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Individul Assignment 2
Individul Assignment 2
INDIVIDUL ASSIGNMENT 2
Question 1 ........................................................................................................... 2
1.1 ................................................................................................................. 2
External factors: ..................................................................................... 2
Internal factors: ...................................................................................... 3
1.2 ................................................................................................................. 4
1.3 ................................................................................................................. 6
1. Job Posting ......................................................................................... 6
2. Employee Referrals ............................................................................ 6
3. Nominations ....................................................................................... 6
QUESTION 2 ...................................................................................................... 8
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STUDENT NAME: CHENYIYU ID:1001746309
4.0 Conclusion ............................................................................... 10
Second question ........................................................................................... 11
Question 1
1.1
External factors:
1. Employment rate
Employment rates have a big impact on the hiring process.In a booming market
environment, the employment rate will increase significantly.However, it is not
conducive to the development of enterprise recruitment behavior. Faced with
fewer applicants, companies are unable to hire suitable candidates on their own
terms, complicating the recruitment process.
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STUDENT NAME: CHENYIYU ID:1001746309
2. Competition
With the intensification of competition between enterprises, the recruitment
process will become more complicated. The advantages of the enterprise are
redefined, it is difficult to attract candidates, and candidates will have more
choices.
3. Law
National policies and regulations objectively define the restrictions on the
recruitment of enterprises. For example, labor laws in most countries stipulate
that gender, race, age, religion, etc. cannot be prioritized in recruitment
information.Enterprises must design their recruitment plans and methods to
attract qualified candidates within a specific group of people, including women,
local residents, foreigners and disabled.
4.Demand
The demand for a specific skill in the market increases the worth of the talent.
The shortage of the specific skilled professional required by your firm will
make you suffer in the search. You can either have to struggle hard to find one
or have to train in-door employees for the desired skill.
Internal factors:
1.HRMS
Recruitment is a HRMS. It defines the objectives and implementation of the
recruitment process. The development strategy of the enterprise provides more
posts.For instance, KFC will set its recruitment plan for specific people when it
transforms itself to obtain more orders online.
3.Budget
Recruitment demands a reasonable amount of cost over it. Organizations do
have to analyze the cost to calculate the return on the investment of recruitment.
Every organization defines their budget level, pre-defined for the recruitment
process. If your firm is already in the loss, you would hardly afford the
recruitment budget on a big scale.
4.Reputation
Recruitment and company’s reputation has a strong connection. In
multinational worldwide recognized organizations, the HR department would
receive hundreds of entries for a single job opening, where all of them being
competitive. This generates huge talent pool to select from. The recruitment
process in this scenario is very systematic, planned and documented. The
timeline would be longer too from advertisement to the final hiring.
1.2
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STUDENT NAME: CHENYIYU ID:1001746309
1. Employee leasing: The enterprise borrow the employee from the leasing
company or other cooperating enterprise, and all expenses incurred are borne
by the organization.For example, in supply chain relationship management in
China, enterprises lease technicians from other member organizations of the
supply chain. But much of that is in the state of corporate cleansing.
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STUDENT NAME: CHENYIYU ID:1001746309
1.3
1. Job Posting
2. Employee Referrals
3. Nominations
Some companies have a more closed approach to internal recruitment and may
ask managers to nominate high-performing individuals as candidates for
internal roles. This tends to be an informal system, yet it may be highly
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STUDENT NAME: CHENYIYU ID:1001746309
effective in smaller organizations in which individuals are familiar with the
work of employees in other departments. Such employees become familiar
with the organizational structure, style, culture, and system. They possess
required skills and experience. So, rehiring becomes a more appropriate source
of recruitment.
I think the approach with the least risk is Job Posting. Using this method can
find more suitable candidates within the enterprise and save recruitment costs.
The second method may be influenced by the relationship between friends or
family members in the organization. The third has a negative impact on
corporate culture, such as bribery and unfair.
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STUDENT NAME: CHENYIYU ID:1001746309
QUESTION 2
First question:
1.0 Introduction
The increasingly fierce market competition, along with globalization and the
narrowing of the scope of state intervention in the economy, has brought about
two types of changes.
1. Downward pressure on prices leads to a decline in labor and other
production costs.
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STUDENT NAME: CHENYIYU ID:1001746309
2. The competition pressure in terms of innovation and diversification is
increasing day by day.
While technology has created many new posts, it has also reduced or
eliminated some existing ones.
While technology has raised the skill requirements of some professions, it has
undeniably lowered those of others.
Today, men and women can worked multiple careers. Moreover, the workforce
is now more diverse. For instance, the people who make CD players may be
mostly male.
4.0 Conclusion
Employees should learn new knowledge and skills to cope with the changing
world. Employees should view the changing market with the perspective of
development, such as the work that can be completely replaced by machines.
There is no need for employees to make self-breakthrough.(in my opinion)
Second question
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STUDENT NAME: CHENYIYU ID:1001746309
1.0 Introduction
Most people believe that human resource managers, like others who are policy
makers,engaged in corresponding management activities, including planning,
organization and control.They formulate corresponding personnel policies or
systems according to the needs of enterprise development and their own
management functions.From the perspective of HRM practices in most
enterprises, employees at all levels in the enterprise agree with this role
positioning. In my opinion, this concept has seriously hindered the
development of enterprise human resource management and directly affected
the value of human resource management, which is not suitable for the era of
development.
Managers acknowledge that people are important, but the brain drain is also
severe. Human resources are strategic resources, however, human resource
managers pay too much attention to low value-added works. For example,
record attendance and so on. Their focus on improving service quality is the
core of the function.
Managers always assume high-level roles. For instance, work behavior is done
by command. Regardless of external service objects, in the enterprise, the main
body that has an interest relationship with HRM is the employee. Human
resource managers in enterprises should strive to provide professional services
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STUDENT NAME: CHENYIYU ID:1001746309
to maximize the value of employees.
4.0 Conclusion
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STUDENT NAME: CHENYIYU ID:1001746309
QUESTION 3
New employee induction is the first formal contact with the enterprise, which
plays an important role in the rapid integration of employees into the enterprise
environment.However, many enterprises have little awareness of the induction
programme. In terms of training content, it is a common phenomenon that the
training is a mere formality and cannot effectively to the training objectives. By
analyzing the main contents of the induction training for new employees, try to
finds out some common problems and causes in the training.
Shortage of funds
SMES are short of funds, leading them to pay less attention to the induction
programme, and enterprises prefer to focus on the market and production rather
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STUDENT NAME: CHENYIYU ID:1001746309
than on training.This is a common phenomenon. There are a large number of
SMES with a wide range of business. SMES have been struggling on the
bottom-line, especially in the manufacturing industry.
This is also the problem of most SMES. Small and medium-sized enterprises
have no competitive advantage, and generally adopt the marketing mode of low
price and high sales. Every employee is a resource for them, and managers are
not willing to waste time on training.
No trainers
There are no trainers in the company. The HRM department still focuses on
salary payment and labor relations management, and does not provide unified
training for new employees.This kind of problem generally appears in small
and medium-sized enterprises, but some state-supported oligopoly or complete
monopoly of the super-large enterprises will also exist, especially the bottom
employees. Due to the complex structure and personnel relationship, the
training of low-level employees is often neglected.
Formalism
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STUDENT NAME: CHENYIYU ID:1001746309
In addition, the appropriate training method is very important, it can determine
the degree of knowledge and skills of employees to master.The diversity of
training methods can improve the learning enthusiasm of employees and the
training effect.
However, most enterprises often adopt formalism in the induction programme.
For example, the traditional lecturing method is used for new employees on the
production line, and the training method is not flexible.As a result, the training
effect is equal to 0.
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