Personnel Management (Singapore)

The individuals to be recruited should possess the following attributes:

Academic Qualifications

A minimum of an undergraduate degree in marketing in a recognized institution with a membership at the Chartered institute of marketing is required. An additional training course in web design and development or any other relevant field is an added advantage.

Experience

A minimum of 3 years working experience in the online marketing field is required and an experience in working for a large company.

Key skills.

Creative and critical thinking skills. The individual shall be required to properly analyze situations and come up with proper and innovative recommendations to improve the company’s online marketing processes.

Report writing skills. The Individual should have the ability to write an accurate and well organized report to the Head of the Marketing department showing progress of the company’s digital marketing campaigns.

Quality writing and editing skills. It will be the role of the individual to create and properly edit the content to be presented in the company’s online platforms. The individual shall ensure that the content accurately presents the company’s brand position effectively.

Digital platforms and web management skills. One of the key roles of the online marketing executive is the proper management of the company’s digital platforms

Job design

Design for Efficiency,

To enhance the Job efficiency in the marketing department, the company has ensured;

Proper utilization of technology. Technology is an enhancing factor in our day to day activities. A successful digital marketing process in particular requires a proper adoption of both hardware and software technology (gudema, 2014). A good example is the application of laptops, smartphones and tablets which enhance portability and flexibility of individuals. Efficient software programs should be installed to enhance content management, data analysis and efficient management of the platforms. All these are crucial tools enhancing the efficiency of the online marketing executives.

Design for motivation,

Proper employee motivation is a crucial factor in ensuring their productivity. The creation of an environment where communication and teamwork are the key values is a key motivational factor (Pee, 2015). This creates a family-like atmosphere among employees which motivates them to work towards the fulfillment of the company’s goal.

Another key motivational aspect is the provision of workplace incentives. The company has a yearly employee training program which is fully paid by the company. This provides an opportunity for skills development and diversification among the employees. The company also, has a proper and clear employee promotion policy giving room for individual career development. Regular salary appraisal in relation to the employees’ skills, tasks and needs trends is also carried out to enhance employee satisfaction.

Design for Safety & health (ergonomics)

This has been enhanced through the provision of a safe working condition. The recommended working hours and leave days apply to each employee. Measures to improve the working conditions such as the provision of snacks have been adopted. The working premises safety measures are also a key priority for the management.

Design for mental capacity

Mental capacity is an individual’s intellectual ability to make decisions and exact control over different daily processes. To enhance this, the aspect of teamwork will be quite important. Teamwork is simply the working together of individuals’ in-order to achieve a common goal which in this case is the shared company goal. Teamwork is quite important as a problem-solving tool, it enhances effective communication in the company, it is also quite important as a proper learning tool.

Through teamwork, individuals in the department are able to share their different perspectives, enhance communication and share responsibilities. This becomes crucial in widening an individual’s perspective, reducing mental stress and improving the creative capacity of the department as a whole.

Recruitment strategies and their implementation

A proper recruitment strategy should take into account different factors. The strategies should reach out to the individuals with the desired skillset in the most cost effective and time efficient manner.

Employee referral programs

This is a recruitment strategy where current employees recommend potential employees who they feel are qualified for a particular open position in the company. The strategy has its key advantages. One major advantage is that there are higher chances of finding the right fit for the job. This is because the employee referring the candidate, knows them on a personal level and they know that their skills, attitudes and abilities match those required for the job. The strategy is also very cost effective and the new employee is able to acclimatize swiftly due to an existing relationship in the company.

Implementation

The Human resource department will therefore publish an internal memo citing the available job opening and invite referrals from the employees. An incentive payment for a successful referral will be set aside to encourage for quality referrals and as a way of motivating the employees to participate in the recruitment process.

Online recruitment

This strategy is particular important because the job vacancy itself is about digital applications. Online recruitment is mainly carried out through advertisements in online resources such as the social media and different online job sites. This strategy guarantees a higher chance of attracting the right candidates for the job since online sites provides a large platform and a wider scope. Online sites especially social media connect a large number of individuals from a wide array of backgrounds and culture (Guedes, 2015). The method is also a cost-effective method with zero advertisement charges.

Implementation

The plan will be to utilize the careers section in the company’s website. The Human Resource department will instruct the online digital team to create a job advertisement post in the company’s website under the careers section. They will then conduct social media advertisements referring individuals to the job vacancy in the company’s website.

Unsolicited resumes.

These are the involuntarily received job applications. The company receives numerous job applications, both in hard copy and through E-mails in softcopy. Some of these applications are from highly qualified individuals with an interest of working for the company. This method is a highly cost-effective method since no costs of advertisements are incurred. It also provides a huge chance of landing a highly qualified employee who might equally be passionate about working for the company.

Implementation

The human resource department will set up an unsolicited resume desk. This is where all involuntary job applications both online and manual will be received and acknowledged. The applications will be well sorted out with different levels of qualification as per each department. Therefore, when a job opening arises, the Human resource department will analyze the qualifications presented and identify whether they match the skillset required. Any identified skilled individuals will then be contacted.

Selection strategies and their implementation

Every company receives a huge number of applications for each job application. However, the main challenge is to discern which candidates are best equipped for the job. The selection strategies include;

Preliminary screening

This is an elimination method aimed at eliminating candidates not fully meeting the desired candidate’s qualifications. It is carried out in two ways. The first method is through the preliminary interviews. It involves a thorough scan of the presented job applications for the relevant post and identifying the skills and qualification gaps in relation to the desired qualifications. The second method is the Application blanks method. In this method, an application form is issued to each candidates. Through the form, personal information about the individual is collected (Chand, 2016). This is through various questions about the individual’s history, education background, major achievements, interests and inner passions.

Implementation

The company intends to utilize both methods in-order to ensure that only the best qualified candidates proceed to the interview stage. The company will set an early deadline for the submission of applications. This is to ensure adequate time to scan through the applications and the elimination of the lesser-qualified individuals. A team will be selected to conduct the scanning activity. The remaining applicants will then be required to fill out an online form which will be designed to solicit the necessary information. An aptitude test will also be included. Only the successful applicants will proceed to the interviewing stage.

Vetting

This is commonly done after the candidates have successfully undergone an interview process. The main aim of conducting a vetting process is to gain deeper knowledge on the individual’s background and history. The company therefore conducts a background check on the individual’s past dealings to identify whether the individual is the perfect fit for the company. Information on credit records, social media accounts, criminal records, past job conducts and many more is scrutinized. However, it is important to take note of the vetting laws for example laws barring access to medical records and also the laws governing individual privacy and confidentiality (Anderson, 2017).

Implementation

A vetting committee will be selected. The company will make use of an external committee as a way of saving resources such as time and finances. The committee will be mandated to conduct a thorough vetting on the selected candidates but in consideration to the strict regulations of vetting.

Culturally fit selection

This is a recruitment strategy enabling the recruitment of individuals who will best adapt to the organization’s beliefs, values and attitudes. A strong organization culture is quite key to the success of an organization. This method therefore, enhances the recruitment of individuals who will greatly contribute to the achievement of the organization’s shared goals.

Implementation

The first step will be to clearly define the organization’s culture. This will be done through the engagement of the employees in focus-group discussions to identify the shared values and personalities that mirror the organization. A good example of an organization culture is entrepreneurism. The candidates that best possess the identified attributes are hired.

Conclusion

In conclusion, it is quite clear that the Human resource management function is systemic in nature with each function being quite crucial in ensuring that the company has a proper workforce. The processes of job analysis, the creation of a proper job description and specification are crucial in determining the attributes of the individual to be hired and identification of the rationale of hiring the individual in relation to the organization’s goals. The creation of effective recruitment and selection strategies is also crucial in ensuring that the organization attracts and hires employees with the desired attributes. All this is crucial for the achievement of the organization’s goals.

Bibliography

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