Recruitment and Selection process : Out of box thinking with World No01 Company

In human resource management, recruitment is a kind of procedure of seeking and hiring a candidate who is the most suitable and qualified for a job, in a timely and cost-effective way. Further, it can be described as the “process of searching for planned workers and invigorating and empowering them to apply for occupations in an organization”.

Recruitment also involves grabbing and figuring out all practices coordinated at finding potential employees. This includes ensuring that we understand what must be done to pull in applications from suitable candidates (Armstrong. M, 2014).

Selection is one of the most important HR tasks since it is vital to fill vacant positions with people who are not only suitably skilled for specific jobs but are also flexible, willing, and able to cope with change (Leatherbarrow. C, 2015).

Hence employee recruitment and selection is one of the most crucial functions in HRM which is obviously challengeable. Having an effective recruitment selection policy is a key factor for world-leading companies which leads them to guide the staff to meet their ultimate goals. Let's find out what are the HR strategies that they use for recruiting and selection.

How Strategic Employee Resourcing happens at World No01 apple group?

  

Apple Company was established on April 1, 1976, by Steve Jobs, Steve Wozniak, and Ronald Wayne as a business partnership. The company's first and main product is the Apple I. Now they have launched lots of various Products that are related to technology. such as iPhones, Apple Watch, iPads, Apple tv, Macintosh, iOS, iPods, apple TVs and etc. Apple remains as the world's no 01 company in the last few years with high revenue.

At apple group, they seek top talents from across industries and different backgrounds & where they value Customer-centric, Leadership & Innovation skills.

Interviewing at apple group 

Application & interviewing process at apple differs from one role to a role where this article will explain a common method of strategic resourcing, how they find real talent & how they manage it. It would be easy to divide this process into four main stages where each & every employee at apple the group has to go through.

 

These are the main four stages of recruitment at apple.

1. Online Application

This part of the recruitment preparation is your first chance to set a great impression and stand out from your competition. The online form will inquire about your educational qualifications. Depending on the sector you apply to, you will moreover be inquired a few motivational questions.

 2. Phone Interview

After the first stage, the second will be conducted over the phone and will be competency-based. It will consider past projects you have worked on, in your professional career

3. Assessment

In another stage, The Apple Assessment Centre will be a chance for you to arrange with professionals working at Apple, and learn more about the company. It is the ideal time for you to get a better perception of what it is like to work at Apple. it’s more like an on-the-job training session.

4. In-person Interview

At last, Apple is concerned with behavioral-based interviewing. They anticipate their candidate's answer in an organized method which is known as “STAR” strategy. 

S – (Situation) Describe the situation that you were in 
T – (Assignment) What goal were you working towards? 
A – (Activity) Describe the activities you took to address the circumstance with details. 
R - (Result) Describe the result of your activities.

Conclusion

It is worth considering why a company like an apple utilizes these stages to select their employees & to what extent this has been a victory to them. Apple has made its brand and employee value proposition where people all over the world is willing to work for it. From each of these stages, they guarantee that they chase the most excellent ability & the finest individuals for the the job which is able to influence the organization in long-term success. 

Discussion Points:

Do you agree that these screening approaches are reasonable? Are any groups likely to be disadvantaged by such pre-selection forms? Do you accept that a quality recruitment method can select the proper candidate?

What needs to be executed when the recruitment and selection method has clearly failed and if the wrong person has been appointed?

References

Armstrong, M., (2014). Armstrong’s handbook of human resource management practice. 13th ed. [ebook] Hong Kong: Graphicraft Limited, p.Recruitment and selection 225. 

Leatherbarrow, C., (2015). Introduction to Human Resource Management: A Guide to HR in Practice,2nd ed. CIPD.

Youtube link: https://m.youtube.com/watch?v=SYwUfCCMHvk 

 

Increase Employee turnover through Job Design: How does Job design effect for Staff Turnover?

 

All of us recognize the significance of role clarity for an employee. without role clarity, the responsibilities and the obligations may clash and this could cause remarkable havoc in the organization. To keep away from this kind of problem and to create a peaceful and organizational culture, job design is executed which can also be understood as a part of job analysis. it's far a core characteristic of Human resource management, wherein the onus for preparing it is on the HR department of the organization. typically, the purpose of the job design is considered to enhance job satisfaction. because the nature of the job is a thing that contributes majorly to employee satisfaction. job design additionally improves the high-quality of the work by an employee, to reduce employee issues by giving them role readability. job design also works to reduce on-the-job fatigue, reducing stress, and minimizing human errors

 What is Job Design?

Job design describes the work, responsibilities, duties, qualifications and the relationship required to carry out the assigned job or which specifies the requirements of a particular job to be able to achieve organizational goals through employee engagement.

Adler (1991) defines job design as systems in which employees mentioned better perceptions of skill variety, task significance, autonomy, and feedback reported higher levels of satisfaction and inner work motivation.

Taylor (1947), Gilbreth (1911) systematically tested jobs with various strategies. They suggested that task design is probably the most outstanding element in scientific management.

Approaches of Job Design

 

Figure1:  Source: https://www.digitalhrtech.com/job-design/

 1.Job Rotation

Job rotation is the lateral shift of the job position or role that is, it happens among the job levels, and it can't be mistakenly taken into consideration a promotion

2. Job Enlargement

Job expansion as the name implies that it includes additional tasks or tasks in the same employee's job.

3.Job Enrichment

this is the method in which the motivators are brought to the present job

4. Job Simplification

it is the method where few responsibilities are eliminated from the job to make the job more centered on the primary job

Benefits of Job Design

• Job design makes the work more exciting and challenging, which motivates employees for a better level of performance and dedication.

• Systematic job design attempts to adapt to environmental adjustments which produces effective outcomes in changing competitive environment.

• A well-designed job role leads to enhance the quality of work life. well-designed work schedules and job roles deliver space to employees to plan their personal development and also to enhance the organizational output.

• The job design technique gives related facts and statistics on the required skills and knowledge to carry out the task. the specified work and schedules are prepared based on the provided information, which enables to find the best fit for the job.

How it affected Staff turnover

employee turnover problems are especially related to job satisfaction and lack of motivation inside the job role and records has also confirmed that the problems are overcome through developing specific job designs for the employees.

Locke (1969) described job satisfaction as a function of the anticipated affair among what one needs from one's job and what one anticipates it as supplying.

Conclusion and Argument

Factors of motivation are an important component of every business or organization. Knowing how to motivate employees ensures that the organization is running smoothly and efficiently and that projects and deadlines are completed on time and in a timely manner.

When it comes to the job satisfaction of an employee there are many factors that will be considered. But when it is related to staff turn over job design gets the priority.

References

Adler, N.J., (1991). International Dimensions of Organizational Behavior, 2nd ed., PWS-Kent, Boston, MA, pp. 58-60.

Gilbreth, F.B., (1911). Motion Study, Van Nostrand, Princeton, NJ.

Locke, E. A., (1969). What is job satisfaction? Organizational Behavior and Human Performance, 4, 309-336.

Taylor, F.W., (1947). The Principles of Scientific Management, Harper and Brothers, New York, NY.

Youtube link: https://m.youtube.com/watch?v=Z-WwFehPEEo

Figure1:  Source: https://www.digitalhrtech.com/job-design/

Employee Relation : Involvement of Trade Unions

Employee relation Management

Employee relations are managed by the human resource department of a company. To overcome the conflicts, HR must implement continuous changes to manage the growing workforce. To reduce the number of disagreements, we can focus on the following skills.

Interpersonal Skills: This entails implementing a proper communication method, as this is the first step in avoiding conflict. Most issues can be resolved through effective communication between employees and employees. 

Conflict Management: Identifying the core of the conflict and providing a solution that benefits both parties is the main purpose. To accomplish this, management must improve their negotiating skills.

Employee relation and Trade union

In every organization, there are problems regarding management and employee relations, such as salary negotiations, dealing with employment policies, employee entitlements, and communicating with employees. Employees approach trade unions or any other approaches to work on and solve issues like this (Armstrong, 2009). The wages and benefits negotiated by the union are higher than the wages and benefits of non-union workers.

Trade Unions are groups of people who gather the interests/welfares of their employees against the organization that may look for ways to succeed with the employees' involvement  (Deakin & Morris, 2012). 

Impact of Trade unions in Srilanka, now days

Figure 1 source:  http://www.adaderana.lk/news.php?mode=head&nid=4038

The trade union of the Teachers Association and the present government is having disputes. Teachers the association is always requesting solutions for the problems they have and the government and relevant parties do not listen to them and asking to continue to work. Seems both the parties are always against each other, where innocent children pay for their punishments. 

Currently, the teachers have started a picketing campaign against the government due to these disputes.

According to records in Sri Lanka, more of trade unions act on behalf of the government employees, but they are unable to provide the best outcomes when compared to private sector trade unions . The main flaws in Sri Lanka's government sector are a lack of communication and negotiation skills on both sides.

Important Acts in Sri Lanka to Protect Employee Rights

• Store and Office Employees Act No. 19 of 1954.
• What bill regulates the employment, working hours, and remuneration of workshop and office personnel?
• Employment Law No. 47 of 1956 for women, youth and children.
• Provide additional protection for women, youth, or children in the workplace.
• Workers' Compensation Ordinance No. 19 of 1934. Chapter
• Wage Commission Law No. 27 of 1941
• This is a bill that regulates the wages of employees.
• Union Ordinance No. 14 of 1935.
• Regulation on maternity benefits of 1939.
• Employee Provident Fund Act No. 15 of 1958.
• Law No. 46 of 1980 establishes a trust fund for employees
• Workers’ Termination Law No. 45 of 1971
• Tips Payment Law No. 12 of 1983

Source of details : http://www.labourdept.gov.lk/index.php?option=com_content&view=article&id=65&Itemid=86&lang=en

Summarize

Negotiating labor relations is a complicated and regulated process. However, when an HR professional is able to reach a strong agreement with the union, it demonstrates how important HR is to the organization's success.

References

Armstrong, M., (2009). Armstrongs Handbook of Human Resource Management Practice (11 ed.), London, United Kingdom: Koganpage.

Deakin, S. F. & Morris, G. S., (2012). Labour Law, 6 ed. s.l.:Hart Publishing

dept, l., (2021). Legislations Grid. [online] Labourdept.gov.lk. Available at: <http://www.labourdept.gov.lk/index.php?option=com_content&view=article&id=281&Itemid=86&lang=en#> [Accessed 4 August 2021].

Figure 1 source:  http://www.adaderana.lk/news.php?mode=head&nid=4038

Youtube link: https://m.youtube.com/watch?v=js9ETBsrmzY

HRM transformation with Covid-19 pandemic: Did Sri Lankan organizations manage well in Covid-19 pandemic?

COVID-19 has stunned all organizations, creating a difficult and challenging environment for management and human resource management (HRM) around the world. This pandemic is an unpredicted event that slumped businesses and workers alike. In fact, no one was willing, not even the largest economies that need to find smart and adaptable solutions to ensure the continuity of their companies and help their employees cope with this unusual situation. 

Reducing the impact of Covid-19 in an organization

The day-to-day lives of the general public have also been affected by the pandemic. Hence the income level of individuals is going down while the inflation and the losing job ratio is going up. A number of discussions are taking place in the meantime concerning the aforementioned impact of COVID-19 and suggestions for workplaces, working practices, and Human Resource Management (HRM).

 It is quite obvious that the Human Resource division in every company is compelled to play a crucial role in fighting against COVID-19 while making sure that the human resource management functions are managed optimally. Thus, many companies have updated their risk management systems to overcome a specific exposure while identifying the sources of exposure.

The core of every leader's decision relies on valuing human dignity and a strong belief in people first.

Global HRM Practices During a pandemic

 

Followings are the HRM practices in a nutshell that are executed globally (Dissanayake,  2021).

Proactive         -Training 
                        -Task restructuring

Reactive          -Frozen recruitment
                        -Dismissal of (casual) staff
                        -Task reorientation
                        -Pay differentials
                        -Special leave policies
                        -Diverse modes of remote working (e.g., teleworking, work-from-home)
                        -Flex-time working
                        -Retention tactics
                        -Pay adjustments

Implements that used in organizations of Sri Lanka 

The followings are a brief insight into the tactics that are taken by the Sri Lankan human resource leaders in this pandemic situation: 

-Initial release of the full monthly salaries for the month of March

-Online delivery instruction to professional subjects

-Full pay employee's salary during enhanced community quarantine for those who are unable to work from home.

-Provided additional facilities such as masks, sanitizers

-Supplied Additional medical assistance- Some of the organizations have maintained their own isolation centers for their employees      

Conclusion and Argument

Essential and careful steps have been taken by the employers in order to figure out the risk factors in working environments and to determine the leadership measures that are necessary to implement. They have reflected flexibility to cope with the needs of their people, without being too technical while promising social safety.

It is quite true that acting humanely and with dignity with regards to the capacity of HR practitioners amidst a crisis has been put to a test. Thus, my suggestion is that HR practitioners should often decide and act while putting people in the first place. Many companies in Sri Lanka have provided clear directions, confidence, and safeguarding employees while adapting to the safety guidelines imposed by the government. This conveys a strong message that the wellbeing and overall health of the community are considered more important than mere profit. 

As a country with a developing economy Did Sri Lankan companies manage well this pandemic situation or did we have a better way to manage this pandemic?

References

Dissanayake, K., (2021). [online] Fgs.cmb.ac.lk. Available at: <https://fgs.cmb.ac.lk/wp-content/uploads/Encountering-COVID-19-Human-Resource-Management-HRM-Practices-in-a-Pandemic-Crisis.pdf> [Accessed 18 July 2021].

Youtube link: https://m.youtube.com/watch?v=MZ6Qf0TCB-U