Question

Let assume that you are a learner of BSC (HONS) BUSINESS MANAGEMENT, GENERAL OR SPECIALISATION. You have been sent to J.M Enterprise that will be engaged in the Manufacture of Polo-Shirts. The administrative staff had already been recruited by the working team. You will be involved with a team comprising of the General Manager, Human Resource Manager, Production Manager and Finance Manager. Your role will be to provide a plan: (1) Of the number and type of people to be recruited for the enterprise, (2) The sources for the supply of labour force (3) The established criteria for these categories of human resources, (4) The retention strategy, (5) The salary and benefits proposed (6) The number of human resources selected. The outcome of this exercise will clearly show the number of human resources recruited for each section of JM Enterprise. This process is carried out so that the enterprise does no face the problems of shortage or surplus of human resources. (For example you need 10 supervisors, you must state the various sections where they will be involved, their experiences and qualifications). You may choose an enterprise of your choice to write your assignment.

Answer 1

The hiring process and recruitment plan for JM Enterprise involves determining the number and type of people needed, identifying sources for labor force supply, establishing criteria for each category of human resources, developing a retention strategy, proposing salary and benefits, and selecting the appropriate number of human resources for each section. The plan should consider the specific needs of each department, market competitiveness, and the workload and organizational structure of the enterprise.

Step-by-step explanation:

Hiring process and recruitment plan for JM Enterprise

1. The number and type of people to be recruited for JM Enterprise should be determined based on the specific needs of each department, such as the General Manager, Human Resource Manager, Production Manager, and Finance Manager. For example, the General Manager may require someone with strong leadership skills and experience in the industry, while the Production Manager may need individuals with technical expertise in manufacturing.
2. The sources for the supply of labor force can include internal recruitment, such as promoting current employees or transferring employees from other departments, and external recruitment through methods like job postings, employee referrals, and partnerships with educational institutions.
3. The established criteria for the different categories of human resources should be based on the job requirements and desired qualifications. This may include factors such as educational background, relevant work experience, specific skills or certifications, and personal attributes like teamwork or problem-solving abilities.
4. The retention strategy should focus on creating a positive work environment, offering competitive salaries and benefits, providing opportunities for career growth and development, and implementing effective employee engagement and recognition programs.
5. The salary and benefits proposed should be market competitive and consider factors such as industry standards, similar job positions in the region, and the financial capabilities of the enterprise. It is important to conduct research and benchmark against other companies to ensure the proposed salary and benefits package is attractive enough to attract and retain skilled employees.
6. The number of human resources selected for each section of JM Enterprise will depend on the specific needs, workload, and organizational structure of the enterprise. It is crucial to analyze the workload, responsibilities, and available resources in each department to determine the appropriate number of human resources required.