Recruitment and Selection

From time to time, each company faces the necessity to employ new staff. This process encompasses a range of consecutive actions that the most appropriate candidates are finally selected. Apart a common set of activities, some companies invent own internal, usually secret, methods to get the best human resources that perfectly meet the companys requirements. This case considers the particular case study on recruitment and selection that is related to the retail business company Venus Style. As its activity is primarily customer[1]oriented, the selection of Internet shop assistants and managers becomes a key factor of the advancement of the companys business.

Background:

The retail business company Venus Style promotes Internet sales all over the world. It has an advanced official web-site that encompasses a lot of customer services, such as live chat, support mail, delivery and return service, V.I.P. database, and others. That was the reason why the company permanently searched for new employees to maintain functioning of all services of the retail business.

Problem:

The crucial problem that the company periodically faced with was the staff turnover. As company served customers from all time zones, an Internet shop assistants work was organized by shifts. According to this, night shifts were usually the most overloaded time which involved the most intensive work processes. Unfortunately, these busy nights were often accompanied with interpersonal (client-worker) misunderstandings and even conflicts that ended up with the employees quits.

Solution Plan:

In this situation, the problems are connected to the fact that an HR management of the company does not include the individual approach. New employees do not feel engaged in the common deal and thus, do not treat their duties enough carefully and patiently. Correspondingly, the first task the company aims to perform is providing exceptionally comfortable work conditions so that its employees can avoid stressful situations. In this aspect, it is necessary to revise and reestablish the core values of the company. Accordingly, the employees start participating in discussions of work conditions hence, a top-down run method, which is typical for most organizations, is rejected. An updated hiring operation in Venus Style includes a specific method to select right humans. The innovative point of the companys core principles is related to the determination of personal features of each candidates character. To be specific, Venus Style provides a taxi for the candidate who applies for a position at the very end, the taxi drivers opinion of the potential employee is taken into account by the recruiter. Thus, even if the person makes progress in a job interview, he or she can fail this application in case of the rude regard to the taxi driver.

Conclusions:

Ultimately, not every candidate got the chance to join Venus Style team. Over the updated hiring process, the company managed to hire right people that contributed to great mutual outcomes. The sales show the effectiveness of this policy: for the previous season, they have enlarged from $2,6 million to $5.1 million globally. Especially progressive is that over eighty percent of them are based on the repeat clients. Furthermore, the company continues to develop the peopleoriented policy and thus, to ensure its employees loyalty.

Question 1.1 (25 Marks) Venus style has approached you as an HR advisor concerning an Induction process. Create an induction plan for the company.

Demonstrate a concise knowledge of the concept of induction and all information relating to induction. Evaluate the case and provide a clear, comprehensive induction plan. Distinct application from case study must be demonstrated.

Question1. 2 (25 Marks) Provide a detailed report to Venus styles on the importance and benefits of induction to the organisational environment.

Demonstrate a concise knowledge of the concept of induction and all information relating to induction Distinct application from case study must be demonstrated.