Summative Assessment – Talent Acquisition

Summative Assessment – Talent Acquisition

Introduction

According to Dessler (2015), the activities of the human resource management department should be regulated to prevent issues such as unlawful hiring practices that could ruin a company’s reputation. Companies use different policies such as employee recruitment and employee development and separation policies to regulate their relationship with employees (Hartman & Bennett-Alexander, 2014). This report provides the employee recruitment, development, and separation policy that the State of Estates company will use.

The Company Policy regarding Employee Recruitment

Objective

The state of Estates believes that the workforce is the company’s backbone, which is why we focus on hiring the best talent equipped with the knowledge and skills needed to maintain a good organizational performance. The human resource department is required to exercise fairness and adhere to all federal and local laws throughout the hiring process. This policy outlines our recruitment policy, which will be used to guide the human resource department in implementing proper recruitment strategies.

Scope

This recruitment policy covers the recruitment of all potential job candidates, including top-level executives. Everyone involved in the hiring process, including outsourced hiring personnel, will follow the policy.

Purpose

The purpose of the recruitment policy is to regulate the recruitment process and ensure that it is in line with existing federal and local laws. The policy was also formulated to ensure that the hiring employees maintain the required standards in selecting talented employees to effectively acquire candidates with the most relevant knowledge, skills, and expertise needed for organizational growth.

Principles of the policy

The recruitment process will adhere to specific principles to avoid legal issues and protect the company’s interests. The principles are discussed below.

• Professionalism: The hiring team will be required to maintain high levels of professionalism by only asking questions relevant to the job position and using formal language throughout their interaction with the job applicants. The hiring team will also be required to confirm the applicant’s qualifications by conducting a thorough background check.
• Fairness– The hiring team will be required to exercise fairness throughout the hiring process by using the job applicants’ qualifications to make the hiring decision.
• Ethics– The hiring team will be required to adhere to ethical principles when hiring. The principles include acting reasonably and in good faith. Discrimination will not be tolerated in the hiring process. Any employee found discriminating against a job applicant will face disciplinary action, which may include termination based on the extent of the damage caused to the company’s reputation.

Recruitment and selection process

The hiring team will be required to follow the following recruitment process.

• The needs assessment team will conduct a needs assessment to determine the talent needed in the company.
• Internal job Advertisement– Vacant positions will be advertised internally to allow employees to refer any candidates they may have as long as they are qualified for the position.
• Develop a job description. The hiring team will develop a job description that will be used to advertise the job position outside the company. The job description will include a brief description of our company, a summary of the purpose of the roles in the vacant position, a list of responsibilities and requirements, and guidance on how to apply.
• External Job Advertisements Positions will be advertised externally on the company’s website and social media platforms to attract more job applicants. External job advertisements will only be considered if the company does not get any viable employees from the internal advertisement.
• Selection– The hiring team will shortlist applicants based on their qualifications.
• Interview– Shortlisted applicants will be interviewed to determine their suitability for the vacant position. The interview process will include a personality and competency test. The interview sessions will involve a representative from the company’s board of directors, representatives from every department in the company, and the general manager.
• Feedback– The hiring team will respond to all applicants to inform them whether they got the job or not. The information will be passed via email for easy retrieval if it is required in the future. In addition, the hired candidates will be notified on the date they should report to work and anything they need to carry on their first day.
• Documentation– The new employees will be issued with the documents they need to join the company’s workforce, such as an employee budget, company ID, and contract.

 Grounds for revoking a candidate

• There is no proof that the candidate is legally allowed to work.
• The candidate has provided false information in their application.
• The candidate does not respond to the job offer within the specified time.

The Company Policy Regarding Employee Development and Separation

Purpose

The employee development and separation policy outline the guidelines to be followed to develop the skills and capabilities of employees and the separation guidelines if an employee no longer works for our company.

Scope

The policy applies to all employees at all levels of the company.

Policy elements

The company will follow all legal regulations on employee termination to avoid legal implications arising from unlawful termination. The company will also follow the policy to avoid unnecessary terminations and implied contracts that could hurt its reputation.

Defining employee development

Employee development will be defined as any steps taken by the company to enhance the knowledge and skills of its employees. Therefore, the policy will cover employee training, workshops, job or task rotations, mentoring, and coaching.

Defining employee separation

Employee separation will be defined as the end of an employee’s contract with our company due to termination, retirement, resignation, and the contract’s expiry.

 Development process

• Need assessment: The development process will begin by conducting a need assessment to determine the employees’ skills.
• Assigning development programs– Employees will be assigned development programs based on their needs and level in the company.
• An external evaluator will assess progress. The employees will determine the success of the development programs.

Separation process

• Notifying department supervisor– The department supervisors will be notified of the separation of any of the employees in their department so that they can reassign tasks that had been assigned to the employees.
• Clearing all pending payments– All pending payments will be cleared before an employee is separated from the company.
• Relevant documentation– The company may prepare appropriate documentation to confirm the employee’s separation. Such documentation could include a notice notifying stakeholders that the individual is no longer part of the company’s workforce, particularly if the employee is being separated due to misconduct such as fraud.

References

Dessler, G. (2015). Fundamentals of human resource management. Prentice-Hall.

Hartman, L., & Bennett-Alexander, D. (2014). Employment law for business. McGraw-Hill Education.

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State of Estates is a national estate planning firm with 2,500 employees in eight states. The firm is devising a new employee handbook for talent acquisition. As a first-year human resource specialist at the State of Estates estate planning firm, your boss (Will N. Trusts) has asked you to create 2 sections:

The Company Policy regarding Employee Recruitment
The Company Policy Regarding Employee Development and Separation

Formulate these policies in a single document, reflecting an understanding of course materials and credible outside research.

Include and cite applicable laws for each topic as the basis for the policy. You may use federal, state, or case law as the foundation for your work. The following is a list of topics you may want to consider in your policies:

Definition of talent acquisition
Talent acquisition versus recruiting: what’s the main difference between the two?
Talent acquisition strategies such as boosting your brand, tips to attract candidates and succession planning
Best practices for talent acquisition
The talent acquisition process in the organization, including strategies for sourcing and lead generation, interviewing and shortlisting of candidates, checking references, hiring, onboarding, and other related topics
Employee development policies, including company processes for developing skills and competencies of employees
Employee termination and separation policy

Note: Do not cut and paste an existing policy.

Create your own 875-word policy using APA format for the cover page and references. Both policies should be included in a single document with subheadings to delineate “Employee Recruitment” and “Employee Development.”

Resources

Employment Law for Business, Ch. 1, 2, and 4