The Recruitment Process of a leading commercial bank which I work for,
Candidates can apply from standard applications available
in our website. After selecting qualified candidates, they will be called for
an exam. Candidates who get through the exam successfully will be called for an
interview as the final hurdle. Candidates who goes through will be selected
and enrolled for a training (induction) program. After completing the
induction, they will be assigned for suitable workplaces.
The Bank value diversity in age, gender and other
representations as it enhances the quality of through providing flexible
working conditions, and better work-life balance- a pertinent issue team
and effectiveness of decision making. The Bank strive to nurture a diverse
workforce for women. Policy frameworks which foster equal opportunities in
recruitment, promotion and remuneration have also enabled them to build a
diverse workforce. A process is in place to obtain regular feedback from our
staff through the Nations Voice Forum in relation to work place logistical and
safety issues.
A team of 2,943 dynamic and diverse individuals are the
Bank’s primary value creators. With an average age of 28, our team is young and
energetic, responding well to change and increasing digitization in the sector.
Following the Bank’s aggressive branch expansion in recent years, regional
employment has widened with nearly 19% of employees now operating outside the
Western Province. Female representation is relatively high at 40% and the Bank
also has the highest representation of females in management roles. The Bank
typically engages employees on a full-time basis; outsourced employees are used
for specific functions which are not critical.
The Bank also hope to further refine the recruitment
process to identify individuals with digital, analytical and leadership
capabilities-skills bank believe are vital to the achievement of their
strategic ambitions. Strengthen e-learning to become a key mode of training,
develop succession plan for senior management positions and adopt a more
dynamic recruitment strategy.
Recruitment can be defined in a
very broad variable scope starting from placing a door sign which advertises
that certain type of help is required to a fully organized process that uses
latest technologies to screen them and select the skill set an organization
need (Victoria, 2016). A wrong selection in recruitment can cost the
organization a considerable amount of money, time and resources. Therefore
making the right decision is very critical to the operation and the outcome of
the organization.
List of
References
Victoria, A. (2016). Job Recruiting and Selection.
Connecting human resources planning to organizational strategies, DeCenzo&Robbins( 2005) stated that human resources managers must be involved in the strategic planning process and employment planning to make sure that suitable staff are able to meet the criteria laid down.
ReplyDeleteUsing an appropriate recruitments strategy can have a positive result. Improving recruitment and selection and using quality systems will help organizations to drive towards success due to the reason that they will have the suitable people in the correct role. (Devaro,2008)
DeleteManagers should use every opportunity for gathering feedback without waiting for the annual appraisal (Walker, 2012) in order to ascertain that proper recruitment has done.
ReplyDeleteAgreed, The organization needs to decide on the degree to which it ‘makes or buys’ talented people, which means answering the questions: to what extent it should grow its own talent , how much it should depend on external recruitment (bringing ‘fresh blood’ into the organization).(Armstrong,2014)
ReplyDeleteIn addition selecting the most suitable and best candidates to the organisation the outcome shows as creating a best organisational culture and increasing the employee engagement for the organisation (Vance, 2006).
ReplyDeleteAgreed,Nalin , Recruitment and selection is important aspect for every organization in getting the right employee for the right job (Noe, 2012).According to (Stewart and Carson 1997) the aim of recruitment and selection process should get suitable employees with minimum cost.
DeleteGamage (2014) noted that the recruitment and selection practices will determine who is hired, shapes employee behavior and attitude. If properly designed, it will identify competent candidates and accurately match them to the job. The use of the proper selection device will increase the probability that the right person is chosen to fill a slot. When the best people are selected for the job, productivity increases.
ReplyDeleteThank you Shamalka, Recruitment and selection of employees are fundamental to the functioning of an organization and there are compelling reasons for getting it right (Triphathi & Agrawal, 2014). So there should be a better HR in any organization to make the recruitment process success.
DeleteIn addition selecting the most suitable and best candidates to the organisation the outcome shows as creating a best organisational culture and increasing the employee engagement for the organisation (Vance, 2006).
ReplyDeleteYes, Geethanjalee , The most important elements in the growth and development of any organization are the need for qualified and competent human resource. Effective recruitment, selection and retention process can result into a good pool of human resource with required skills, knowledge and experience in the organization (Samwel, 2018)
ReplyDelete