Contents Executive Summary ........................................................................................................................ 2 Task 1 .............................................................................................................................................. 3 3.0 OVERVIEW ............................................................................................................................. 3 3.1 RECRUITMENT AND SELECTION ...................................................................................... 3 3.

2 Fairness and Consistency ......................................................................................................... 5 3.3 Rewards management ............................................................................................................... 6 3.4 Employees involvement ......................................................................................................... 7 Task 4 Conclusion........................................................................................................................... 8 5.0 RECOMMENDATIONS .......................................................................................................... 9 5.1 RECRUITMENT AND SELECTION strategies to Java for future : ...................................... 9 5.2a Recommendations for effectual Human Resource strategies to ensure consistency and fairness .......................................................................................................................................... 11 5.2b Monitoring HR strategies:..................................................................................................... 12 5.3 Recommendations adopted in order to enhance the rewarding strategy................................ 13 5.4 Recommendations for employee involvement........................................................................ 14 References ..................................................................................................................................... 15

Executive Summary

The task allotted deals in the series of issue which is been aroused within the firm due to the various contradiction as well as the unproductive HR strategies that requires to be settled so as to maintain and integrate the entity investment of the corporation. There are 4 tasks allotted in the assignment which describes the answers in an expressive series. In the initial phrase is the list of various methods adopted by the firm to recruit the people and also explains the traditional as well as novel methods of enrollment for the applicants which is been suggested to the Java corporation. The second phrase details that what are the various policies or strategies adopted by the firm to remove the inefficiency and impose various tools for making and acquiring the employees dedication and hard work within the firm which is by the means of incentives, rewards and so. Third phrase includes the HR and their engagement in making employees suitable in various conditions and civilizations. They also develop centralized policies and models for the same. The fourth phrase shows the various steps taken by the company so to establish a constant consistent path to solve various misunderstandings and made transparency within the various functional departments. This will satisfy the workers in regarding to such centralized HR strategies. The main functioning of the HR department is to hire the correct and right person to the company. Then after the advance training, incentives, rewards and maintenance strategies is been made on the technical side of the company. So it can be

concluded that innovative recruitment policies must be adopted to attract best talent for the company and these employees must be retained using effective involvement policies not to become attractive employer in such competitive market.

Task 1

3.0 OVERVIEW

3.1 RECRUITMENT AND SELECTION

Introduction To find the best suitable persons that can adjust well with the firms culture, new environment, their contribution and dedication in the new challenging environment is difficult to conduct. Thus the main process is to make the best persons at the recruitment stage and make rights things asked and noticed then the process becomes very simple and the firm can attain its best seekers. Overview of traditional and Innovative Methods of Recruitment and Selection Traditional method If always the internal enrollment are been used then it wont provide the best qualitative person which is required by the person so for this reason the firm needs to hire some people from outside so as to make the recruitment process a success. These can be either made possible through advertisement, or media, through walking interviewee or vacancies, through magazines, articles or journals, through college recruitment or by the way of job fairs and so. Referral is the way in advertisement which made through personal words in which the costs is less for the employment process. The traditional method of making recruitment process possible is through: newspaper publication, links of the applicant with the colleges and institutes, job center, intranets etc. (Anderson, N. 2003).

Innovative method This is in which new and advanced methods are used to make the enrollment process possible. It is basically done through web, online application, E-enrollments and so. (Backhaus, K. B., 2004) The online process of recruitment is also been used and sign in up by those who already have present job but they seeks to find the next better that can pay them high and move towards the next best organization. These seekers are of the high skill and talent as they are not at all distressed for a work transform as are the energetic service seekers that may be irritated or dissatisfied employees viewing for the new post in the new firm. Thus in order to save time of the applicants, the firms that launches themselves on line in the job list for these job seekers also establishes a personal firms website so that if the person want to see that what all the company deals in, its services, motive towards employees and so can be helped to the applicants through this these established website. Thus through all such launches and establishment will definitely support the firm in making keen interest towards the firm and also to apply for the company. (Barber, A. E., 1998).

3.2 Fairness and Consistency Rewards and incentives should be provided by viewing the employees performance and project workings. The payments are been made depending upon their hard work, experience, difficulty level and so. They should be usual paid more as compared from the market so they are not lost to the competitors. The feasible staffs also need to be given profit share through their project workings. The rewards like in terms of bonus and respect should be made known to all so that each comes to know about the incentive program and this will motivate them to result back efficiently. All this will directly or indirectly help the employees along with the company. Williams, M. L. and Dreher, G. F. (1992). The agreement demonstrates how the awards and bonuses are agreed among the division and across the division. For the position there in only one reward that is salary. Salaries and consideration change the employees character in the organization. Employees get affected due to changes in the organization every now and there. Thus, the talented employees should be attracted by paying them more salary and organization should contain groups to motivate the employees. (Heneman, H. G., III. and Judge, T. A. (2003).

3.3 Rewards management Further thinking firms are putting more focus on the superiority of workers life rewards in addition to their gratitude so as to attach the value in their overall recompense package. Thus this part of rewarding strategy must be used by the company and it should be rewarded to all those which are making best efforts in their specific department. This will directly or indirectly make benefits to the company. And more additional advantages should be given to the hard worker. (Breaugh, J. A. and Starke, M., 2000) Is been seen that if you pay more you acquire more in case of job process in the market. For this the firm can make a rough view by conducting surveys and see what all results are been acquired from the workers. Thus then make the best more than the regular one which is been received in the market and this will attract more of the staff towards themselves (Barney, J. and Wright, P. M., 1998). But they could present in front of you their salary expectation, must feel unrewarding and can go away from you for their best good offerings. The cherished by the present staff is supple and the opportunity so as to make an equilibrium balance in the working with various others life their accountabilities, dedications and questions. They are fond of earnings sharing tactics and pay supplement that would help the member of staff to make quantifiable accomplishment and offerings. (Becker, B. E., Huselid, M. A. and Ulrich, D., 2001)

3.4 Employees involvement Employees involvement a kind of the process in which employees are been involved to make and facilitate their leadership quality and decision making abilities in the working organization to make success (Cappelli, P., 1999). Their motive is to engage all the staff in almost all the stages of decision making in the firm. With such process the employees will make more dedication, will take keen interest in various decision, motivate them, retains them for the long term race (Anderson, N., 2003). The most built-in employees engagement will require their training process in a collective group, to enhance their communication skills, ability to communicate with various people, ability to solve problems, the expansion of the recompense as well as the system conciliation along with the frequent gain or income distribution along the employees which were possible only because of their hard work and dedication. It is been seen that the employees leadership quality needs to be enhanced or else the firm should establish corporate strategies for undertaking employees engagement. The periodic meetings should be conducted and the leadership quality of the employees needs to be participative. They should work hard in collective teams so that the turbulences can be seen on the early stage and corrective actions can be imposed in time. Cappelli, P. (1999). It seems that the leadership skills of managers must be enhanced in Java company must develop corporate polices for employee involvement.

Task 4 Conclusion This has been seen that in order to enhance the organization processing it is required to make the enhancement in the areas of recruitment, enrollment as well as in maintenance procedure so as to grasp the best of all and then after value the same for their long term commitment. And with the help and implementation of such listed practices will help the firm to attain their enhancement objective. With such strategic practices will definitely make improvisation in the company and also would satisfy the needs and requirements of the present and well as for the new employees. In brief, the Java company should make more rewards through compensation that would focus on the companys feasibility, objective attainment various paying scale as per each performances and they hardly make focus on enhancing the base pay scale. The compensation is been provided through bonus as per the incomes and achievements. But the ever increasing prices has resulted them in making rethinking for this compensation method. The additional benefits, wages are not always limitless in the many firms. Thus to make the additional benefits in the traditional way can be made in the form of profit distribution, make more sharings, provide incentives and so. But the most useful one is to make the rewards to the qualitative workers that can be done through:

5.0 RECOMMENDATIONS

5.1 RECRUITMENT AND SELECTION strategies to Java for future : Thus with the help of the following listed program will definitely help the firm recruiters to hire the best candidates from the hundred of lots. 1. Make utilization of your best so as to gain advantages at the time of enrollment process Maintain the firms benefits and additional put on your benefits so as to maintain a high standard. The recruiters should make and teach the candidates well about their expectation, pay scale, requirement, their dedication, excellent behavior and value they expect for their offerings. This will give them a clear picture of the firm in their mind. (Becker, B. E. and Gerhart, B. 1996). The hiring process should be done by viewing the persons hand on practice with which hardware and software tools and then accordingly allotting them the projects. (Viswesvaran, C., 2003). 2. Hire the best talent you see In the latest journal called break All the Rules: what is the different working of the worlds greatest administrators. By Curt Coffman along with Marcus Buckingham recommended that theses great administrators or the managers mostly are seeking for and hire the best skill and talented persons in their firm. In order to attain a particular person that can make the same high level dealing along with the other colleagues then for this hire the best talented person in the firm. 3. Make web utility for the enrollment process

The companys overall view can be seen through their personal web sites in which they put up their vision and mission, employment opportunities, service they provide, contacts, networks and so many things. This will help the visitors a lot in gaining the meaning or the significance of the company. In the employment opportunities section list various positions in the firms which are available and the vacant position for which the job seekers could apply for and also sates the reasoning for which the best talent seekers should login in and apply to the company. (Boudreau, J. W. and Rynes, S. L., 1985) 4. Also make the reference list at the time of enrollment This will help the company in knowing that from which references the candidates are coming form. It is very essential to conduct so that further investigation or background evaluation could be made. Thus in such competitive and controversial civilization, the recruiters should hire such individual which are strong and dedicated in their workings, have good talent enough to cope up with the companys requirement, should have no bad past records that might even danger the current workers and so. Thus it is very essential to make the background or the source check before hiring any individual into the firm. (Boxall, P. and Purcell, J., 2003)

5.2a Recommendations for effectual Human Resource strategies to ensure consistency and fairness Well centralized policies must be put in by the HR while discussing with the various functional departmental heads. Carlson, K. D., Connerley, M. L. and Mecham, R. L. (2002). Many firms follow the concept of decentralization of the HR in which partiality or unevenness is been made for few staffs. Thus for such drawback, the firm should encompass centralization of the HR departments so that the strategies and selection all the activities and policies are distributed and conducted on equity and on even basis. There should be transparency among various business functioning. These HR can make views and carry suggestion from various sectional heads regarding the employee skills in their technical rounds. These HR should make close coordination with various divisions. There should exists various others tools that would support and more encourage their employees like through fiscal and non-fiscal inducements. They should also be put into firms membership by making them companys stock holder. This will make them to be committed to the firm for the long period. The firm tries to make their employees their partners in the firm. This will result in positives and devotion towards the firm. Evenness should be there at the time of job description. This will generate the clarification of their responsibility, ability and accountability. Thus the description should be made after making cross thinking from various heads, consulting with various executives and then promoting them inside the firm. Thus each division should make a proper discussion and set the requirement lists to hire employees as per their requirements.

5.2b Monitoring HR strategies: 1. With the help of the questionnaire method various questions will be answered and the overall view of the employees can be gained. 2. The HR must regularly attain the knowledge of the various divisional heads to seek their employees requirement. 3. They should evaluate the opposites rewarding system and should try and impose the best in their company to provide more recompense to its employees. 4. The various department managers and the HR should meet periodically to discuss on various issues so that the wrongs and misconducts are neglected and the proper actions are implemented by the company. Anderson, N. (2003).

5.3 Recommendations adopted in order to enhance the rewarding strategy The company holds the employees by paying them performance bonuses through which employees get motivate and give best to the company. Employees of different character are awarded by the system in different ways. Make the payment on time and also to those whose efforts made the firm in profit. Make them rewards through thanks and additional incentives. Beside salaries there should be some additional payment about 7% to 8%. By giving reward to employees in the organization company can expect better achievement of goals from the employees. Make the small level rewards by saying thank you and appreciating them in front of all can make them more motivated towards their working. All this will make the additional results and will make good effect on the employees. Providing more benefits like adding value through medical insurance, learning, accommodation benefits, pre paying legal help and so. Make more opportunities for flexible working and also provide job allotment. They should make more general as well as additional learning to their new employees. Make a clear way so that the staff can view more openings inside the company. If the employees are been appreciated, rewarded, respected and compensated for their hard workings, dedication and process then they constantly try and make such positive results. The employees impose their discretionary efforts or energy. Thus it plays a very important activity in any business firm.

5.4 Recommendations for employee involvement

1. Delegation of rights along with the impact prospect Delegation here means not only delegating the more workloads but also to give some kind of pleasurable possessions also. Make delegation of conference conducting, involvement in each phrase of the project development, make various decisions and so. This will make the employees to grow professional and will help them to develop their talents and skills. Contribution will make things go in the best direction. All this will result in positive results to the employees as well as to the organization. (Dreher, G., 1992) 2. Use feedback for each new conduction This will help the staff to know their feedback in to the various activities. This feedback can also been made utilized at the time of making rewards and respects. Thus it is a very knowledge full process to generate feedbacks in the firm. 3. Have the ability to solve difficulties and not point who have made it If anything is getting into trouble then ask what is the process which is resulting in problematic situation, what about the staff who is conducting it, and so related questions. Try and sort put the problem with specific solution and penalize the responsible. (Dr. Deming.) 4. Make learnings and ask more to attain proper guideline

Make a communicative program in which various queries are been asked and various solutions and guidelines are provided. The employees will make out the corrective answers if they encompass the occasion to develop it. If any of the workers come up with any kind of query then first of all ask themselves their point of view regarding the same that what they should do to eliminate the same. This will gain the employees understanding and thinking or their knowledge level. And then they should be asked for conducting their own solution as the company makes trust in them. (Viswesvaran, C., 2003)

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Backhaus, K. B. (2004). 'An Exploration of Corporate Recruitment Descriptions on Monster.Com'. Journal of Business Communication, 41/2: 115-136.

Barber, A. E. (1998). Recruiting Employees: Individual and Organizational Perspectives. Thousand Oaks, CA: Sage.

Barney, J. and Wright, P. M. (1998). 'On Becoming a Strategic Partner: The Role of Human Resources in Gaining Competitive Advantage'. Human Resource Management, 37/1: 31-46.

Becker, B. E. and Gerhart, B. (1996). 'The Impact of Human Resource Management on Organizational Performance: Progress and Prospects'. Academy of Management Journal, 39: 779-801.

Becker, B. E., Huselid, M. A. and Ulrich, D. (2001). The Hr Scorecard: Linking People, Strategy, and Performance. Boston, MA: Harvard Business School Press.

Becker, G. (1964). Human Capital. New York: Columbia University Press.

Boudreau, J. W. and Rynes, S. L. (1985). 'Role of Recruitment in Staffing Utility Analysis'. Journal of Applied Psychology, 70/2: 354-366.

Boxall, P. and Purcell, J. (2003). Strategy and Human Resource Management. New York: Palgrave Macmillan.

Breaugh, J. A. (1992). Recruitment: Science and Practice. Boston: PWS-Kent.

Breaugh, J. A. and Starke, M. (2000). 'Research on Employee Recruitment: So Many Studies, So Many Remaining Questions'. Journal of Management, 26/3: 405-434.

Cappelli, P. (1999). The New Deal at Work: Managing the Market-Driven Workforce. Cambridge, MA: Harvard Business School Press.

Carlson, K. D., Connerley, M. L. and Mecham, R. L. (2002). 'Recruitment Evaluation: The Case for Assessing the Quality of Applicants Attracted'. Personnel Psychology, 55: 461-490.

Viswesvaran, C. (2003). 'Introduction to Special Issue: Role of Technology in Shaping the Future of Staffing and Assessment'. International Journal of Selection and Assessment, 11/2/3: 107-112.

Williams, M. L. and Dreher, G. F. (1992). 'Compensation System Attributes and Applicant Pool Characteristics'. Academy of Management Journal, 35: 571-595.