12/13/2022 Assignment-2 Titel: Employee

hiring and development

strategy
Project Human resource management and
Team leadership
SUBMITTED TO – FELEKE SOLOMON (Assistant Professor)

dagmawi adefres Section 1 weekend program

EMPM/547/14
Table of Contents
1. Introduction ...................................................................................................................................... 1
2. Bonga University CCTV project ..................................................................................................... 2
a. Scope of the project .................................................................................................................... 3
3. Employee Hiring Strategy............................................................................................................... 3
4. Employee Development Strategy................................................................................................... 5
a. Train for success from the start ................................................................................................ 5
b. Set a good example and encourage self-development .......................................................... 5
c. Create individual development plans ..................................................................................... 5
d. Set performance metrics............................................................................................................ 5
e. Simulate situations .................................................................................................................... 6
f. Give regular feedback ............................................................................................................... 6
g. Delegate responsibilities ........................................................................................................... 6
5. Employee Retention strategy ............................................................................................................ 6
a. Build employee engagement .................................................................................................... 6
b. Get recognition and rewards right .......................................................................................... 7
c. Create an exceptional onboarding experience ....................................................................... 7
d. Build a culture employees want to be a part of...................................................................... 8
e. Offer winning incentives .......................................................................................................... 8
6. Conflict management Approach .................................................................................................... 8
7. Stress Management .......................................................................................................................... 9
8. Employee lay-offs ............................................................................................................................ 9

1. Introduction
Recruitment is the process of discovering or selecting and hiring or best qualified

candidate from inside or outside of candidates, contracting, and coordinating the new

employee to the association. Also, HR department responsible to choose the right person

or best qualified candidate for the post for organization. When you’re growing your

company and filling key roles, you need to have a strategy for advertising vacancies,
recruiting candidates, and onboarding new hires. Before you begin the process, have a

plan for each step of recruiting, evaluating, and hiring. Hiring new workers for your

business will look similar in any country, so implementing a successful strategy here can

help your company as it continues to grow. Hiring refers to what happens when a role

needs to be filled, while recruiting refers to the scope of activities associated with

attracting relevant and qualified talent to your organization.

A hiring process is a step-by-step approach to filling job vacancies. There is no one way

to carry out a hiring process, and every organization determines the necessary steps it

needs to achieve hiring success.

Here are typical steps in the hiring process:

1. Identify the hiring needs

2. Write a job description and publish to job boards individually to start recruiting

3. Review and screen received applications and shortlist qualified candidates

4. Interview selected candidates

5. Candidate assessment via tests or assignments

6. Choose a candidate to make a job offer

7. Negotiate contract details and make the hire

8. Onboard the new candidate

2. Bonga University CCTV project

Proposed CCTV systems provide surveillance capabilities used in the protection of

people, assets, and systems. A CCTV system serves mainly as a security force multiplier,

providing surveillance for a larger area, more of the time, than would be feasible with

security personnel alone. CCTV systems are often used to support comprehensive
security systems by incorporating video coverage and security alarms for barriers,

intrusion detection, and access control. For example, a CCTV system can provide the

means to assess an alarm generated by an intrusion detection system and record the

event.

A CCTV system links a camera to a video monitor using a direct transmission system.

This differs from broadcast television where the signal is transmitted over the air and

viewed with a television. New approaches within the CCTV industry are moving

towards more open architecture and transmission methods versus the closed circuit,

hard-wired connection systems of the past.

a. Scope of the project

• Infrastructural Networking for camera connection

• Fiber burying and splicing

• SOC room renovation and display screens supply

• CCTV camera supply, installation and testing

3. Employee Hiring Strategy

As per the project scope and required human resources we have used different

recruitment and hiring approach. As stated on the project scope description the required

personals vary. After selecting best feet candidate which are applied on these positions

through recruitment the hiring process will select the best fitted candidate for the

position. On the hiring process we have focused on the three basic strategies to identify

what we are looking for and give the candidates sense of belongingness. By using these

methods, we make sure that the hired candidates feel that they are wonted in the
company, in the position and there basic requested answered when joining the company

for this project.

When we are hiring candidate quickly, we use the best practices to follow based

on current hiring trends:

• We Hire based on soft skills, not degrees. While we want to consider an

applicant’s education, it shouldn’t be our deciding factor. Skills like

communication, creativity and adaptability are crucial additions to the workplace,

but cannot be easily taught. These skills are most valued in the company hiring

strategy. These skills will determine the candidate’s eagerness to learn, adapt and

evolve with the company.

• We Focus on our business’s reputation. Since we’re accepting applicants of any

sort, we’ll want to perfect our business’s reputation so we attract a qualified pool

of candidates. This means managing online reviews and addressing any negative

feedback. We have dedicated IT team which manage control and update our image

in the social media which enable us to attract potential candidate and give the

short-listed candidates initiation to join our firm.

• We are transparent about compensation. Most employers are up front about

salary, and most applicants accept jobs based off pay. As a hiring manager, aim to

be as transparent as possible about compensation. This will help us to build truest

with the candidates in joining our firm.

 4. Employee Development Strategy
In Infonans Solution PLC our employees are our most valuable assets. We value our employees

and Invest on their development which will help them on their feature career path and that

benefit our company along the way. Some of the best development strategies which are

implementing are

a. Train for success from the start

Training is an essential activity for onboarding new employees and developing existing ones.

Training enhances the hard and soft skills, improves the knowledge and increases the confidence

required to complete tasks. When an employee's confidence is raised, they are likely to perform

better at work. Moreover, when you dedicate time and resources to developing staff, employees

feel valued and appreciated and this motivates them to put more effort into their work.

b. Set a good example and encourage self-development

Leaders who develop themselves professionally are likely to encourage employees to develop

themselves too. When a manager takes steps to learn and grow, other employees realize that

personal development is an integral part of company culture.

c. Create individual development plans

Work with everyone on your team to help them identify their professional goals. Each personal
development plan should highlight ways of achieving these goals, challenges facing the
employee, interventions to resolve the challenges and the time frames for attaining the identified
goals. This motivates employees and helps you determine whether your business goals are
aligned with the employee goals.

d. Set performance metrics

Develop employees by setting measurable performance metrics. Establish specific performance
objectives so your team has tangible goals to meet. As they hit each target, the sense of
accomplishment motivates them to achieve even higher levels of performance. If done correctly,
performance appraisals can identify areas where further training is necessary.
 e. Simulate situations
Simulating real-life situations in the workplace is an effective way of developing employees.
Simulation entails recreating workplace scenarios, resolving the situations and applying the
solutions to real-world practices. This prepares employees to handle challenging workplace
situations, such as resolving a customer complaint.

f. Give regular feedback

Develop employees by giving constructive feedback about their conduct, performance and
attitude throughout the year. Congratulate employees for the work well done and encourage
them to improve on specific areas for better results in the future.

g. Delegate responsibilities
Develop employees by enabling them to perform higher-level duties from time to time. When
employees get used to taking up higher responsibilities, they learn new skills and prepare for
future leadership responsibilities. Delegating duties helps delegators free up time that could be
used for more important tasks. It also encourages trust and communication between managers
and employees because it gives them confidence knowing that you trust them and that you
believe in their capabilities.

5. Employee Retention strategy

Our HR leaders develop a range of strategies to positively impact employee retention. With open
feedback channels, building a culture of recognition, and other key techniques, you can boost
your retention efforts this year and beyond. From vast retention strategies we mostly implement
the below

a. Build employee engagement

Disengaged employees are detrimental to your organization. They bring down morale,

discourage other employees from doing their best work, and set poor examples. Few things bring

down engagement like failing to give employees a voice. Employees want to influence decisions

that affect their work and the direction of the organization, and giving employees a real say can

dramatically improve retention. Turning feedback into action demonstrates that leadership takes
employees’ concerns seriously. Ninety percent of workers say that they are more likely to stay at

a company that takes and acts on feedback.

Few things bring down engagement like failing to give employees a voice. Employees want to

influence decisions that affect their work and the direction of the organization, and giving

employees a real say can dramatically improve retention. Turning feedback into action

demonstrates that leadership takes employees’ concerns seriously. Ninety percent of workers say

that they are more likely to stay at a company that takes and acts on feedback.

b. Get recognition and rewards right

To make consistent recognition a reality, your organization should prioritize both social

recognition and monetary rewards, preferably by using a recognition platform that helps

everyone get in on the action. These platforms support points-based reward systems that let

employees accumulate and redeem points for rewards that actually matter to them. And they

make showing recognition easy whether employees are in office or working remotely, as they can

send messages of appreciation to anyone at your organization whenever and wherever works

best for them.

c. Create an exceptional onboarding experience

Making employees feel like a part of your organization starts with their onboarding and continues

through their first year at the company. It can take a new employee up to two full years to reach

the same level of productivity as an existing staff member, so making them feel comfortable and

capable at the outset can do wonders for retention.

Help new employees shift from an outsider to insider by educating them about their

responsibilities, giving them the agency and resources needed to complete their tasks and goals,

and creating an environment where they feel accepted. Don’t inundate people with too much

information, though. Trickle it out slowly with digestible guidelines on your HR programs,
policies and procedures, and benefits. And ask employees for feedback so you can keep iterating

on your onboarding process.

d. Build a culture employees want to be a part of

Developing a standout culture involves rewarding people who act on your company’s values

every day. These values should be meaningful to every employee and communicated in a way

that everyone can internalize and understand. Tie company goals to your products and services,

and outline how your company’s mission plays into how your employees work with partners,

customers, and vendors. And if you’re rewriting your core values or trying to establish more

company alignment, ask your employees for help. After all, they experience your company

culture every day and have the context needed to shape truly meaningful values.

e. Offer winning incentives

Incentives are a concrete way to acknowledge employees for fantastic work. Eighty-five percent

of workers feel more motivated to do their best when an incentive is offered. There are endless

ways to incentivize your employees. First, make sure that the compensation your organization

offers is appropriate 一 it’s a major reason behind employee departures. Then think about other

monetary incentives like referral programs, tuition reimbursement, and profit-sharing. Bonuses

and raises are always appreciated as well.

6. Conflict management Approach

A conflict management strategy refers to methods used to handle disputes. Choosing the right

strategy is necessary for managing a conflict properly. A conflict management strategy refers to

methods used to handle disputes. Choosing the right strategy is necessary for managing a conflict

properly. In our company we use three most effective conflict management approach

• Be proactive in avoiding conflict

• Turn conflict into an alliance
• Make goals and visions clear
 • Use communication as a management tool
• Use communication as a management tool

Using this approach we address and resolve conflicts arises in the project.

7. Stress Management
Project by nature its stressful. To be productive and deliver the project objectives on time the

employees have to work with there full potential not with stress. To ease in the employees,

managers from the project stress we preach our employees to follow this stress management

guides. Those are

1. Don’t over plan your day.

2. Don’t take your work home
3. Prioritize matrix mapping
4. Understand requirements.
5. Schedule time for research.
6. Stand up for yourself
7. Break tasks down
8. Take a lunch break
9. Share the load

Also we gave appropriate rewards. When our team are under a lot of pressure, a little gift or

reward can surprise and relax both the company and employees. Whatever the gift, we all be

more motivated to meet the stress that comes next. What makes people more surprising must be

a unique gift, especially if it is individually customized, some small things such as custom lapel

pins will strengthen the cohesion of your team and amplify the strength of the team. doing so we

have try to create stress free working environment as much as possible

8. Employee lay-offs
Downsizing or employee layoffs can have devastating effects on both suspended or terminated

employees as well as those who survived. Due to that this is the most challenging and hard
decision the HR has to take. On our project there are milestone based and there will be

downsizing or laying off if the milestone goals meet. Based on the milestone tasks we may have

to higher several labor or contractual employees for specific tasks. when the objective achieved

this employee have to lay-off as agreement. When the lay offing is reached based on the objective

completion this will be concluded with contract termination and writing the recommendation

letter as per their involvement on achieving the milestone goal.

In other hand when there is a conflict or misconduct by the employees on the job and the company

decided to layoff that employee, there are procedures need to be followed

1. Oral warning letter

2. First written warning letter

3. Second written waning letter

4. Termination letter

These procedures will be followed to protect the company from any legal lawsuits which will

drag the project.

In conclusion in our company Infonans solution those above listed approaches, points and guides

are implementing on our Bonga University CCTV project to deliver the project on time and with

promised quality.