Human Resources Equal Employment & Affirmative Action

Question: Describe about the Human Resources for Equal Employment Affirmative Action. Answer: Introduction The White Feather Corporation is a rapidly growing consumer product organisation which has its specialization in the production and sales of household items and products, such as lawn furniture, spa accessories, insect repellents, stain resistant paints, etc. The company has a workforce of 400 exempt and 3,000 non-exempt employees and almost all of them are full time workers. In addition to its Clucksville office, the company has five more plants and two distribution centres throughout the state. The company recently established a Human Resource department in order to centralize the function of controlling and directing its human resources. The heads of the departments were chosen out of those employees who had been working with the company for more than 10 years. Marianne Collins was given the responsibility of college recruitment and 50% of her time was to be devoted to it. During the first year, she developed a recruitment plan and decided that the company would conduct recruitment in 40 colleges by the end of the first year. The recruitment procedure began but the end results were not that good. There were a number of complaints registered by the placement officers of the colleges that the company visited. Out of the 55 candidates who were given a job proposal, only 30 accepted the proposal. In the end 25 of them were invited to join the company out of which only 15 accepted the job offer. The recruitment plan was a complete failure and Marianne was asked to meet her boss to explain him all the problems and was also told that she would receive no merit pay increase. In this assignment, we will design a revised recruitment plan for the company that would help them in conducting college recruitments more efficiently and with better end results. Wfc College Recrutiment Plan Requisitions/Needs 40 college graduates Reports to Department manager Qualifications 4 year professional degree, excellent communication skills, decision making skills, self-motivated. Relevant Labour Market The candidates will have to look after the production operations and the sales of the products. They will be offered white collar jobs if selected (Ford, 2011). Number of colleges and contacts per college The company will visit a total of 10 colleges throughout the year and will select a minimum of three candidates from each college while the rest of the candidates will be selected on the basis of their performances. EEO/AA Considerations The recruitment of candidates will be strictly according to the guidelines mentioned in the Equal Employment Opportunity Law based upon their performance in the various performance and personality tests that the management decides to take. The tests will be same for all the candidates and their will be no form of discrimination based on cast, gender, age, diversity, etc. (Hr.ucr.edu, 2016). Recruitment Plan Let us now design some important aspects of the recruitment plan: Selection and training of recruiters The selection and the training of the recruiters will be a top most priority for the management. The management will consider those people as recruiters who would have been working for more than 5 years with the organisation and know about all the basic operations that are involved in the business. The recruiters will be trained throughout the year so that they can fulfil their responsibilities by avoiding any form of unlawful activities. The training would aim at increasing their proficiencies in writing job descriptions and specification and also at conducting different personality tests. It would also increase their ability to draw conclusions from the test conducted. For their training and development purpose, they will be offered on the job training and development programs which will be conducted by professional trainers (Lse.ac.uk, 2016). Process Flow and Record Keeping The recruitment of the candidates will be conducted in a very systematic way. The tests will be conducted online and each candidate will be provided with a unique username password that would allow them to log into their accounts and take the required tests. It will also help the company in maintaining accurate records of all the candidates in the longer run. Once the preliminary tests are conducted, the passing candidates will then be eligible for personal interviews (Spencer, 2005). Pre-visit activities A team of recruiters will visit each of the college prior to the beginning of recruitment process. The pre-visit will be aimed at building relations with the institutes. The recruitment teams will conduct seminars in the institutes where the interested candidates will be informed about the company and the job for which they would be applying. The pre-visit activities will also allow the company to prepare the institutes for the recruitment process, such as selection of infrastructure, laboratories, interview rooms, waiting rooms etc. On-Campus activities The on campus activities will basically be related with the recruitment process. The on-campus activities will include preliminary test, such as personality tests and psychological tests. Once the tests are conducted, the passing candidates will then undergo personal interviews (Venzin, 2016). Post-visit activities Post visit activities will be aimed at offering jobs to the shortlisted candidates, providing and taking back feedback from the placement committees of the institutes. Measuring Success Measuring the success of the recruitment process is one of the most essential things that the WFC company will need to check after the implementation of the new recruitment process. Let us talk about some key points that will be used to measure the success of the recruitment program: Time to hire one of the key factor will be the time that the recruitment team will take to hire the decided number of candidates Cost of hire the next key factor in measuring the efficiency of recruitment plan will be to check the total cost that the company will have to incur in the recruitment process Jobs offered and jobs accepted another important measure will be the number of jobs offered and the number of job offers accepted Retention rates it has been found that fresh candidates have a tendency to quit organisations very early. Therefore, another important factor that would measure the success of the recruitment program will be the number of freshly hired candidates that the company will be able to retain ("Recruitment - Do you measure up? - APSC", 2016) References Ford, R. (2011). Blue Collar, White Collar, No Collar. New York: Harper Perennial. Human Resources: Equal Employment Affirmative Action. (2016). Hr.ucr.edu. Retrieved 29 September 2016, from https://hr.ucr.edu/recruitment/guidelines/diversity.html Recruitment - Do you measure up? - APSC. (2016). Apsc.gov.au. Retrieved 30 September 2016, from https://www.apsc.gov.au/publications-and-media/archive/publications-archive/recruitment-measures Recruitment and selection training - Recruiting staff (including contracting hourly paid staff) - Joining LSE - Human Resources - Staff - Staff and students - Home. (2016). Lse.ac.uk. Retrieved 29 September 2016, from https://www.lse.ac.uk/intranet/staff/humanResources/joiningLSE/recruitingContracting/recruitmentAndSelectionTraining.aspx Spencer, K. (2005). Personalizing My Own Strategic Recruitment Plan. Plastic Surgical Nursing, 25(2), 59-60. https://dx.doi.org/10.1097/00006527-200504000-00003 Venzin, M. (2016). Develop a Sustainable Recruitment Plan. The Membership Management Report, 12(10), 1-1. https://dx.doi.org/10.1002/mmr.30488