HR assignment essay online help : Recruitment strategy of Bright Advertisement Pvt Ltd.

Bright Advertisement was formed by Mr. John in the year 2000. The corporate office is situated in Germany. Today there are more than 10 offices employing 1200 employees throughout the world. It has been providing services to its clients by designing advertisement for their products and services. Global clients like Procter & Gamble, Dell, Lenevo, Genpact, Johnson & Johnson, Sony, and Nokia are being served by Bright Advertisement. The Total revenue generated by the company is 100 million US ($).

Vision:-Create Brightness all over by serving the clients.

Mission:-To be the Choice of all the clients located globally.

Core Values:-To be number one in this business line by successfully achieving the milestones.

Organizational Design and structure of Bright Advertisement Company is shown below.

(Business Mate       2009)

Employees grade Level on the basis of Bright Hierarchy, Employees experience and Qualifications is shown below (About.com     2012).

Bight’s Strategic & Operational Plans

Bright will increase its global presence by opening 70 branch offices till 2015.

• Increase the manpower strength around 10000.
• Bight’s objective is to create 150 million US ($) company till 2013.
• Annual Budget is sanctioned and allocated to different departments for carrying out business activities smoothly.
• Innovate and Develop new cost effective solutions for the customers.
• Use green business Technologies to reduce the carbon foot prints.
• To hire and retain the best talented employees who can inculcate its culture.
• The requirement of the Employees from various departments for the respective positions is being communicated by the department heads to the HR head.
• The HR Head along with his department’s employees will frame a proper and feasible recruitment and the selection strategy for the employees (The University of Adelaide   2012).

There are few positions which need we need to fill immediately as per the requirement. There are vacancies for Trainee position in marketing department and for assistant manager Hr in the HR Department. Before starting the recruitment process there should be Job Description of particular position. Job Description will spell out the duties and responsibilities of a particular employee.

1. Format of Job Description for Marketing Trainee Position is shown below.

• (Any under Graduate BBA,B.COM)  &  ( PGDM/MBA in Marketing at  PG Level)
• 60% throughout in X, XII, Graduation & at PG Level.

Competencies Required

• Excellent Communication , Self Starter,
• Analytical skills ,Meeting Deadliness , & Team Player

Reports toFunctional       :  Assistant Manager Marketing

Administrative: Senior Manager  Marketing

Purpose of the Job

Identifying the number of prospects by market mapping. Generating business leads by cold calling and by conducting business meetings.Key Result Areas.

• Marketing the advertisement services of their company. Developing the business.
• Managing the promotional activities of their clients by creating Brand Awareness, showing presentations to the clients.
• Timely delivering the services to their clients.

2. Job Description of Assistant Manager HR

Experience  : 2-3 years of experience HR Generalist profile in similar type of company

Qualifications

• (Any under Graduate BBA,B.COM)  &  ( PGDM/MBA in HR &  IR at PG Level)
• 60% throughout in X, XII, Graduation & at PG Level.
• Candidate must be from Reputed Business Schools.

Competencies Required

• Excellent Oral & written Communication skills , Interpersonal Relations,
• Analytical skills & Team Coordinator.

Reports toFunctional       :  Senior Manager HR

Administrative:  Head HR

Purpose of the Job

Developing the recruitment and selection strategy for hiring the talented employees. Maintaining the Legal compliance & payroll structure of the employees and timely updating it with the help of HRIS software.Key Result Areas.

• Framing the Job Description Matrix. Framing HR Policies and Procedures.
• Recruiting and selecting the suitable candidates. Proper filing of their documents.
• Induction and Training and development of the employees & maintain PMS.
• Handling Employees Grievances and conducting exit interviews.
• Maintaining MIS, HRIS, Payroll Processing, full and final settlements of the employees.

After creating and identifying the Job Description it becomes easier for framing the recruitment and selection strategy. There is a requirement of marketing trainee because company can generate business leads and he will be responsible for generating the revenues. He will help in analyzing the market and conducting various research based activities (Creative Industries Jobs   2011). Similarly there is a requirement of Assistant manager HR because company wants to increase its manpower strength in future. Assistant Manager HR will help in hiring and retaining process of the talented employees at Bright Advertisement. The senior Manager Hr will discuss with the respective department Heads to know about their requirements.

Steps to be followed for the appropriate Recruitment Process are as follows.

1. Planning the Recruitment Strategy

We know without having a strategy the vision of   the company perishes. Strategy helps to achieving the long term goals of the future. The HR Team at Bright is placed with the responsibility of ensuring that it plans adequately for engaging talented employees. Company can hire either by themselves or get hired by their vendors. Planning will help to identify the market conditions whether labor is available easily or not. Strategy will also help to identify the cost effective methods of posting the advertisement and hiring process. Human resource planning will also help an organization to move from its current Manpower to the desired manpower situation. Proper HRP will help to cope up with the challenges in the market, to find out the appropriate cost of hiring (Hearst Communications Inc    2012).

2. Market Mapping

It will help to identify or map the bundle of skills and knowledge & how to acquire them. Market Mapping will help to search appropriately by providing feasible methods. It will help to gather lots of information of their vendors and sources used for the recruitment process. This process will help to find the cost effective methods of Hiring.

3. Sources of Recruitment

Sources of recruitment used can be internal and external depending upon the kinds of profiles required by the particular department. There is a chart which shows the type of internal and the external sources. Job can be posted in various ways using Print Media, Mails, Websites, Jobsites and etc.

(Global SRVCS    2012)

Cost Effective Methods of hiring for the given positions are explained below.

The cost effective method of hiring for the Marketing Trainee can be from MBA Campus because, the best required candidate can be easily screened out from the largest Talent Pool. It does not need any sort of cost for advertisement in the campus. Tie up with colleges can be done which will be beneficial for both the campus and the companies. It will help to save the time and the resource. Walk-ins can be organized to invite the applicants.

Assistant Manager Hr can be hired by posting the requirement using the print media like Job Sites, by identifying the competitors with the same line of business and offering them lucrative perks and incentives. It will require some cost because some time the requirement is being communicated to the vendor who will help in the hiring process. Promotion can also be used as an internal method which will be a cost effective source for Bright Advertisement.

Recruitment Process will help in capturing the resume from the various sources lime jobsites, websites and etc. It will also help in managing the resume and tracking the history of the candidates. Required vendors can be identified easily. Various systems like HRIS can be managed properly.

There are certain advantages and disadvantages of hiring externally and internally in the organization. Advantages of hiring internally in the organization are it is more reliable, economical, satisfying and suitable. There are certain disadvantages of hiring from within are it provides limited choice, Inbreeding and Bone of contention. The advantages of Hiring from outside the organization are it provides wider choice, injection of fresh blood, long term benefits. There are some disadvantages like it is de motivating for others, expensive and time consuming (The SHRM Learning System   2008).

Legal Requirements for the Recruitment/Selection Policy

There are many legal issues which are concerned with the aspects of a recruitment/selection process in the organization. They are known as unfair discrimination on the basis of sex, race, disability, colour, gender, religion, marital status. Therefore certain acts have been amended to prevent from such unlawful activities during the recruitment process (Birkbeck University of London    2011).

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