Executive Summary
The first part is introduction that provide overiew of main themes of this preliminary report .The second part is company background. This part desribes a background of PSB academy. It is chosen as the object of interview and two of human resouce staffs will conduct this interview . The fourth and fifth part are 20 literature reviews and 20 interview questions. 11 of literaure reviews and interview questions are about recruitment and 9 of them are about selection. The sixth part is a working timeline ,which clearly present how long each part is taking. Finally, a contigency plan that illustrate how to do if orignal plan failed also included in this report.
Introduction
The main themes of this preliminary report is choosing a company to conduct an interview and obtain the information that are related to recruitment and selection system and human resource policies of their organisation. The interview object is PSB academy. 20 interview questions are about recruitment and selection. Two interviewees will be interviewed. There are seven compositions in this report , which are executive summary, literature review, interview question ,company background , working timline ,contingency plan and reference list.
Company background
PSB academy is a prive school which has 52- years practical edcucation experience .It provides a comprehensive of full-time and part-time programmes from certificates, diplomas ,the degree of bachelor and master programe across the subjects of 6 schools .There are over 600 hunderd lecturers who are part-time or full-time associate and more than 11,000 local and international students study in PSB academy. Besides that, PSB academy offer quality education services to students with some finest education institutions in the world are internationally recognised through partnership.
Literature review section：
An organisation’s recruitment policy provides the framework for the recruiting action and reflects the organisation’s recruitment objectives and culture.It details the overriding principles to be followed by management in general and by HR manager in particular.（Stone,2013）
Interview section:
1.What is recruitment policy that your company conduct?
Literature review section:
A recruitment process is an organnization-specific model of how the sourcing of new employees is undertaken.Typically the ownership of the recruitment process resides within the Human resouces Function, altough again this may differ depending on the specific oraganizational structure. (Kellyocg, 2016)
Interview section:
2.Can you describe the steps of your company recruitment process?
Literature review section:
Internal recruitment methods are different organisations use various methods to locate qualified internal candidates and to inform their existing employees about job vacancies. External recruitment method are HR departments use various approaches to locate and attract external candidates, often looking to more than one source.（Stone,2013）
Interview section:
3.Compare internal and external recruitment metords, which one recruitment method is your company prefer to take?
Literature review section:
The purpose of job posting is to inform employees about job vacancies.（Stone,2013）
Interview section:
4.What kind of approaches are your company do job posting?
Literature review section:
The organisation may do job posting via bulletin newsletters, personal letters, or by computerised posting programs, which allow employees to match a job vacancy with their skills ,qualifications and experience.（Stone,2013）
Interview section:
5.Which one of job posting approach is the most effective ?
Literature review section:
There are a number of factors that affect recruitment. These are broadly classified into two categories ：internal factors and external factors.The internal factors also called endogenous factors are the factors within the that affect recruiting personnel in the organisation.Like internal factors, there are some factors external to organisation which has thinfluence on recruitment process. (Smriti,2014)
Interview section:
6.Can you explain the internal and external factors affecting your company recruitment?
Literature review section:
Effective recruitment requires the HR manager determine and catagorise the organisations’s long-range and short-range HR needs, keep alert to changing conditions in the labour market, develop appropriate recruitment advertisements and literature, select the recruitment methods to be used, record the number and quality of applicants from each recruiting source and follow up on applicants to evaluate the effectiveness of the recruting effort .
Interview section:
7.What kind of effective recruitment activities should be undertaken by HR manager?
Literature review section:
The employment branding is focused on building the brand name of the employer on the job market. It is focused on developing the positive relationship with employees and target groups on the job market (potential pools of candidates for the future job vacancies). The employer branding is the essential part of the recruitment and staffing area and consumes a significant proportion of the HR budget.(Simplehrguide, n.d)
Interview section：
8.What do you think the importance of employment branding?
Literature review section:
Every HR professional comes up against certain challenges when they are trying toi hire new workers. From not receiving resumes from candidates with enough experience to being unable to shift through applications effectively, many recruiters encounter numerous issues with acquiring new employees every day. However, there are some obstacles that many HR professionals must tackle in their search for great talent that are just emerging.(Sage, 2016)
Interview section：
9.As a recruiter, can you list some challenges have you faced?
Literature review section:
According to stone (2013), In order to attain the HR objectives of a company , selection decisions must correspond to corporate policy. It is indispensable that each company having a good selection policy since it convey demonstratetively the selection target of a company.
Interview section:
10. Which factors are you consider in the development of the selection policy ?
Literature review section:
Different kinds of selection techniques should be correspond to different types of positions. A right techniques will promote company to recruit the most suitable people for the occupation. Panel interview, assessing written application ,checking referee report and testing and work samples are commonly applied in selection techniques. (Australian National University,n.d.)
11. Can you list some selection techniques that your company take?
Literature review section:
Strategic selection aligns employment activities with the oraganisation’s business strategies to produce a positive contribution to organisational performance.More and more company recognise the importance of strategic selection.
(Williams & Dobson 1997,p242)
12. Can you explain some strategic selection activities that your company has implemented for last 3 year?
Literature review section:
Hiring the right employee is a challenge for most recruiters.The disadvantage of hiring the wrong employee is wasting the expense in recruitment ,work environment and time consuming. It is a huge loss for hiring wrong employees.However, hiring right employee can increase employee productivity, create a successful employment relationship and positive thinking planning and achieve challenging goals.(Heathfield, S, 2014)
13. What is you opinions about how to more effectively select right employees ？
Literature review section:
Women faced a major obstacle that is stereotyped thinking. Many employers are fearful of hiring women as they suppose women will leave to have children in the end. From some reasearches, the results present women are able to do the job that are more suitable for men do. Even , their ability is higher than men.(Stone,2013)
14.Do you have stereotyped thinking in recruitmenting a woman?
Literature review section:
Recruitment is the process of seeking and attracting a pool of qualified applicants from which candidates for job vacancies can be selected. (Iles & Salaman1995,p206）
.
15.What do you think the main purpose of recruitment ?
Literature review section:
The choice of selection criteria should be consistent with the organisation’s strategic direction and culture. Besides , it also should be job-related.
(Williams & Dobson 1997,p242)
16 What is the key factor of selection criteria of your organisation?
Literature review section:
Behavioural interviews are based on the assumption that the best predictor of future performance is past performance in similar circumstances.This allows the interviewer to judge how well the applicant performed in that situation and to develop an idea of the applicant’s typical behaviour patterns. However, it require more expense and much time for development.(Stone,2013)
17 Have your company ever carrried out any behavioural interview? If so , what is your opinions about it?
Literature review section:
Structured interview uses a predetermined checklist of question that usually are asked of all applicants.
(Campion et al.1988, pp25-41)
Unstructured interview uses few, if any , planned questions.It enables the interviewer to pur ue , in depth, the applicant’s responses. (Stone,2013)
18. Which type of interview is your company tend to between structured interview and unstructured interview?
Literature review section:
Reflect provides a view to an applicant’s personality better than do words on paper.When the interview has more than information about the applicant’s personality beforehand, it is easier to plan the interview. ( Hrmpartners.f,n.d.)
19. What kind of personality of applicant will attract you ?
Literature review section:
According to Stone (2013), selection is process of differentiating between applicants in order to indentify and hire those with a greater likelihood of success in a job.
20. Can you assess your company’s the selection system?
Working timeline
ID / Task name / Start / Finish / Deliverables / Feb 2016 / Mar 20162/17 / 2/20 / 2/24 / 3/02 / 3/10
1 / Literature Review / 16/02/2016 / 23/02/2016 /
2 / Interview Questions / 17/02/2016 / 23/02/2016 /
3 / Appionment With Interviewees / 18/02/2016 / 19/02/2016 /
4 / Peliminary Report Draft / 16/02/2016 / 24/02/2016 / Peliminiaray
Report /
5 / Go For Interview / 02/03/2016 / 02/03/2016 / Consent Form /
6. / Final Report Draft / 03/03/2016 / 10/03/2016 / Final Report /
Contingency plan
If PSB academy refuse the interview, I will look for other suitable company to interview as soon as possible . In addition ,I will review the interview all question and consider if it need to modify and it is avaliable for another company to answer. IF it is neccessary to change questions , I also will select adequate interview question.
Reference list
Australian National University,n.d, Selection Techiniques,[online] Available at: https://services.anu.edu.au/human-resources/recruit/selection-techniques [Accessed 22 Feb. 2016].
Campion,M.A, Pursell,E.D & Brown,B.K, 1988, Structured interviewing:raising the psychometric properties of the employment interview,Pesonnel Psychology.
Heathfield, S. (2014). 10 Ways to Find the Right Person for the Job. [online] About.com Money. Available at: http://humanresources.about.com/od/recruiting/tp/recruiting_employee.htm [Accessed 23 Feb. 2016].
Hrmpartners.fi,n.d.,. Remedy Entertaninment using Reflect as recruitment aid | HRM Partners. [online] Available at: http://www.hrmpartners.fi/en/references+and+articles/remedy+entertaninment+using+reflect+as+recruitment+aid/
[Accessed 23Feb. 2016].
Iles,P. & Salaman,G.1995, Human Resource Management：A Critical Text, London [Accessed 23 Feb. 2016].
Kellyocg.com, n.d., What is a Recruitment Process? | KellyOCG. [online] Available at: http://www.kellyocg.com/Solutions/Recruitment_Process_Outsourcing/What_is_a_Recruitment_Process/#.VssC3fJ94dU
[Accessed 22 Feb. 2016].
Sage.com, n.d. ,Top five recruiting challenges HR professionals face and how to overcome them. [online] Available at: http://www.sage.com/us/articles/hr/five-recruiting-challenges
[Accessed 22 Feb. 2016].
Simplehrguide.com, n.d. ,Employer Branding - HRM Guide. [online] Available at: http://www.simplehrguide.com/employer-branding.html
[Accessed 22 Feb. 2016].
Smriti. C,2014,The Next Generation Library, Recruitment: Meaning, Definition and Factors Affecting Recruitment. [online] Available at: http://www.yourarticlelibrary.com/recruitment/recruitment-meaning-definition-and-factors-affecting-recruitment/35264/
[Accessed 22 Feb. 2016].
Stone.J, 2013, Managing Human Resources, Jhon Wiley & Sons, Australia [Accessed 22 Feb. 2016].
Williams, A.P.O.& Dobson,P.,1997, International Handbook of Selection and Assessment. Chichester : John Willey & Sons