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Name:
Clarissa, Huay Ching Ngoh
ID:
110108911
Communication
and Organization assignment 1
Proposal of Strategic Communication Audit
In the circumstance of internal communication processes, Adelaide City Council (ACC)
is about to proceed the recruitment of Chair and Board members of the Adelaide
Central Market Authority (ACMA). To succeed in this recruitment, Adelaide City
Council needs the services of an experienced Board recruiter to form a whole
part of the recruitment process. In the process of selections, the activities
are to held interview and selection methodologies based on current board and
executive recruitment principles that boost the brand of ACC and ACMA, offer an
marvellous experience for applicants that demonstrate ACC's brand and ACMA
criteria and also confirm that all relevant verifications of applicants are
assured to lighten risk as well as serves as a member of the organization to
lead and support, the selection panel to confirm that the best recommendations
are proposed to council. Robert Blake and Jane Mouton established their Managerial Grid as a method to train
managers in leadership styles which may increase organizational efficiency, boost
the satisfaction as well as innovation abilities of every workers (Blake &
McCanse, 1991; Blake & Mouton, 1964). They assumed that leaders will be
effective to the maximum outcome when they display both concern for people and
concern for production, therefore incorporating the classical management which
is concern for production and human relations which function as concern for
people.
In the process of recruitment and selection, there are a few
challenges which need to be overcome within the organization, there are
·
recruitment
strategy
·
expenses
·
interviewing
skills
·
the
internal promotion
As a solution to helps the recruitment is to determine
whether the interviewee will bring maximum benefits to the organization or not.
It may be expensive when sum up the costs of recruitment, orientation and
training, particularly if the organization provides benefits to the employees.
Salaries of a full time worker may be costly, so considering a contract
employee will helps. Besides, recruitment costs include advertising sector,
professional memberships in the organization as well as career fair
sponsorship. Therefore, outsourcing services may helps in this facet which is
to lighten the accountability of recruitment and administer an employee who specialize
in full time recruiting. On the other hand, the decision of hiring someone is
basically the entitlement of a manager instead of a HR practitioner. Thus, part
time recruiters may take over the accountability of assisting hiring managers
and also panel members for applicant interviews. HR department interviewers
have the rights to offer the kind of opinions whereas hiring managers have to
make their decisions wisely during the recruitment. From the facet of internal
promotion, choosing the talent that already in an organization can helps to ease
the expenses, however new applicants will most probably get into the higher
positions due to there is no such current employee within the organization.
As a result, to attain a successful recruitment in an
organization, another approach of Pfeffer's Seven Practices of Successful
Organizations is proposed to implement the practices such as selective hiring,
employment security, self-managed teams and decentralization, extensive
training, sharing information, reduction of status differences and
comparatively high and contingent compensation will be drawn up in the
conclusion to helps the organization across the recruitment process.
(536 words)
LEFT ANOTHER PORTFOLIO PROPOSAL TO GO!!
WILL BE COMPLETED ON TOMORROW :)
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