Abc Executive Summary
ABC, Inc.: Recommendation for Changes in Human Resources Processes
Background
During the spring of 2005, the Operations Department of ABC, Inc. increased its staffing by adding 15 trainee positions. The company filled the positions in April with the expectation that the trainees would be able to complete orientation and begin work by July 1, 2005. However, inefficiencies in the Human Resources Department created obstacles to the July start date. These inefficiencies have led to a significant loss of confidence with the Human Resources Department by the front office, primarily due to the excessive time gap of three months between hire date and start date. ABC, Inc. needs to reduce the time gap from hire date to start date for new employees …show more content…
The department does not have adequate support staff to assist the recruiters. This lack of assistance leaves the recruiters with time deficiencies when coordinating recruiting and training. Deficiencies also exist in the time management skills of some of the recruiters. The current human resource process compounds the time management deficiencies, as it is paper intensive and relies on corrupted base files. The corruption of the base files makes it difficult if not impossible for the recruiters to develop a complete orientation package. Finally, the company lacks appropriate policies and procedures with respect to the timing of required documentation for candidates as well as new hires. This lack of basic policies exposes the company to fraud during the hiring process and results in incomplete employment files for new hires. These inefficiencies contribute to the three-month time gap between hire date and start date for new employees. To reduce this time gap, the company needs to correct the inefficiencies within human resources …show more content…
However, by defining a policy structure relative to the timing of documentation, the company will also reduce its exposure to fraud in the hiring process.
The policy will define key employment documents as well as include specific time parameters relative to the completion and submission of those documents. The policy will include requirements for specific documentation at vital stages of the recruiting process as follows:
The company will only grant interviews to candidates who have completed an application and provided a resume. The information in the application is mandatory and can be supplemented, but not replaced, by resume information.
The company will make new employment offers only after transcripts are certified. This involves receipt of an unopened transcript directly from the appropriate registrar, review and certification of the transcript by human resources, and review and approval of the transcript by the front
Background
During the spring of 2005, the Operations Department of ABC, Inc. increased its staffing by adding 15 trainee positions. The company filled the positions in April with the expectation that the trainees would be able to complete orientation and begin work by July 1, 2005. However, inefficiencies in the Human Resources Department created obstacles to the July start date. These inefficiencies have led to a significant loss of confidence with the Human Resources Department by the front office, primarily due to the excessive time gap of three months between hire date and start date. ABC, Inc. needs to reduce the time gap from hire date to start date for new employees …show more content…
The department does not have adequate support staff to assist the recruiters. This lack of assistance leaves the recruiters with time deficiencies when coordinating recruiting and training. Deficiencies also exist in the time management skills of some of the recruiters. The current human resource process compounds the time management deficiencies, as it is paper intensive and relies on corrupted base files. The corruption of the base files makes it difficult if not impossible for the recruiters to develop a complete orientation package. Finally, the company lacks appropriate policies and procedures with respect to the timing of required documentation for candidates as well as new hires. This lack of basic policies exposes the company to fraud during the hiring process and results in incomplete employment files for new hires. These inefficiencies contribute to the three-month time gap between hire date and start date for new employees. To reduce this time gap, the company needs to correct the inefficiencies within human resources …show more content…
However, by defining a policy structure relative to the timing of documentation, the company will also reduce its exposure to fraud in the hiring process.
The policy will define key employment documents as well as include specific time parameters relative to the completion and submission of those documents. The policy will include requirements for specific documentation at vital stages of the recruiting process as follows:
The company will only grant interviews to candidates who have completed an application and provided a resume. The information in the application is mandatory and can be supplemented, but not replaced, by resume information.
The company will make new employment offers only after transcripts are certified. This involves receipt of an unopened transcript directly from the appropriate registrar, review and certification of the transcript by human resources, and review and approval of the transcript by the front