A company X limited is setting up a new plant in India for manufacturing auto components. India is a highly competitive and cost effective production base in this sector. Many reputed car manufacturers source their auto components from here.
X limited is planning to capture about 40% of the market share in India and also export to the tune of at least $5 million in about 2 years of its planned operations. To achieve these targets it requires a highly trained and motivated work force. You have been retained by the company to advise it in this matter.
While giving answers keep in mind the sector the company is operating.
Questions
1. Outline the process of staffing the company should follow.
2. Which sources of recruitment the company should rely upon. Give reasons for your recommendation.
3. Outline the process of selection the company should follow with reasons.
4. Which methods of training and development should be company initiate? Explain giving reasons.
1. The process of staffing that the company should follow is as follows.
i. Identify and estimate the number and the kind of personnel required for the set up.
ii. Look for suitable candidates to fill the job vacancies and persuade them to apply for the same.
iii. Choose the right candidate through a rigorous selection process.
iv. Make the selected employees comfortable and familiar with the working environment.
v. Train the employees as per the requirements of the job.
vi. Assess the performance of the employees against the predetermined standards and provide feedback.
vii. Place the employees who are doing well at higher level in the hierarchy and position.
viii. Provide suitable compensation to the employees.
2. The company should rely upon external sources of recruitment. As the company is setting up a new plant in a new region, candidates from the local area would be more suitable as they would be familiar with the working conditions, problems faced, etc. in the local region. This would be in favour of the organisation.
3. The following selection process would be used.
i. As a first step screen the candidates and eliminate those who do not fulfil the basic criteria and qualifications as per the job requirements.
ii. Judge the candidate on different criteria such as aptitude test, intelligence test and personality test.
iii. Conduct a personal interview involving a direct conversation between the manager and the candidate which would further help in judging the overall suitability of the employee according to the job requirement.
iv. Conduct a background check of the candidate taking references from person known to the candidate, previous employers, etc.
v. If the candidate is found suitable provide a job offer confirming that he/she has been selected.
vi. Finally provide an employment contract mentioning the terms and conditions of the employment.
4. In order to have a highly trained and motivated work force, the company must initiate the following methods of training and development.
i. Apprenticeship Programmes: The trainees are put under master workers who guide them in acquiring the level of skills required for their jobs. These trainees or apprentices work under the trainers for a pre-defined amount of time. In the initial period, they observe the master worker performing a task and then gradually do the task themselves under the supervision of the master worker.
ii. Coaching: In this method, the trainees are put under the guidance of a coach or a counsellor, and they work towards achieving the goals that are set on the basis of a mutual understanding. Typically, coaching aims at training the employee such that he or she can reach a higher position at work.
iii. Internship training: Educational institutions enter into collaborations with business corporations, and some students are selected to work as interns with the corporations for a specific period.
iv. Vestibule training: Dummy models of real working environment are created in classrooms outside the workplace. The trainees are made to work on the dummy machines and equipment, and only when they acquire adequate expertise in their use are they shifted to the actual workplace.
i. Identify and estimate the number and the kind of personnel required for the set up.
ii. Look for suitable candidates to fill the job vacancies and persuade them to apply for the same.
iii. Choose the right candidate through a rigorous selection process.
iv. Make the selected employees comfortable and familiar with the working environment.
v. Train the employees as per the requirements of the job.
vi. Assess the performance of the employees against the predetermined standards and provide feedback.
vii. Place the employees who are doing well at higher level in the hierarchy and position.
viii. Provide suitable compensation to the employees.
2. The company should rely upon external sources of recruitment. As the company is setting up a new plant in a new region, candidates from the local area would be more suitable as they would be familiar with the working conditions, problems faced, etc. in the local region. This would be in favour of the organisation.
3. The following selection process would be used.
i. As a first step screen the candidates and eliminate those who do not fulfil the basic criteria and qualifications as per the job requirements.
ii. Judge the candidate on different criteria such as aptitude test, intelligence test and personality test.
iii. Conduct a personal interview involving a direct conversation between the manager and the candidate which would further help in judging the overall suitability of the employee according to the job requirement.
iv. Conduct a background check of the candidate taking references from person known to the candidate, previous employers, etc.
v. If the candidate is found suitable provide a job offer confirming that he/she has been selected.
vi. Finally provide an employment contract mentioning the terms and conditions of the employment.
4. In order to have a highly trained and motivated work force, the company must initiate the following methods of training and development.
i. Apprenticeship Programmes: The trainees are put under master workers who guide them in acquiring the level of skills required for their jobs. These trainees or apprentices work under the trainers for a pre-defined amount of time. In the initial period, they observe the master worker performing a task and then gradually do the task themselves under the supervision of the master worker.
ii. Coaching: In this method, the trainees are put under the guidance of a coach or a counsellor, and they work towards achieving the goals that are set on the basis of a mutual understanding. Typically, coaching aims at training the employee such that he or she can reach a higher position at work.
iii. Internship training: Educational institutions enter into collaborations with business corporations, and some students are selected to work as interns with the corporations for a specific period.
iv. Vestibule training: Dummy models of real working environment are created in classrooms outside the workplace. The trainees are made to work on the dummy machines and equipment, and only when they acquire adequate expertise in their use are they shifted to the actual workplace.