Implementation Strategy

Organizational Objectives – The goals of NARIAG- Anti Narcotic International

Assistance Group is to determine the right process of selection and recruitment of its

incoming members. The following are the steps and will be adopted to the cited

organization. (1) Attracting the right candidates (2) Engaging qualified candidates (3)

Ensuring a good candidate experience (4) Recruiting fairly (5) Creating an efficient

recruiting process or structured recruitment plan.

Environmental Analysis

Strength:

 The organization is involved and operated worldwide the opportunities is wide to

its members.

 The organization has many opportunities to its members because of the structure

of the organization.

Weaknesses:

 Weak leadership because there is no standard in selecting the head or directors.

 Recruitment and Selection process doesn’t have standard.

Opportunities:

 Opportunities in operating in many countries and it is possible to become

international organization

Threat:

 System leakage, or possible that the organization might expose

Procedural Steps

Attracting Candidates: By implementing, establishing, and disseminating the

following, this will attract the potential candidates.

 Posting the benefits of the organization – discussing the positive outcome when

participating in the organization.

 Establishing the proper training, this will be another method to attract potential

candidates.

 Career and Organizational Potential

 Environment of the Organization

Engaging Qualified Candidates, ensuring a Good Candidate Experience and

Recruitment Fairly: By producing the following, this will be the guidelines to create

standard in selecting and recruitment

 Create Standard Qualifications

 Create Standard Job Analysis

 Proper Measurement and Degree to accept the application

 Communicate Cleary the task to candidates

 Ensuring the proper recruitment process and procedure

Creating an Efficient Recruiting Process: Standard Process of Recruitment

 Submission of Application

 Reviewing the application

 Interview by the Directors

 Checking if the candidate meets the standard of the Organizations’

qualifications
  Submission of Requirements like NBI Clearance or Police Clearance

 Seminar and Training

 Deployment of Candidates

Recommendations

This chapter will present the valid generalization in the form of conclusions, also

presented in this part of the study is the concise reflections illuminated by the data

available in the organization. Furthermore, recommendation is offered in this chapter as

solutions to resolve the identified problems.

1. The NARIAG- Anti Narcotic International Assistance Group needs to change

the system of selection and recruitment process, the proposed strategy may

use for the betterment of the association.

2. The process of recruitment and selection is very important, it is one of the

crucial processes in the group because it will lead to the growth, or it may

result to the catastrophe of the organization. The Director(s) need to

scrutinize it per step given by the proposed strategic plan.

3. The organization needs to produce a detailed standard on recruitment

process, the people that will be part of the organization can be asset to the

organization or can bring negative impact.

4. Furthermore, the organization also needs to produce a proper guideline in

selecting leaders and directors. Above all, the leader is the brain of the

organization he or she needs to be knowledgeable and skilles to operate the

operation and organization.

 Conclusions

The proponents concludes that selection and recruitment process is very

important vital to the company, organization, and association. Better recruitment and

selection strategies result in improved organizational outcomes. Ineffective hiring of

employees may decrease the competitive advantage of a company (Tanguay, Camp,

Endres, & Torres, 2012). It is vital and essential to growth of the company to create and

produce standard process, the proponent determine that creating standard processes is

also complex and need to scrutinize it detailed by detailed.

A structured recruitment plan is mandatory to attract potential candidates from a pool of

candidates. The potential candidates should be qualified, experienced with a capability

to take the responsibilities required to achieve the objectives of the organization.

Though it takes a long process, the development structured recruitment plan or

recruitment strategy is a big indicator that the organization has a strong foundation of

leadership because it attracts good candidates.