Recommendation for Changes in Human Resources Processes

ABC, Inc.: Recommendation for Changes in Human Resources Processes

Background

During the spring of 2005, the Operations Department of ABC, Inc. increased its staffing by adding 15 trainee positions. The company filled the positions in April with the expectation that the trainees would be able to complete orientation and begin work by July 1, 2005. However, inefficiencies in the Human Resources Department created obstacles to the July start date. These inefficiencies have led to a significant loss of confidence with the Human Resources Department by the front office, primarily due to the excessive time gap of three months between hire date and start date. ABC, Inc. needs to reduce the time gap from hire date to start date for new employees from three months to three weeks.

Key Problems

The Human Resources Department exhibits inefficiencies in the areas of staffing as well as policies and procedures. The department does not have adequate support staff to assist the recruiters. This lack of assistance leaves the recruiters with time deficiencies when coordinating recruiting and training. Deficiencies also exist in the time management skills of some of the recruiters. The current human resource process compounds the time management deficiencies, as it is paper intensive and relies on corrupted base files. The corruption of the base files makes it difficult if not impossible for the recruiters to develop a complete orientation package. Finally, the company lacks appropriate policies and procedures with respect to the timing of required documentation for candidates as well as new hires. This lack of basic policies exposes the company to fraud during the hiring process and results in incomplete employment files for new hires. These inefficiencies contribute to the three-month time gap between hire date and start date for new employees. To reduce this time gap, the company needs to correct the inefficiencies within human resources department.

Possible Solutions

The company can begin correcting the inefficiencies within the Human Resources Department through staffing initiatives. This would include adding one administrative support position for every five recruiters, mandatory time management courses for all human resources staff, and mandatory attendance at annual human resources best practices seminars by all recruiters. The company can increase efficiencies within the human resource department by streamlining the paperwork required for candidates and new hires as well as incorporating web-based solutions for documentation. This would include an analysis of the current documentation to expose the collection of any unnecessary or repetitive information. It would also include the development of a link on the company intranet site for human resources materials. Finally, the company can define a structure relative to the timing of the required documentation for candidates and new hires. This would identify key documents and define specific requirements for the completion of those documents prior to employment. By addressing these inefficiencies, the company will realize a substantial reduction