packaging Limited has experienced employees working with the company from long time and is efficient in their works. The managers can make promotions or transfers of the existing employees to the European unit. Benefit out of this will be that the companies will not require giving training sessions etc. to old employees as they are already familiar to the work profile (Kostopoulos and et.al. 2016). Although this source will not fulfill the motive of Arup Packaging Limited as they want people from the age group between 18-24 and the employees already working are above the 30 years of age. And also the current ratio of women is less comparatively. So I will not recommend this source in regard of the respective packaging unit as a recruitment practice.
2. Hire relatives of members or employees- This is again a good or we can say a decent way to employee people internally. In this the company asks its employees, board of directors and other members to bring their relatives or friends within the company (Dussauge and Garrette, 2016). In return they are given some %age of salary as a reference credit. This is a good way as the employees already working will recommend good employees for its own organisation. So that can be a positive way to recruit new people for European packaging unit. I recommend Arup Packaging Limited should go with this recruitment practice in order to employee new and younger talent within company.

• External source- Above were some internal source now talking about external sources various practices come into the mind. Those are as follows:

1. Recruitment Agencies- Recruitment agencies are nothing but a private consultancy firms that find candidates in behalf of the companies and in return of it charge fees (Sharkie and et.al, 2013). This can be a good way to find candidates as per the requirements. And this will help the company in finding new and young talent. I think Arup Packaging Limited should implant these techniques of recruitment in order to attract more number of candidates.
2. Press Advertising- This is one of the common and most popular ways to attract candidate these days. Print advertising includes newspapers; journals etc. which has a wide reach (Berger, Kotler and Bickhoff, 2015). As every job seeker these days goes through newspapers and journals to find suitable job for him/ her. I will recommend this method to respective company for recruiting or attracting more candidates for recruitment.

Before setting the criteria it is important to keep in mind the employee requirements of the company. As mentioned in the description the three managers have discussed about the various requirements in regard of the new unit employees. In discussion they find out the lack of young age talent between 18-24 age group and also lack in number of women employees. They decided to employee at least 150 employees for the expansion packaging unit in Europe (Karlsson and Tavassoli, 2016). Along with this they have also mentioned that the employee should be healthy and fit for working in the factory. Also they are required to recruit or select a general manager to head the European Division. The person should be familiar with who both paper and plastic production at least and bonus will be added if they have experience in glass as well as aluminum packaging.

Recommending and Justifying the Suitable Selection Criteria for Selecting Employee in Packaging Positions

Selection Criteria for General manager- Requirements for general manger have been discussed above and accordingly will recommend the selection criteria. Firstly, the company has to go through various application or CV of interested candidates. Then unrequired or less experience and qualified candidate CV’s are rejected. Later on selected CV candidates are call for aptitude test (Ghosal, 2015). Aptitude test include test of presence of mind, personality test, intelligence test and basic knowledge required for the job. Once the person is selected then a technical round is held in which person is asked about the field questions. Later if he/she clears the particular tests at last they have to go through a final round. That is of HR round where basically salary packages and hr. discuss other information regarding the company. After that a medical test is also conducted and then final offer letter can be given to the general manger.

Selection Criteria for factory workers- For working as a labor no specific knowledge is required. Only the specifications are that the person should be fit and fine. The applications from different source can be screened on the basis of requirement of young people and women. After words the selected one can go through medical test as the work requires a fit and fine person. Later if everything is fine then respective organisation can give offer letter to the newly recruited employees. Afterwards training and development sessions are given to make them comfortable with the work (Rice, Hubbard and Galvin, 2014).

There are various selection methods for making selection of new employee. Those are:

1. Application forms and CV- This method is important in case of general manger (GM) as it is required certain degrees and knowledge and experience. Description of the candidates is mentioned in there CV and so screening can be done by it. Secondly considering the case of labour selection over there it is not much needed (Galbreath, 2014). As over there candidate are just require to be fit to do manual activity and not technical. Hence this method is justifiable or I will recommend for selection of general manger.
2. Interviews- Again it is important to judge the candidate who applied for general manger post. So HR is required to closely examine him/ her while the interview that the person will be capable or not. While coming in case of factory workers interview are not much needed if they are fit and fine person than direct training should be given. And after words work is required to be observed if he is matching the level or not (Melin, Achtenhagen and Naldi, 2013).
3. Conducting test- there are various types of test such as Psychometric, aptitude, personality tests. I recommend these entire test to be taken for a person applying for GM post as it is great responsibility and company cannot take chance of selecting wrong person. Whereas, in case of recruiting and selection of factory workers only one test is required to be done as per the predetermined qualities. That is medical test to find that if the person is not suffering from any kind of disease or injury.

Incentive that Gabrielle should implant to attract candidates for factory worker European packaging position is as follows:

Trust your employees- This has been recommended in order to stop the attrition level of the company. As the employees more likely to stay in the organizations where they feel that they add value. And also the company and his/ her bosses trust them in their jobs (Nilsson, Jannesson and Rapp, 2014).

Following are some benefits that Gabrielle should insert in order to attract candidates for factory worker European packaging position:

Wellness Perks- This benefit is being recommended because the if the employee gets good incentives they feel active and devoted towards their particular work. Give their two hundred percent that further results into increase in the production in factory.

Floating holidays- This is another benefit that attracts more and more candidates with the extra paid time off facility (Pesonen and Näyhä, 2014). These are extra personal holidays that individual can use anytime during year when he/she is at trip or sick etc. I strongly recommend these incentives and benefits to Gabrielle to implant in the job description to attract more and more candidates.

Flexible vacation policies- Under this benefit the employer is required to give the employee a benefit of deciding when and how much vacation time they need. This may help in attracting talented candidate as everyone wants such kind of flexibility in their jobs. That whenever they want holidays they can take.

Conclusion

In the above report different sources of recruitment whether internal or external both were determined and justified in respect of the given company. Internal sources include transfer, promotions, relatives of existing employees etc. whereas; external sources include press advertisement and so on. Later various selection method such as CV, Interviews, where determined and justified in regard to the Arup Packaging Limited. At last incentives and benefits like trust your employees, wellness perks and floating holidays were also determined to attract more number of candidates.

References

Books and Journals

Nilsson, F. Jannesson, E., and Rapp, B., 2014. Strategy, control and competitive advantage. Springer,.

Pesonen, H. L. and Näyhä, A., 2014. Strategic change in the forest industry towards the biorefining business. Technological Forecasting and Social Change. 81. pp.259-271.

Melin, L. Achtenhagen, L., and Naldi, L., 2013. Dynamics of business models–strategizing, critical capabilities and activities for sustained value creation. Long range planning. 46(6). pp.427-442.

Galbreath, J., 2014. Climate change response: Evidence from the Margaret River wine region of Australia. Business strategy and the environment. 23(2). pp.89-104.

Rice, J. Hubbard, G., and Galvin, P., 2014. Strategic management. Pearson Australia.

Ghosal, V., 2015. Business strategy and firm reorganization: role of changing environmental standards, sustainable business initiatives and global market conditions. Business Strategy and the Environment. 24(2). pp.123-144.

 Karlsson, C. and Tavassoli, S.  2016. Innovation strategies and firm performance: Simple or complex strategies?. Economics of Innovation and New Technology. 25(7). pp.631-650.

Berger, R. Kotler, P., and Bickhoff, N., 2015. Quintessence of Strategic Management. Springer.

Sharkie, F. and et.al, 2013. The impact of structural packaging design on young adult smokers' perceptions of tobacco products. Tobacco control. 22(2). pp.97-102.

Dussauge, P. and  Garrette, B., 2016. 1HEC School of Management, Paris, France 2HEC-Paris, Paris, Jouy en Josas cedex, France.

Kostopoulos, I. and et.al. 2016. Innovation and Growth in the City Region: Microeconomic Evidence of Asymmetries. International Journal of Innovation Management. 20(02). p.1650032.

Online

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