VTI Group: HR Strategies For E-Commerce Success

Selection and Induction Policies

Melbourne based VTI Group have undertaken strategies of selling their products online as well as implementing an e-commerce strategy in order to increase their market share as well as customer needs. The role of the human resource managers in this aspect can be best described in terms of quirkiness, thinking out of the box and agility, especially when the matter is about recruitment, retention or reward policies. The human resource managers are required to establish a sense of commonality or collaboration among the system or the combination of the systems that are being chosen for the e-commerce site.

• All the selections are equitable or merit and fair.
• Recruitment procedure adheres to Equal Opportunity Policy.
• Adoption of standard approaches for the volunteer and recruitment positions.

The policies of selection include,

• A policy check.
• Addressing the selection criteria.
• Identity proof.
• Certifications or qualifications.

The policies of Induction include,

• Familiarizing with the volunteers for equipments, resources and facilities.
• Going through closed and open times.
• Explaining the evacuation and emergency procedures.
• Giving an introduction of the organization.

Steps for the processes

• Identifying the vacancy and evaluating the needs.
• Developing the description of the position.
• Identifying the duties and responsibilities.
• Preferred qualifications.
• Developing recruitment plans.
• Selection of the search committee.
• Post position as well as implementing recruitment plan.
• Reviewing applicants as well as developing short listing processes.
• Conducting interview.
• Selection of the hiring procedures.
• Finalizing the recruitment procedures.

Need for recruitment

 The recruitment procedure is a hectic process for any organization. The VTI group has an effective selection or recruitment policy, which prefers eliminating the employees’ turnover. It helps in making it easier to choose the right candidate for the work related competencies. The company’s primary aim for recruitment or selection policy ensures a fair or transparent hiring procedure, which assists the human resource personnel to choose the right candidate based on their merit or relevance to the job.

Obtaining support from senior manager

• The need for security awareness.
• Obtaining funding from the senior management.
• Creating a clear strategy for recruitment and selection procedure.
• Keeping it simple as well as succinct.
• Keeping it non-technical.
• Using a peer-led roundtable conference format.
• Demonstrating values of those policies.
• Discussing the needs or strategies for budget.
• Focusing on the responsibilities of senior management.
• Asking for support or sponsorship before leaving the conference.
• Explaining how the training procedures help in retaining the employees.
• Emphasizing the regulatory and legal requirements for the training and development procedures.

Necessary adjustments

The company needs to make some necessary adjustments in terms of recruitment, selection and hiring processes. Firstly, it needs to emphasize upon their diversity trainings and inclusion of equality. Discrimination during the recruitment or selection procedure can give rise to unconscious biasness. Secondly, it needs to analyze the need for vacancy. Thirdly, the company needs to advertise the job position, for which the company will be hiring and shortlist the candidates. Fourthly, on the basis of their shortlisted candidates, the company should conduct interviews and appointment for the selected ones. Lastly, after the interview procedure is over the selected candidates need to be given induction or training sessions.

Position Description

Administrator Manager

Roles and responsibilities:

• Recruiting new administrative candidates; orient as well as train them for the specific descriptions of job.
• Conducting semi-annual evaluations for the administrative personnel as well as providing them with proper guidance regarding potential improvements as per their performance level.
• Serving as the liaison between the administrative personnel with their senior management.
• Communicating the concerns and needs, so that they can be handled in an effective manner.
• Selecting the employees for special programs or projects and then overseeing their outputs.
• Achieving the specific financial objectives by communicating with the administrative personnel and making the adjustments to the workflow as necessary.
• Implementing the customer service standards as well as evaluating their abilities in order to meet those standards.
• Providing logistical and technical support for the administrative personnel.

Qualifications and skills

• Bachelor’s degree in business, accounting or related fields.
• Proven track records of training, motivating or on-boarding administrative employees.
• Excellent time management, communication, employee development and leadership skills.
• Documented computer skills.
• Prior management experiences required.

Marketing Manager

Degree level: Bachelor’s degree, often master’s degree is preferred.

Degree field: Business or marketing administration.

Certification: Organization memberships and professional certification suggested.

Experience: Industry experiences required.

Key skills: Presentation, sales, strong communication, leadership skills, management, goal oriented, creative under pressure, flexible, knowledge of multimedia platforms and current marketing trends, strong budgeting, computer and internet skills.

Job outlook (2018-2028): 9% growth.

Annual salary: $150,670

Training Manager

Job responsibilities:

• Organizing, planning and executing the training sessions for all key employees.
• Ensuring education, preparation of the staff members including the inventory managers.
• Guiding and instructing the training staffs to create a consistency.

Qualifications or skills:

• High school diploma, Bachelor’s degree preferred.
• Five plus years warehouse industry’s experience.
• Two plus years training experience.
• Experience in designing and implementing the curricula preferred.
• Excellent organization, leadership and team-building skills.

Finance Manager

Job responsibilities:

• Performing wide variety of advanced financial analyses.
• Determining present or forecasted financial health of the organization.
• Presenting outcomes or potential scenarios to management team.
• Using financial modeling in order to stimulate the financial scenarios.

Qualifications or skills:

• Bachelor’s degree in Accounting, finance or related fields.
• Five plus years experience in the financial management position.
• Proficiency in Microsoft power point and excel.
• Demonstrating critical thinking and creative skills.
• Proven strategic planning experiences at management level.
• Strong presentation or communication skills along with the ability to work on various projects simultaneously.

Job advertisements

Steps for the Recruitment Process

Hiring male and female candidates for full time jobs in VTI Group. Interested candidates can contact for the position of administrator manager, marketing manager, training manager and financial manager.

Limited Seats. So, come fast and grab your job.

10th to graduate as well as Diploma/ qualified candidates are required/ Master’s preferred.

A good starting salary of total package of $150,700 on the basis of employees’ skills and experiences, including accommodation, mobile, Insurance policies of two family member, medical, P/F facilities.

Jobs Available: Administrator manager, marketing manager, training manager and financial manager.

Forms of training and induction

• General Induction Programs.
• Specific training and orientation programs.
• Follow-up induction programs.

Questions for interview

1. Throw light on your experiences from the previous organization you worked at.
2. Share some good examples for few ways, where you have impacted on workers’ safety procedures.
3. What do you expect from this organization?
4. Throw light on your competencies and in-competencies?
5. What was it like working for your previous company and your managers?
6. Enlighten us with your achievements.
7. Describe how you can manage an employee, who is facing organizational issues.
8. How do you handle or manage work pressure or stress?
9. How can you evaluate success?
10. Why do you think, you should be hired in our company?

Questions for reference checks

1. Will you please verify the employment, pay, job responsibilities and title of your candidate?
2. How do you know him/her?
3. Why is he/she leaving his/her current job?
4. What are his/her biggest weaknesses or strengths?
5. Throw some light on his/her compatibilities, qualifications and skills.

Unsuccessful letter for the unsuccessful candidates

Re: Vacancy for Administrator Manager/ Marketing Manager/ Training Manager/ Finance Manager

Thank you for attending the interview dated 14/5/2018 for the position of Administrator Manager/ Marketing Manager/ Training Manager/ Finance Manager. We enjoyed meeting you for discussing the role, which you have applied for.  Now, we have the opportunity for considering all the candidates against the criteria, which we have specified in the job.  I must say that the decision was quite tough, as the standard of the candidates was much higher.  Thus, after considering carefully, I regret to update you that on this instance, we have taken a tough decision, of not progressing with your application any further.    

If you want to know more or anything related to the feedback from this interview, please do not hesitate. Contact me anytime, you want. Thank you for showing your interest in VTI Group.  I wish you success for your future career.

Successful letter for the successful candidates

Re: Vacancy for Administrator Manager/ Marketing Manager/ Training Manager/ Finance Manager

Thank you for attending the interview dated 14/5/2018 for the position of Administrator Manager/ Marketing Manager/ Training Manager/ Finance Manager. We enjoyed meeting you for discussing the role, which you have applied for.  Now, we have the opportunity for considering all the candidates against the criteria, which we have specified in the job.  I must say that the decision was quite tough, as the standard of the candidates was much higher.  After considering carefully, we are happy to notify you that you are being selected to serve our company, because of your great skills and experiences.    

Terms and Conditions

• A medical examination check.
• Criminal records check.
• Suitable references required.
• May have to work outside the country.

Joining Date: 20/5/2018

Position, Roles and Responsibilities:

Administrator Manager/ Marketing Manager/ Training Manager/ Finance Manager

• Recruiting new administrative candidates; orient as well as train them for the specific descriptions of job.
• Performing wide variety of advanced financial analyses.
• Ensuring education, preparation of the staff members including the inventory managers.

Reporting Person: Monica Geller (HR)

Remuneration: As discussed.

Position Descriptions

I wish you success for your future career in VTI Group

Yours sincerely

Monica Geller ([email protected])

HR

Staff Induction Policy

Document ID	Staff Induction Policy
Related Documents	Recruitment and Selection Policy. Equity and Diversity Policy. WHS Policy. Privacy Policy.
Date	16/5/2018
Date of Next Review	16/5/2019
Authorised by	Director of Compliance, Quality assurance and accreditation.
Approve by	Executive Management Team
Responsible Officer	Chief Executive Officer
References	Fair Work Act 2009

Induction and Orientation Checklist

• Scheduling the job duties and responsibilities.
• Overview of the working environment.
• Technology and resources.
• Training and development.

Feedback

First Participant said that the orientation procedure conducted by the company was quite beneficial for her, as it helped her in gaining an understanding regarding the company’s goals and objectives. The second participant was also happy with the orientation process; however, it is his first job, which made him a bit nervous.

In today’s world whether it is a big concern where hundreds of people work and whether it is a small enterprise where only a number of individuals work the management should streamline the recruitment and the subsequent selection process in order to utilize the cost effective strategies to find suitable candidates for the company. In this regard, it can be said that the more the management of VTI group will invest for proper recruitment selection and induction process, the more profitability the business organization will be able to generate as the productivity of the organization will get a major boost. In today’s world due to a massive boost in the technologies, the management can utilize three top software that are being utilized by hundreds of successful business leaders to effectively improve their recruitment selection  and subsequent induction process. In this section of this report three top recruitment software and their features will be discussed which can be effectively utilized by VTI group in order to increase the effectiveness of their recruitment process.

Smart recruiter is an application that has been utilized widely to recruit select and provide induction training to the newly joined employees (King, O’Rourke & DeLongis, 2014). This particular technology enables the recruiters to work as a sole recruiter for VTI group and there are some merits and demerits of this particular software which are incorporated in this section of this report.

The software is well based on the feedback of the customers and the management who provides this software has been constantly updating its features according to the changing needs of the companies that use this software. The tech support for the software is immensely good and the software provides numerous features that help the managers to distinguish between the profiles of the suitable candidates. The application is very user friendly and the navigation is also intuitive. However, there are some areas of improvements for this software as the management of VTI group found issues while moving of candidates throughout the process of hiring. It has been noticed that SR application can work effectively for the VTI group (Aristova, Ivanova & Makushkin, 2018). Therefore, to be precise, it can be said that the application is easy to use, it’s faster than the most of the similar software, it has a logical approach to the recruiting process, but the negative sides are lesser ability t text the suitable candidates and the application is somewhat more expensive than most of the similar applications.

Job Advertisements

Recruit CRM is a software that takes only 10 minutes to set up and allows the HR recruiters to get to work on finding suitable candidates and has the ability to import a huge amount of candidate profiles which can be filtered according to the needs of VTI group. Using this application, the recruiters can link their inbox with the system and this particular integration can effectively allow the managers to send and receive emails and texts from the candidates they want to call ion for interview process (King, O’Rourke & DeLongis, 2014). This application provides a platform to the recruiters of the business organizations that allow the recruiters to store and organize the profiles of the suitable candidates and this particular software can effectively reduce the complexity of the process. The application can also help the candidates to receive the feed backs from the interviewers and being friendly to use, this particular application has received mostly good reviews from the individuals who are using it (Kannankutty & Narayan, 2015). The application was also awarded Great User Experience award in the year of 2018 as a rising star application by Finances Online group.

This software provides numerous business solutions for the human resources departments to effectively recruit select and provide induction to the candidates who are suitable for choosing to work for the organizations. The application has the capability to serve global organizations to identify and choose the best suitable candidates for the business organizations and therefore the management of VTI group can effectively utilize this software for their recruitment process. It is a matter of fact that as IBM is associated with this particular software, the reviews of this application has to be good and it can be said that due to their excellent tech support the individuals who are using this software generally  gives good feedbacks (Aristova, Ivanova & Makushkin, 2018). The software is extremely user friendly and can import a number of filtered profiles of the candidates to the recruiters. However the users are complaining that the application is a bit outdated and the IBM group can update the software for the best interests of the users (King, O’Rourke & DeLongis, 2014). Therefore, it can be stated that the management of VTI group can effectively utilize these three applications to improve their recruitment, selection and induction process in order to enhance their recruitment process.

References

Aristova, J. S., Ivanova, A. A., & Makushkin, S. A. (2018). Automation of the recruitment process. ????? ?????????, (2), 3-10.

King, D. B., O’Rourke, N., & DeLongis, A. (2014). Social media recruitment and online data collection: A beginner’s guide and best practices for accessing low-prevalence and hard-to-reach populations. Canadian Psychology/Psychologie canadienne, 55(4), 240.

Punt, A. E. (2017). Modelling recruitment in a spatial context: A review of current approaches, simulation evaluation of options, and suggestions for best practices. Fisheries Research.

Uzair, S., Majeed, A., & Shakeel, S. (2017). Recruitment, Selection Policies and Procedure. Int. J. of Multidisciplinary and Current research, 5.

Xu, H., Miller, T. J., Hameed, S., Alade, L. A., & Nye, J. A. (2018). Evaluating the utility of the Gulf Stream Index for predicting recruitment of Southern New England?Mid Atlantic yellowtail flounder. Fisheries Oceanography, 27(1), 85-95.

Kannankutty, M., & Narayan, S. S. (2015). Reinvent Recruitment By Using Innovative Technologies. In Abu Dhabi International Petroleum Exhibition and Conference. Society of Petroleum Engineers.

Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), 7-35.

Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.

Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.

Brewster, C. (2017). The integration of human resource management and corporate strategy. In Policy and practice in European human resource management (pp. 22-35). Routledge.

Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing human resource management. Routledge.

Cascio, W. (2018). Managing human resources. McGraw-Hill Education.

Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource management at work. Kogan Page Publishers.

Purce, J. (2014). The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.

Reiche, B. S., Stahl, G. K., Mendenhall, M. E., & Oddou, G. R. (Eds.). (2016). Readings and cases in international human resource management. Taylor & Francis.

Storey, J. (2014). New Perspectives on Human Resource Management (Routledge Revivals). Routledge.