Recruitment Strategyn of Maple Leaf Shoes †MyAssignmenthelp.com

Question: Discuss about the Recruitment Strategyn of Maple Leaf Shoes. Answer: Introduction The case study of Maple Leaf Shoes has been considered to understand the recruitment and Selection procedure for the company. Evaluation of Recruitment Strategy The current practices of Maple Leaf Shoes Ltd. show that the human resource activities were not dealt by the experienced, skilled and knowledgeable manager. The human resource manager has to plan strategies and has to deal with short and long run challenges which the company faces such as global competition, managerial training, development of workers, increasing cost (Al-Kassem, 2017). It is recommended that recruitment manager has to be hired who is the first person to be contacted by the applicants and is the same people whom people share their feedback with, while leaving the job (Naikuni, 2013). It is recommended that the recruitment strategy of Maple Leaf Shoes must have the utilisation of human resource information systems. The manager must be an active listener with delegation approach and he must be approachable. He must be a computer literate and should be aware ofsoftwareprogram which is utilised for scheduling, payroll, benefit managing,recruitment andreporting. Therefore it is recommended that Steven Robinson is recruited. He is the only one who has CHRP certification and extension courses in the new information technology and Internet. As the upcoming steps, since technology has been expanding and in case the firm wants to embrace new technology then Robinson can be a great human asset for the business So is the future manager must be having global intelligence and he mustbetechnicallysoundsso that the company can prosper. Evaluation of Selection Strategy For the selection procedure the four applicants are called for the interview and as per their resumes in interviews there are certain factors considered. Steven Robinson is selected out of those factors and in case they are given the scale of preference then I would rate Steven Robinson to be the first choice, Followed by Arthur Dougherty, Jane Reynolds and Michael Anderson respectively. As per the resume of Steven Robinson, the job skills, experiences and different competencies suit the requirements of the business and his technical capabilities are better than any other candidate. In thisprocedurethe correct steps are taken which involve the identification of characteristics which are necessary for this job to be successful. The initial tests had been undertaken for measuring the predetermined traits of people. It would have been better if success criteria would have been laid down in terms of quality and quantity of output such as past attendance record or some past performance record of the candidate which can be compared with other candidates (Walsh, 2016). For the future, it is recommended that for the decision regarding candidates selection or rejection, application of test precautions has to be observed such as onlythevalidtest must be utilised (Ogata and Spraakman, 2010). Thetests must be realised only when these are standardised and reliable so that the comparisons can be made and two or more candidates can be compared in a similar manner. Like, if the candidates past years rating can be seen or his leave record can be compared with the other candidates equivalent record. References Al-Kassem, A. (2017). Recruitment and Selection Practices in Business Process Outsourcing Industry.Archives of Business Research, 5(3). Naikuni, D. (2013).Effects of selection and recruitment practices to staff productivity. Saarbru?cken: LAP LAMBERT Academic Publishing. Ogata, K. and Spraakman, G. (2010). Herding Cats at Maple Leaf Consulting.SSRN Electronic Journal. Walsh, C. (2016). Best Practices and Emerging Trends in Recruitment and Selection.Journal of Entrepreneurship Organization Management, 05(02).