Problem Statement
The Company has large volume of
open positions and hence massive hiring requirements. All recruitments are
primarily dealt with head hunters. No additional effort is taken in introducing
innovative recruitment methods or in making use of technology that could result
in higher deliverables. No effective feedback utilization mechanisms so as to
find out the reasons for attrition. Cost of recruitment is massive due to lack
of technology usage.
Customers
o
Hiring Managers
o
Potential Recruits / Applicants
o
Top Management
Business Case
The volume and cost of
recruitment was huge, which was primarily because of Company size. An effective
measure to control the cost and thereby making the entire process more
effective was not done. Effort in integrating technology in the hiring process
would have resulted in reduced cost and would have also reduced the time for
filling positions by half. Also, capturing the exit feedback into system as a
corrective mechanism would have proved very vital in reducing attrition in the
entire company.
In Scope
o
Making use of technology like SAP ERP HCM model
or ZOHO as an effective e-recruitment tool.
o
Redesigning the Company website into a
recruiting platform in inviting suitable applications.
o
Using video conferencing facility as an initial
screening mechanism before the final / panel interview.
o
Using SAP (existing model) in capturing employee
exit feedbacks so as to take corrective measures.
Out of Scope
o Top
Managements acceptability.
Success Metrics
o Cost
effective way to fill positions.
o Faster
recruitment process which is a time saver.
o Reduction
in idle time, which will in turn increase productivity and reduce cost.
o Getting
into the roots of issues through feedback mechanisms thereby reducing attrition
itself.
o Better
time utilization in doing other HR initiatives.
Deliverables
o Study
of the current recruitment system and its improvement areas.
o Competitor
survey.
o Top
Management and Divisional Head’s buy in on the plan.
o Pilot
study in manufacturing plant locations.
o Budget.
o Communication
plan.
o Implementation.
o Measuring
success and feedback mechanisms.
Resources
o Hiring
managers input on available e-recruiting tools and software’s.
o Divisional
Heads input on the chosen e-recruiting tools.
o Vendors
input and Top management’s input on a suitable design and cost considerations.
o Talent
Management’s input in utilizing SAP as a feedback integrating mechanism.
Solution Options
o Changes
the hiring process by bringing in technology - Zoho recruit.
o Add
e-recruiting platform to the existing SAP framework.
o Make
more use if SAP as an effective feedback and correction mechanism.
o Continue
with the existing process itself.
About Your Company
o Mid
size (10,000+), Pharmaceutical, Public Ltd Company,1965, 14 counties and in 5 continents.
o
Mission
clarity, Performance-based compensation and reward programs, Customer-focused, High accountability standards,
Demonstrated support for innovation.
o SAP, highly adaptive to technology and believes
in investing heavily in technology.
o Windows / Explorer / No mobile.
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