The Ideal Staffing officer Case Study

I. Issues identify

AutoAccess is the manufacturer of automotive accessories whose vision is to help people to travel comfortable and safe. This company not only focusses on business itself, but also pays attention to human resources, by adopting a more people-focused approach to managing people. When AutoAccess expanded its business rapidly, the challenge came up as it gained some new contracts.

Due to the high demand of the new staff, AutoAccess employed Georgia Banks as the Recruitment and Selection Specialist to address this problem. The reason why employed Georgia Banks is that the HR manager, Rhonda Thomas, highly appreciated Georgia’s work capability and performance in former work place.

After Georgia Banks took over the role at AutoAccess, things went well at the beginning. Georgia decided to use in recruitment techniques and contracts she had used to in the former work place, and it did work. More than 150 applicants were attracted and 70 new members were selected and trained to be ready. However, the pressure was still on because there was a huge vacancy for the next 18 weeks. Georgia didn’t take it seriously and still used the same approaches. Unfortunately, along with and the high turnover rate, the productivity of new employees was not good even not performed to the required standard.

In a word, problems occurred in the recruiting part, for Georgia and new staffs both.

II. Reasons diagnose

Organizations cannot function well without proper human resource management so long as people involved. Human resource management (HRM) is the system, policy and practices which related to workers, including recruitment, work systems, employment relations . One of HR activities is the recruitment and selection. The issues in this case illustrate clearly that when recruitment part goes wrong, the whole production and management procedure will muddle.

1. Recruitment of Georgia Banks

The vacancy occurred when AutoAccess gained a few new contracts, led to the need for an additional HR staff to support supervisors to ensure the activities and procedures are successfully implemented. Although the vacancy is urgent, the recruitment and selection procedure shouldn’t be ignored. Rhonda Thomas chose Georgia in haste, and only referred to her prior work performance, didn’t take all factors into consideration. The entire recruitment involves taking specific actions, such as advertising, to attract a pool of candidates for the vacant position, while selection is the consecutive process of choosing the best person from the pool (Dessler et al, 2007). In this case, there was no recruitment or selection process for the vacant position.

In addition, there are numerous recruitment sources, including internal recruitment, external recruitment, person-centred recruitment