Case study

(New Tech) is one of the most important companies in the field of electronics, and one of the reasons for this success is its ability to provide advanced technology in the field of computers. The company is currently working with 20 engineers in the field of electronic engineering, and the company needs to attract and select 10 new engineers.

The opinions of senior engineers differ in the selection process and in determining the selection criteria, and each of them depends on his academic and practical experience only, while the other part depends on the achievements and qualifications of the applicants, while others are affected by the appearance of the applicant, his way of speaking and his vision of the prevailing economic conditions in the electronics market, and some are also affected by the similarity between him and his advanced.

The company was previously suffering from the presence of a group of incompetent engineers, and some of their performance is not good due to a shortcoming in the selection process, and the Human Resources Management Department sees the need to follow a systematic method to attract talent, and the company faces a set of administrative problems, including but not limited to:

• The productivity of the organization is constantly declining.

• Low performance rate for employees and there are no clear criteria for evaluation.

• There is a great conflict between the middle and upper management managers and the

  employees do not trust their management.

• There are complaints about the appointment of incompetent employees in administrative

  positions.

• The organization does not have a unified job description card, and it is not authorized to be

  circulated among employees.

• The organization lacks a human resource plan, personal interests dominate the work.

• Deficiency in many of the main functions of the organization despite the presence of disguised

  unemployment in the organization

• The organization does not have any modern programs to manage its human resources.

• Training in the organization is based on favouritism.

• Achievement is individual, not collective.

• The promotion system is based on seniority and does not depend on competence.

• The organizational structure of the organization is fictitious and has not changed for 20 years.

  You have been appointed as a director of human resources, and you have been assigned to submit a detailed report on the management of human resources in the organization, and based on your report and recommendations, they will be taken into account, provided that you personally supervise all the decisions that you will address in your report. Through the previous information, clarify the following:

  1- The real problem faced by the company with regard to the process of recruitment and selection?

  2- Will the company continue to follow the current system of selection? How can the job description be used to solve the problems facing the company?

  3- Do you recommend following a unified policy in the selection process for different jobs? 4- which type of recruiting should the company use? why? 5- What are the most important tests you will use to select new employees?

• 6- How can firm design and conduct an effective Interview? What are the characteristics that an interviewer should have?

• 7- Explain the steps that the company must follow to improve the current levels of performance through the use of human resources planning systems.

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