Operation Risk Management

Questions: 1. List the position names (e.g., administration assistant) for all new employees to be recruited to fulfil the requirements of the operational plan. 2.Briefly describe the activities to be completed at each stage of the acquisition process. 3.List any organisational and operational plan considerations. For example, organisational HR policies and procedures, timelines for acquisition or specialist responsibilities. 4. List any legal considerations, for example, how EEO legislation might affect position advertisements or selection processes. Answers: 1. List of the Positions that are Vacant William Blue Dining restaurant is facing challenges, because most of the book keeping work in the organization is carried out manually. Thus, handling so much of paper work is creating problem for the organization. Therefore, organization has decided to come up with automated management system. The new operational plan, therefore, requires new employees. The employees, who will be recruited for the implementation of the new operational plan, will fill the following vacant positions: Account Manager Data Entry Operator System Engineer Associate System Engineer 2. Activities to be completed at Each Stage of Acquisition Process Preparing for Recruitment The preparation and planning of the recruitment procedure will start with the drafting of the comprehensive job specification. The drafting of the job specification will include the following details: The major as well as the minor responsibilities that the employees will have carry out. Skills, experience and the qualification required for the particular vacant position. The grade of the position; it will denote the level of payment for that particular vacant position. The job specification should also include the fact that whether the particular job is a permanent or a temporary job. If there are any special, conditions then that too will be included in the job specification. The recruitment plan should be structured and documented in such a way that the best talent in the industry is attracted. Moreover, the job specification should be structured in such a way that it helps to ensure such an applicant pool; where there is place for the women and the under-represented groups. Recruitment Procedure The integral part of the selection procedure or the recruitment procedure is screening. The candidates are first screened and shortlisted and only after that the selection procedure begins. The applicants who will be applying for different positions will be screened against experience, skills, interest, knowledge and qualification. Selection of the Staff After the candidates are shortlisted for the selection, they will have to go through the following procedure: They will have to appear for the preliminary interview They will have to sit for the selection tests, which include the intelligence and the aptitude test. The technical and the psychometric test, along with it the ability and the interest tests are included in it at the same time. They will have to go through the employment interview They will also have to go through the physical examination They would be provided with the offer letter The selected employees have to sign the employment contract. Induction of the Staff The Human Resource Manager is responsible for providing induction to the staff. It should be carried out over number of weeks and even during the months. During induction, managers should provide great deal of information to the new employees, who are being recruited by the organization. 3. Organizational and Operational Plan HR Policies and Procedure: HR planning and procedure is an important task that should be carried out in the operational level. The HR planning and procedure helps the staff to achieve both their long and short-term goals. HR policies and procedures forms an integral part of the HR planning and procedure. The HR policies and the procedures are developed through the following steps: Establishing the need for developing the policy within the organization: The policies are the written records and the documents that help in keeping the record of the rules and the regulation of the organization. Therefore, it is important to establish the policies within the organization, since it will make the new employees aware of the workplace rules and regulation. Developing the Content of the Policy: The legal consideration should be taken into account while drafting the content of the policy. Policies are generally based on the requirements those are derived from the legislation (Zhu, Cooper, Fan. and De Cieri 2013). Drafting the Policy The policy should be drafted in a proper way so that the employees are clearly made aware of the policies of the organization (Stone 2013). The draft of the policy should be written in clear and straightforward language. The draft should avoid the usage of jargons, and too much of legal terms at the same time. Writing the Procedures related to the Policy: Sometimes there are certain policies that are associated with policies that are being drafted by the HR management (Hrcouncil.ca 2016). It is important to write down those policies as a section of a particular policy or in a separate document. Reviewing the Policies: The policies should be reviewed not only by the HR management but also by the other key managers of the organization. The stakeholders could review the policies as well. Approving the Policy of the Organization: The formal approval of the policy is important for implementing the policy within the organization (Kunze, Boehm and Bruch 2013). The board of directors of the organization would approve the policy that has been prepared by the HR management Implementation of the policy The policy should be communicated to the employees, along with it; the policy should be communicated to the managers and the stakeholders of the organization as well. 4. Legal Consideration The legal consideration that should be considered during the time of the selection or the recruitment process includes: Discrimination in Employment Advertisement: According to this particular law, organization could not advertise a job positing, where special preference is given to the people of a particular, race, ancestry, religion, sex or colour (Vickers, McDonald and Grimes 2014). Discrimination in Wages: The BC Human Right Act states that the employees should not be discriminated and paid less because of their sex (Go2hr.ca 2016). The act clearly states that discriminate between employees by employing an employee of one sex for work at a rate of pay that is less than the rate of pay at which an employee of the other sex is employed by that employer for similar or substantially similar work. Therefore, these are the certain legal considerations, which should be taken into account during the recruitment process. References Carman, C. (2013). The Basics of Resource Acquisition and Management - Dice Insights. Dice Insights. Cartwright, S. and Cooper, C.L., 2012. Managing Mergers Acquisitions and Strategic Alliances. Routledge. Go2hr.ca. (2016). Legal Issues in Your Recruiting Process - HR Information for BC Tourism Employers - go2HR. Hrcouncil.ca. (2016). Developing HR Policies | HR Policies Employment Legislation | HR Toolkit | hrcouncil.ca. Kunze, F., Boehm, S. and Bruch, H., 2013. Organizational performance consequences of age diversity: Inspecting the role of diversityà ¢Ã¢â€š ¬Ã‚ friendly HR policies and top managers negative age stereotypes. Journal of Management Studies, 50(3), pp.413-442. Rothaermel, F.T., 2015. Strategic management. McGraw-Hill. Singh, J., 2016. Towards a Concerted Approach to Physical Resource Management. Stone, R.J., 2013. Managing human resources. John Wiley and Sons. Vickers, G., McDonald, M. and Grimes, J., 2014. A cross country comparison of best practices in recruitment and selection. Journal of Management and Marketing Research, 15, p.1. Williams, C. (2016). Strategic Planning And Resources. Managerwise.com. Yin, H., Srinivasan, R. and Ahmadi, S., 2014. Techniques to provide physical resource allocation using a tree-based structure and communicate a channel quality indicator. U.S. Patent Application 14/155,085. Zhu, C.J., Cooper, B.K., Fan, D. and De Cieri, H., 2013. HR practices from the perspective of managers and employees in multinational enterprises in China: Alignment issues and implications. Journal of World Business, 48(2), pp.241-250.