RECRUITING AND

SELECTION PROCEDURES
OF APACHE
Name: Yadanar Su Hllaing

Class: UB-07-19

Module: Human Resource Management

Date: 2 May 2022

PRESENTED BY: HR OFFICER

1
PRESENTED TO: GENERAL MANAGER, DIRECTOR OF HR AND

RECRUITMENT MANAGER
01 Introduction

02 Company Profile

Table of Contents
03 Workforce Plan

04 Job Description and Person Specification formats

05 Sample Job Advertisement

06 Selection and Interview Approaches

07 Recommendations

03 Conclusion

04 References 2
 INTRODUCTION
• Recruitment and Selection process is very crucial for any organization as well as Apache

• A recruiting and selection policy guarantees that all hiring and selection procedures are transparent, and
that all stakeholders (hiring manager, HR, etc.) are confident in the end result.

• A good recruitment and selection policy should be consistent. Organizations should avoid setting various
selection criteria for each candidate, as this makes evaluating their performance impossible.

• Covid-19 has paved a new way for recruiting and selecting.

• A hybrid workforce of onsite and remote employees will become more common, as well as hiring process
that blends virtual and in-person operations.

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A Shwe Taung
P Construction
Co., Ltd
A
C
• Subsidiary of Shwe Taung Group of
Companies
• CEO is U Eike Htun and MD is U Aung Zaw
Naing

H
• Founded in 2014.
• There are more than 600 employees.
• Head of office is located in Bahan Township

E 4
Vision
“To be THE FIRST CHOICE for
building materials with our world-
class products and services” (Shwe
Taung Cooperation, 2016).

Mission
“We are committed in providing
consistently high quality building
materials and maintaining
trustworthy relationships with our
stakeholders” (Shwe Taung
Cooperation, 2016).

5
 To reduce the costs of the
operation by 7% and increase Reduce 15% of the sanitary waste
the profit margin for the year by the end of the year 2022
2022

Increase sales by 10% for

the year 2022 Objectives

To implement the new production

capacity, training should be given
5 employees should be with appropriate tools, knowledge of
recruited by the end of the mechanical and math with the training
year 2022 program for 4 months in 2022
6
Organizational Chart of Apache (Shwe Taung Construction
Co.,Ltd) Board of
Directors

CEO

Human Project
Technical Finance Marketing Logistics Environmental
Resources Management
Department Department Department Department Department
Department Department

IT Project
Planning Budget Recruitment and CSR Environmental
management Purchasing
Officer Selection Coordinator Engineering
staffs

Sales and
Training and
Accountants Customer Production
Development
Service

Raw Material
Management
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PROBLEMS IN RECRUITMENT AND
SELECTION
• Due to Covid-19 pandemic and the coup, many
employees are sent off and drop out from work.

• Apache has to cut the salaries a bit lower to cope with

high costs due to the increase in prices and electricity
bills.

• Therefore, difficult to find skilled workers as they

expect high salaries.

• Employees want support financially and

psychological wellbeing during the crisis like Covid-
19, military coup and high commodity prices.

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 WORKFORCE PLAN
 Since due to the Covid 19, many employees went remote working and only few stay on
production site with several safety protocols.
 As more people have had the opportunity to work remotely, many are finding they like it.
Thus, the recruitment for remote working continue.

Thus, the digitalization of the recruitment process and usage of new digital tools should be well planned.

9 9
WORKFORCE ACTION PLAN (PROPOSED)
Identified Strategy/action Resources Outcome/ measure Who By when
issue/gap
Improving the • Hire a trainer that can • Cost of • Employee performance HR Within 7 months
ability to easily retrain the existing recruiting and measurement with KPI department
and quickly retrain, employees to adjust in the arraigning and to achieve 5%
cross-train and remote working salary for the higher performance
redeploy staff.  environment trainer than the previous year

Emphasizing • Adjusting plans every three • Costs for • With the help of the HR In the next 6
benefits to protect months by meeting with trainings and surveys and interviews department months
the emotional, the employees (interviews rewards to the employees,
mental and and survey) • Time to do the achieve 7% more job
physical health of • Give stress reduction interviews and satisfaction than the
their employees. training and stimulations surveys previous year
• Prepare a reward system
for employees that show
improvement in their
performance not just the
the achiever

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WORKFORCE ACTION PLAN (PROPOSED)
Identified issue/gap Strategy/action Resources Outcome/ measure Who By when

Hire 2 people with Recruitment Cost of recruiting and • Being able to create a • HR Within a year
data analytics and process arranging salary for the software for time department
software programmers programmer tracking, timesheets and • Technical
team management, online department
training software and
feedback system
• Being able to maintain
the software and to make
it run smoothly with
minimum error

Hire 2 junior sales Recruitment Cost of recruiting and • Tracking the sales and to • HR Within a year
representatives to process arranging salary for the achieve 10% more sales department
promote selling junior sales compare to the previous • Marketing
through online and representatives year department
social media

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JOB DESCRIPTION AND PERSON SPECIFICATION

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 JOB DESCRIPTION AND PERSON
SPECIFICATION ISSUES
Since the software for remote working are
not set up yet it is hard to determine to
which extend that the employees need
technical knowledge

Too much expectation and experience

requirements

Should state that it is going to be remote

working when Covid hit.

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 SAMPLE JOB ADVERTISEMENT
The current channel that Apache use for job advertisement is mainly through online
 Facebook
 Apache website
 Online Recruitment Agency : Myjobs.com.mm and Jobnet.com.mm

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 APACHE SELECTION PROCEDURE
After the application process, screening process take place to narrow down the pool of candidates from a vast number to a
reasonable group of 3-10 individuals who can be interviewed.

Then a job interview is done where candidates are interviewed by HR department to determine their suitability for the
employment which is now mostly through online meetings.

After that the employees are assess with the knowledge they said they possessed in their job description.

Reference and background are then check to confirm the accuracy what the candidates told.

Lastly, base on the steps above a decision is made by the head of HR department to choose the candidate with the greatest
potential.
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NEW PRACTICES FOR SELECTION AND
INTERVIEW (PROPOSED)

To recruit the best students in certain
schools and universities for entry level
and internship since the younger
generation has more knowledge about
digital platforms.
To use analytics tools (which analyze
resumes and data to automatically
expose crucial insights and information
at a glance).

Start the training early in the interview

process with free online class. Because
of the pandemic, several candidates
were homebound and had additional
time to finish professional development
courses.
Creating resumes that are computer-
readable and incorporating common
search-term keywords.

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RECOMMENDATION
After the Covid 19, in the post-pandemic period, it
seems more employees will work remotely and it will
become a new normal. So Apache should find ways to
normalize it too.

Remote working would create gap in collaboration and

individuals connection, and Apache should create new
ways to bring these individuals together.

Apache also focus more on the employees well-being as

well as their growth especially during the crisis.

Apache should have proper crisis management system

or team to operate in the unstable environment.

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CONCLUSION
Apache should have a
comprehensive plan for the
Apache has a flat
new normal which is
organizational chart and it
remote working and
is wide.
recruiting through online

Current issues in Apache

is caused by Covid-19
pandemic

Apache should hire more They should also create

technical and sales representatives ways for more
from young generations as they collaboration within the
are more in touch with organization
technologies.
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 REFERENCES LIST
Apache Cement , 2022. Career: Junior Sales Executive / Sales Executive. [Online]
Available at: https://www.apachecement.com/career/junior-sales-executive-sales-executive/
[Accessed 30 April 2022].
Apache Cement, 2022. About Us. [Online]
Available at: https://www.apachecement.com/about-us/
[Accessed 30 April 2022].
Awu, E., 2021. The Impact of Covid-19 Pandemic on Human Resource Management and the Role Changes of HR Manager in an
Organization. International Journal of Academic and Applied Research (IJAAR), 5(12), pp. 8-14.
Jaqua, T., 2020. Recruiting and human resources in a post-pandemic environment. International Journal of Research in Human
Resource Managemen, 2(2), pp. 35-36.
Kuligowski, K., 2022. How to Hire New Employees During the Coronavirus Outbreak. [Online]
Available at: https://www.businessnewsdaily.com/15723-hiring-coronavirus.html
[Accessed 30 April 2022].
Meister, J., 2020. The Impact Of The Coronavirus On HR And The New Normal Of Work. [Online]
Available at: https://www.forbes.com/sites/jeannemeister/2020/03/31/the-impact-of-the-coronavirus-on-hr-and-the-new-
normal-of-work/?sh=241294ab2b60
[Accessed 30 April 2022].
Mishra, A. K. & Kar , A. K., 2020. Role of Human Resource in the Post-COVID Environment. [Online]
Available at: http://bwpeople.businessworld.in/article/Role-of-Human-Resource-in-the-Post-COVID-Environment/19-06-2020-
289219/
[Accessed 30 April 2022]. 19 19
THANK
YOU!
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