Career Planning, Goals and Development Essay Example

implied contract. Throughout the course of hiring, employers must not make any promises to a potential new employee. These false promises or statements may end in breach of the "implied contract", which is punishable under the law.

The department has put these laws into consideration, and come up with a set of regulations for the selection process. Each position has different regulations and professional qualifications to satisfy.

Manager.

This post will be the senior most position in the branch office. The major role of the Manager is to organize all administrative activities that ensure the institute is operating as well, with a pleasant proficient service that sees to the expectations and desires of the customers. They oversee the production and provision of good/services. Qualifications:

• Hold a Master's degree in business administration/business management; computing and information technology; human resource management; management; public administration
• Hold a bachelor of business administration; computing and information technology; human resource management; management; public administration
• A minimum of ten (10) years' work experience in auditing, three of which should be in senior position.

Auditor
The overall role of the auditor is to provide leadership and support to the Internal Audit unit.
Other functions include evaluation of the effectiveness of the organization and carry out audits and preparations of timely, detailed, accurate audit reports. Qualifications:

• Possess a Master's degree in Finance or Accounting Options equivalent (Business related)
• Possess a Bachelor's degree in Finance or Accounting Options equivalent (Business related)
• A minimum of ten (10) years' work experience in auditing, three of which should be in senior position.
• Certified Information System Auditor ((CISA)
• Knowledge of Legal Audits.

IT Administrator

An IT manager is responsible for maintenance of an organization's network, servers and

security systems. Qualifications:

• Hold a Bachelor of degree in Information Technology or Options equivalent (Computer Science related)
• A minimum of five (5) years' work experience in computer science related fields.
• A working familiarity of IT operating systems, mainly Windows, Exchange, and Citrix.
• The interactive experience of installing IT hardware software.

Sales / Marketing Manager

The role is to achieve the organization's development activities by researching and developing marketing opportunities and plans, implementing sales strategies and managing staff. Qualifications:

• Bachelor's degree in business and marketing majors are preferred.
• Three to five (3-5) years in a sales representative role preferably within an industry.
• One year of prior management experience
• Exceptional written and verbal communication skills.
• Familiarity with data analysis and reporting.

Office Assistant

The roles of the Office Assistant include performing various responsible office support activities and administrative tasks in support of the assigned department. Qualifications:

• Diploma in Business and Administration (Office Administration)
• One year experience in the industry
• Ability to operate a computer and a variety of software packages.
• Ability to operate various office equipment

Receptionist / Security Personnel

Their primary roles include welcoming visitors and directing them to their desired department/ office, management of the visitors' book and handing out security passes. Qualifications:

• High school certificates
• Holder of security guard license
• At least one year experience in either field (reception or security)

After identifying the vacant positions and analyzing their roles and qualifications, advertisement of the vacant position will be made on the Company's business among other online platforms and applications from the public, encouraged. This technique makes it easier for the potential applicants to get prior information about the organization and a more detailed set of roles and duties before they

apply; which will help them determine whether or not the job is appropriate for them. Some positions e.g. Security receptionist and office assistant will need more than one recruit.

After a thorough research and evaluation, the Human Resource Office settled on a variety of strategies to help with the selection process. Preliminary interviews, Oral Interview, Selection tests, Reference and Background checks, Selection Decision, Physical examination / Drug test and finally Job offer. First off, there will be a preliminary interview. This interview will be through an online application form will be uploaded onto the website alongside the vacancy advert. Each application form will be unique for a particular job position. The application form plays a very critical role in the selection procedure since it will be the basis of shortlisting applicants for the interview. It is through the application form also that the organization will obtain contacts applicants' for further communication. The office will give a deadline for submission of the form, and any form submitted after the deadline will not receive any consideration.

Step two is the oral interview. Only shortlisted candidates from the preliminary interview will get an invitation for this interview. The oral interview is a critical process of the selection process as it most of the time determine whether or not to hire an applicant. Harung & Travis (2015) say that an interview has a high predictive validity for job performance. The interview for the new recruits will be a panel one, with members from all the relevant fields represented in the panel.

The interview process has, however, over the years, proven to be problematic. For starters, the interviewees are often nervous during interviews.

Making decisions about the person with regards to this condition will lead to a faulty outcome. Still on the respondents, they have ‘mastered the art of interviews' and always speak what the interviewers want to hear instead of the actual truths. Take, for instance, the situational interviews where an interviewee would react in case of a particular situation. The interviewees will always go for the answers that would make them look like heroes and saints in the eyes of the interviewers, neglecting their truths in the process. Shortcomings on the interviewers’ side involve the parts when they ask irrelevant questions or ask trick questions that result in the torture of the questions' recipients.

In the solution to the interview crisis, selection tests have been included in the procedure, bringing us to step four. Various tests including aptitude and ability tests will be done by the applicants, to support their credentials. Interviewers are also to be offered training on the interview's Do's and Don'ts. The Human Resource Office has decided not to utilize integrity testing as a part of the selection process.

Integrity tests evaluate attitudes and experiences linked to someone's honesty, trustworthiness, and are used to detect people who have a more likely chance to engage in inappropriate behaviors. These tests usually involve asking direct questions about previous experiences related to ethics and integrity from which they draw conclusions about future conduct. In an organization that believes in second chances, we discourage the use of a person's one bad experience ruins everything for them. Other appropriate methods like the situational interview will be used instead, to predict how one behaves in a particular situation.

Applicants who pass the

selection tests proceed to this stage, Reference & Background checks. In this step, reference and background checks will be conducted, mainly through phone calls to the provided referees. These checks are for verifying information provided by the candidates. Legal statues are governing the kind of information that an employer can access and use for decision making. Only queries that are of direct relevance to the job may be allowed

The next step is of uttermost importance and the foundation of the entire selection process; Selection Decision. After obtaining all sorts of information about the applicants, comes the most crucial step, making decisions about which candidates to choose. It is the interviewing panel alongside other officials from related departments that usually make this decision. Since it is a line manager that is responsible for a new employee's performance, their views are given serious considerations during the decision making.

The final testing stage before the job offer is the Physical Examination and Drug Testing. Administration of the physical fitness test just like the drug tests mostly applies to the security detail of the organization or other personnel who participate actively in the organization. The physical tests also help in knowing an employee's health complications in case of insurance issues. Drugs often affect the productivity of an employee and may blind their judgments, leading to bad decisions, which have the power to bring down an organization. A job offer is always made depending on the candidate passing the tests.

The final stage in recruiting the employees for the new office is the task offer. The Organization makes the job offers to the candidates who have crossed all the preceding obstacles. The

organization then communicates the job offers through phone or email. Once the candidate has accepted the job offer, they are formally informed through a letter, of the proposed terms of the employment which includes their salary, and the roles attached to that position. “It is a good idea to follow up a verbal offer with a written offer of employment” (O'Rourke, 2016). The new employees sign the contract/formal letter containing the terms of employment thereby sealing the deal.

These steps outlined in this document were thoroughly scrutinized, evaluated and agreed upon by the Human Resource Department as the ideal selection method for the businesses' new employees. These stages have been used over the years in the organization’s hiring process and have resulted in the hiring of the organization's efficient and productive employees who have worked hard to ensure the development of the business until we have come to this point where we can expand the business to another state.

A couple of loopholes came into light in the old hiring procedure and rectifications made; the methods outlined here are, therefore, revised, more advanced and obviously better. I believe following these described steps will help a great deal in ensuring the smooth flow of the selection process of the brightest and best employees for the new office. These employees will, in turn, form a productive workforce that will ensure a productive and profitable office in another state, thus expanding the brand. “Employers must keep in mind that employees are the main contributors to the effective success of any establishment’s success (Abbasi and Hollman, 2010)

References

• Abbasi, S. M., & Hollman, K. W. (2010). Turnover: The real bottom line.Public Personnel
  

Management, 29(3), 333-342.