Company_Issues

I Hate It Here, Inc. Mickey Johnson North University After a thorough review of,” I Just Love It Here, Inc.” staffing and retention strategies several problems were identified. Below are the problems identified and the suggested action plan to resolve the problems. 1. Problem: Hires from outside to fill all openings regardless of where it are the firm. Action Plan: Hire entry level from outside and upper level employs from without as much possible. The advantages to hiring employees from within the company are a greater company knowledge base, continuity, and improved morale. An employee already in a business is likely to know more about the company's needs and will be able to approach a new position with the added perspective of his or her previous position. Hiring from within also brings continuity to a company—the talent of the individuals remains within the company, and therefore is "re-invested." Finally, employees generally feel good about a company which promotes from within. It signals a company's belief in their people and in the quality of work that they do, and provides them with tangible evidence that their own efforts can bring about career advancement. As a result retention of high performing employees is increased. Hiring from within can be done by posting job vacancies on companies intranet and internal recruiting of high achievers. 2. Problem: No policies and procedures on recruitment. Action Plan: Creating a company handbook that has clear and instructions on recruiting procedures and policies The recruitment and selection process is of paramount importance in order to recruit staff with the necessary skills and attributes to enable I Love it Here, Inc. to fulfil its corporate aims and objectives. The Recruitment and Selection Policy and Procedures aim to provide clear guidance to managers in relation to both the selection and appointment of staff. Recruitment is hard work it like finding a needle in haystack. (Cascio, 2010, p.199) A recruiting policy promotes and supports good practice for those with responsibility for recruitment. The policy and procedures handbook aims to achieve the following objectives: • Recruit staff with the appropriate skills, both technical and personal, in order to meet the company’s current and future needs. • To ensure that employees appointed to posts involving technical and administrative responsibilities are qualified to carry out such duties or are working towards an appropriate qualification. • Work to a fair and effective recruitment procedure, which is consistent with employment legislation and the company’s Equality and Diversity policies and practices. • Develop and enhance the public image of the incorporation, both as an employer and as a quality provider good and services. • Ensure internal candidates or others personally known to the interview panel must be treated in exactly the same way as all other candidates. • Develop a system to where applicants not selected are kept on file for specified period of time. • Ensure exit interviews are conducted so the company can determine why employees are leaving • Develop procedures for creating and updating job descriptions. 3. Problem: Only small newspaper ads are used to run ads for openings. Action Plan: Use multimedia sources on the internet to run ads for opening. Our HR consultants recommend that employment ad be placed online in a national job search database to get more exposure. Considering how popular the Internet has become, many job applicants regularly browse the web for a career change. Monster, Careerbuilder, and HotJobs are a few of the most common online job marketplaces. The Internet exposure will help I Just Love it Here, Inc. reach a larger audience and locate talent for the business very quickly.