Following the guidelines of the course ID guidelinesStudent’s NameUniversity
Introduction
Management of Clapton Commercial Construction uses the recruitment and selection strategy to analyze the background of the applicants. It is essential for the management of any organization to recruit the most appropriate candidate with better qualifications and experience in the field of the required job. It helps to improve the performance of the organization and maintain the reliability of the company. The first step that is included in the recruitment and selection process is to manage the applications and screen the best talent suitable for the job. To attract most suitable candidates, Clapton must develop a proper recruitment plan. The paper presents the suitable recruitment and selection strategies that can be used by the Clapton to fulfill its needs for human resources.
Organizational goals
The goals of Clapton Commercial Construction are to select candidates who are properly fit for the roles and enhance the productivity of the company. The organization also aims to reflect the views, beliefs and values of the employees to achieve employee satisfaction. It is important to the Clapton and its management to assign the goals appropriately to meet the needs of the individuals as well as the organization. Hence, it is important to develop similar strategic goals for the employer and employees to fulfill both of their desires. Clapton Commercial Construction will recruit best employees and provide them with proper induction program to develop their skills and knowledge. It will further help to enhance the employees’ performance along with the performance of the organization.
Forecasted demographic changes
Identifying the requirements for further organizational growth, a long-term corporate plan has been developed to be achieved within the next five years. In the forecasted demographic changes of Clapton Commercial Construction, there are goals and organizational objectives have been added to make a list of aspects to be achieved. Meanwhile, creating developed workforce diversity has to be one of the primary targets of Clapton Commercial Construction to get the maximum business output from the organizational human resources (Joseph R. & Selvaraj, 2015). The talent pool and expertise of the employees can certainly make the maximum utilization of organizational resources to make market growth in the new market territory. Apart from that, a well-organized corporate culture has to be developed within the organization to nourish the workplace diversity for performance enlargement.
An analysis of projected workforce needs
Clapton Commercial Construction must recognize what expertise should be implemented within the workforce to improve the overall performance of the human resources. Identifying the moral shortcomings of the employees, organizational management of Clapton Commercial Construction can take essential steps such training programs, workshop presentation, knowledge sharing techniques and most importantly a well-though out employee hiring and selection process to ensure the learning curve of the organizational workforce can be improved at the highest level (Elsaid, 2012). Apart from that, an individual request basis training facilities can be considered as a versatile strategy to understand the major strengths and weaknesses of the organizational workforce.
Workforce Diversity objectives
Identifying particular workforce diversity effective for Clapton Commercial Construction, precise targets can successfully manage the business terms and development. The business environment of the organization and the business operational structure of the organization can play an effective role in the case of setting the workforce diversity objectives to be achieved according to the forecasted demographic changes. Recognizing the culinary preferences and business operations of the organization, the firm must set the under-mentioned objectives suitable for workplace diversity.
Set up a sturdy commitment to the workforce diversity program: The diversity program to be utilized by Clapton Commercial Construction must present a strong message to the workforce to define an appropriate diversity program that can make a positive impact on the business performance. Identifying the essential components of diversity within a workplace, a unique employee culture can be created in this way.
Define an accurate perception for the workforce to go forward: The management of Clapton Commercial Construction must understand the existing diversity practices to reflect a positive overview of the demographic changes. As a result, the employees of the organization must be provided accurate perception about how the changes will make a positive impact on the overall performance.
Develop an effective workforce hiring and selection system: Last but not the least, identifying the requirement of proper expertise and knowledge resources, efficient employee recruitment and selection process must be developed to get the best workforce from the talented pool. Apart from that, adequate training facilities must be given to ensure that the employees continue their work according to the organizational goals.
The effects of organization diversity on the business
The organization diversity can set a unique trend at Clapton Commercial Construction, so that the human resources can utilize the maximum talent and knowledge resources to fulfill the organizational goals and objectives. Though it is very difficult to manage workplace diversity, proper management techniques can get the best out of workplace diversity. Meanwhile, workplace diversity can deliver impressive organizational output as knowledge can be shared from a diverse pool. Besides, effective recruitment and selection methods can improve the services of the organization as well-trained human resources can deliver quality services to the business clients (de Leeuw, Lokshin & Duysters, 2014). Apart from that, a diverse workforce culture can control several organizational issues providing effective ideas and approaches.
Laws to consider for recruitment and selection
The definite laws must be considered for recruitment and selection process of an organization. Identifying the terms and regulations of a particular law, the business administration can control several challenges and issues related to the same topic. In the below section, the essential law have been described that have been considered in hiring and selection of employees in Clapton Commercial Construction.
The Civil Rights Act of 1964: The law has been considered by the employers of Clapton Commercial Construction has followed to prohibit any discrimination in selection and recruitment process based on race, religion, gender, culture or social background. Any organization that has more than 15 employees must follow this law. Clapton Commercial Construction has followed the regulations with effective cause.
The Age Discrimination in Employment Act of 1967: Clapton Commercial Construction has followed the act as the private and public business organizations must follow the regulations of this particular act. The Act protects the right of the employees from any workplace discrimination due to age ("Laws Enforced by EEOC", 2016).
The Americans Act with Disabilities Act of 1990: Clapton Commercial Construction has followed this particular act as every public and Private Corporation of the USA has to follow the act that forbids any hiring discrimination of competent individuals with physical disabilities.
The Pregnancy Discrimination Act of 1975: This particular act has been standing for pregnant female human resources so that no lady can be refused to the job in case of pregnancy period ("Laws Enforced by EEOC", 2016).
Organizational Branding
It is important for the Clapton Commercial Construction to create awareness about the organization by spreading the news about the company among friends and family. Employees can use employee recommendation system to seek qualified and experienced applicants. It helps the Clapton to create a better culture and generate job satisfaction among the employees by making them feel trusted and valued. The desire for promotion and employee’s concerns helps the company to achieve important objectives (Brideau, 2003). The essential objective includes the creation of an excellence knowledge environment and recruiting proper individuals for the present openings in the company.
The most important stage for Clapton Commercial Constructions is to manage the selection process of highly efficient architect, civil engineers and project managers. These positions are essential for the Clapton because its represents the company to its clients. Being a construction company, the role of an architect, civil engineer and project managers are of most important that presents the company capability to uphold a project. Hence, to develop a good brand image, the Clapton needs to recruit the best talent available in the market. It would help the company to enhance its market position and gain a good reputation in the new market.
Methods for recruiting Candidates
Different methods can be used by the Clapton Commercial Construction to recruit and select new employees. Clapton first needs to create job standards and ethics. After that, the company needs to develop a proper job description that presents the roles and responsibilities of the applicants that must be played in the selected jobs. The job description ensures that each and every applicant is aware of the expectations and job responsibilities. The job specifications must be presented to know what qualification and experiences are needed for a candidate to apply for the job.
Methods for screening candidates
The methods for screening candidates are discussed in the points given below:
Interview methods: Different interview methods can be used by the Clapton Commercial Company to screen the applications of the candidates. It is a commonly used selection procedure that is used by any organization to recruit new employees. It includes face to face discussion and questions are asked by the interviewer to judge the skills and knowledge of the employees. It is used to analyze the analytical and communication skills of applicants (Rakowska, Valdes-Conca & de Juana-Espinosa, 2015). The interview method includes One-on-one interview, group discussion, and behavioral interview.
Testing procedures: The testing procedures will include an IQ test, psychometric test, aptitude test followed by the interview process. First of all, the one-on-one interview will be conducted followed by all selection tests. After that, the group discussion and behavioral interview will be conducted. After completion of the selection tests and interview, a background check will be conducted to verify the background details of the applicants.
Interview process considerations: It is important to consider several things while conducting an interview and selection test. It is important to avoid answering phones while conducting a formal interview. Any promises must not be made during the interview process. It is important for Clapton to fulfill the promises made during the interview session. It is important to evaluate the character, appearance, education, communication, knowledge, potential and talents of the applicants while conducting an interview.
Methods for selecting candidates
After the completion of test and interview process, the applicants are passed to the nest step in which the background information collected during the interview process are verified. After reviewing all information, the management of Clapton Commercial Construction will select the best applicant for the job. Clapton will send an offer letter to the applicants in regards to their selection that presents the job descriptions and remuneration clause (Lawless, 2011). After the acceptance of the job offer, the employment contract is made, and the individual is selected for the job.
Conclusion
Understanding the benefits of expertise and talented human resources, Clapton Commercial Construction must utilize effective strategies and policies in order to hire the best in the business. The competency and reliability of the candidates must be considered in selecting them as the part of the organization. Most importantly, the approach of the candidates must be taken into contemplation to judge the responsibility and accountability factor of the candidates.
References
Brideau, C. (2003). Improved Statistical Methods for Hit Selection in High-Throughput Screening.Journal Of Biomolecular Screening, 8(6), 634-647. http://dx.doi.org/10.1177/1087057103258285
de Leeuw, T., Lokshin, B., & Duysters, G. (2014). Returns to alliance portfolio diversity: The relative effects of partner diversity on firm's innovative performance and productivity. Journal Of Business Research, 67(9), 1839-1849. http://dx.doi.org/10.1016/j.jbusres.2013.12.005
Elsaid, A. (2012). The Effects of Cross Cultural Work Force Diversity on Employee Performance in Egyptian Pharmaceutical Organizations. Business And Management Research, 1(4). http://dx.doi.org/10.5430/bmr.v1n4p162
Joseph R., D., & Selvaraj, P. (2015). The Effects of Work Force Diversity on Employee Performance in Singapore Organisations. IJBA, 6(2). http://dx.doi.org/10.5430/ijba.v6n2p17
Lawless, M. (2011). Firm Diversity Within Strategy Types: Substrategies And Performance Effects.JABR, 5(3), 66. http://dx.doi.org/10.19030/jabr.v5i3.6350
Laws Enforced by EEOC. (2016). Eeoc.gov. Retrieved March 2016, from http://www.eeoc.gov/laws/statutes/index.cfm
Rakowska, A., Valdes-Conca, J., & de Juana-Espinosa, S. (2015). Affecting Factors of Public Employees’ Ganizational Commitment. International Journal Of Synergy And Research, 3, 5. http://dx.doi.org/10.17951/ijsr.2014.3.0.5
