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End Term
Summer 2020
Department
RSBM
Subject Name
Project HR & Communication
Program
MS (Project Management)
Rabia Mustafa Awan
20664
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1. Arif Habib and Co. is hiring a batch of 30 people. Your role in the company is HR Manager,
who is responsible to look after all the matters starting from planning to retaining employees.
You are required to explain the process of hiring the batch. (20)

1. Introduction:
Person hiring and batch hiring differs. In choosing the complete batch, the HR Department
should be very careful. As all the workers are recruited at the same moment. Harmony in the
hiring process should occur and the organization should be fair in handling each person hiring.
Some challenges in batch recruitment are as follows.

2. Challenges in Batch Hiring:

1. There are more applications and their review is a huge task.
2. It becomes difficult to get more people with the required qualifications and experience
and the HR department has to compromise on various set criteria.
3. The human resources department needs to be very careful in issuing job offers to each
employee based on their work experience and qualifications
4. Hiring too many people can change an organization’s culture. So, their boarding and
orientation needs to be handled very carefully.

3. Best Hiring Practices:

Following are point should be considered while batch hiring.
1. The recruiting process will make a major impact on your organization’s future. And it's
the HR department 's duty to strictly follow the guidelines.
2. You need speedy procedures when doing batch hiring and the speed at which you recruit
should never compromise the process itself.
4. Hiring decisions can never be made lightly and it will ensure that the needs of the
company are still kept in mind by having a firm hiring process in place.

4. Process of Batch Hiring

Process of batch hiring is as follows
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Identify the Is it project for which new vacancies are created or is it

hiring need expanding the reach of organizational tasks

Recruitment plan should align with company's goals and

Recruitment business plan. Strategy will be designed how job will
Plan publicize internally and externally.
how will interviews will be conducted and by whom.

List of job requirements, special qualifications, desired

Write Job
characteristics, and requisite experience has been recorded. Also
Description
included salary and benefits
Advertise the Job will be posted on company’s website and job posting sites
Position like LinkedIn, job fairs and local newspaper advertisements

Recruit the The hiring staff should reach out directly to desirable candidates
Position via diffrent medium
Review the applications and eliminate any candidate who does
Review
not meet the minimum requirements. then shortlist the
Applications
candidate for interview
Phone Interview Phone interviews will be performed which will allow
Screening organisations to further list the applicants.
Early interviews are held with hiring manager ,Additional interviews
Interviews conducted by executives & final interviews will be conducted by the
senior leadership of company

Applicant Standardized tests will be arranged for personality traits, problem-solving

Assessment ability, reasoning, comprehension, emotional intelligence etc

Background Candidates’,criminal record and drug tests will be made to verify

Check employees' history and eligibility

Decision The hiring staff identifies their top choice and backup candidates

verification from previous employment will be made

Refrence Check reagarding job performance, experience, responsibilities,
workplace conduct, etc.

The offer letter has been made includes the position’s salary,
Job Offer
benefits, start date and other terms & conditions

The applicant has accepted an offer letter and a job-related

Hiring
paperwork will be filled out and filed

Orientation will be provided to workers and a guide will be

Onboarding
appointed to support them in a new setting.

Training & Continuous training & growth requirements would be planned in

Development order to sustain the employees.
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2. Ali Motors is company operating nationwide and close ally with Toyota Motors. You are in-
charge of training department who is responsible to design and conduct the trainings for Ali
Motors. This year Toyota is introducing new car model with extra features and you have a
training session with showrooms’ mechanics. Toyota delegated the training of new car model
and you are required to design a training program. (20)

Preface
Ali motors identified the need of on job mechanics after the launch of a new car model by
Toyota. Being an in charge of training department ADDIE model will be used to design this
training.
This document is intended to describe the road map of the Automotive Service Technician
Training Services of Ali Motors. It describes the suggested content, duration, methodology and
medium of training. It is intended to indicate objectives (skills), the required information
(knowledge) training that will encompass.

A. Roles and Responsibilities of Employer

i. To provide high quality work experiences in an environment that is

conducive to learning.
ii. To provide the necessary support services that will make the ability to be successful.

1. Analysis:
We intend to introduce a new car model introduced by Toyota to our mechanics during
this training. In addition, they are equipped with skills and capabilities to represent and
maintain the model.
As this is an on-job experience so Ali motors' workers will be the participants. The
perfect combination of theory and practice will be the training curriculum.
2. Design
As trainees are automotive service technicians, this training is designed to enable trainees
with knowledge and skills to diagnose problems and to make repairs especially related to
the new car model.

B. Training Objectives

i. Participants will be able to identify defects of particular automobile.

ii. Participants will be able to identify the cause and repair defects.
iii. Participants will be able to dismantle, reassemble, fit new parts and make
final refinements.
iv. Participants will be able to use specialized tools.
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C. Methodology

Training would be a theoretical and pragmatic balancing combination. Urdu would be

an Instruction medium. Training will be of 120 hrs. complete.

D. Content

i. Diagnostics
ii. Suspension/ Steering
iii. Brake system/ Introduction to Air brake
iv. Engine system (Removal /installation
v. Air bag System
vi. Fuel system

3. Development
Session and hands-on workshop will be conducted like inspect, test and repair brakes,
knowing the components of engine, dismantle and reassemble it. All knowledge and
skills will be evaluated by the trainer.

4. Implementation
A pilot study will be conduct by the line manager. After that required changes will be
made to make training more fruitful. Finally, a specialized trainer will conduct the
training.
5. Evaluate
The trainer will carry out a realistic evaluation. Participants / group will be assigned
various tasks.

Granting of Certificates of Training

After the completion of training a certificate will be issued to the trainers.
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3. Many organizations rely on employee referral programs to identify prospective employees.

What are the advantages and disadvantages of such an approach? (10)

Employee Referral Program

The choice of employee referral is very significant in recruitment and selection. Employer
asks current employees to refer appropriate applicant for work in this process.
While the referral program for workers is very old practice, some of it is still considered a
new idea. All has its pros and cons so the employee referral program is. But among
employers it is also a common method.

Advantages
A. Best Alternate for Recruitment Agency

It decreases the financial burden of ads on the company, consulting the agency as a
company does not have to pay for selecting an applicant.

B. Save Time

It saves the organization’s time, by not performing the entire recruiting process,
reduces the workload of staff. As the referred applicants are 55 percent easier to
recruit, it also speeds up the recruiting.

C. Strong Applicants

A stronger applicant of high quality would be in the pool. Since referrer 's credibility
is also at stake, he / she will refer screened candidates suitable for job and company.

D. High Retention Rate

Higher retention rate is predicted. The chosen candidate is already familiar with the business,
its mission and culture. People also like to be around like-minded people, and if workers are
already enjoying a comfort zone, it will increase the dedication to work that will help the
organization.
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Disadvantages

A. Less Diverse Job Pool

The company can miss the best applicants who do not relate to anyone in the company.
Recruiting through agencies, advertising and other outlets allows more people to know the
brand which could the cause of attracting applicants with varying backgrounds and
experience.
B. Workplace Politics

Employee referral program will contribute to politics at work. As colleagues are in

dispute for refusing their referred applicants and recruiting them. In the organization a
biased atmosphere will prevail, and workers in the workplace can feel favoritism.

C. Employee Turnover

If any of both referrer and referee left the job because of workplace politics, personal reason
or having a better opportunity company may lose both. And employee turnover will be the
result.

D. Change the Referrer

Everyone has h/is/er strengths and weakness so referrer is. S/he can change the thoughts of
the referee because of h/is/er influence. As a result, a company may lose a good/ motivated
employee with best attitude and work engagement.