Project Proposal

Project Proposal

Prepared for:Jenny McKenzie, National Recruitment Manager

Prepared b[pic 3][pic 4]y:YUAN Tian, 619404

 DATE \@ "d MMMM y" 16 March 2015

Tele: 0439284930

Email:tvyconsulting@gmail.com

Fax:0439284930

Table of Conten[pic 5]ts

 TOC \t "Heading, 1,Title, 2"\b _TOCRange

Introduction         PAGEREF _Toc \h 3

Situation Appraisal         PAGEREF _Toc1 \h 3

Objectives         PAGEREF _Toc2 \h 3

Project Plan          PAGEREF _Toc3 \h 4

Timeline          PAGEREF _Toc4 \h 6

Confidentiality         PAGEREF _Toc5 \h 7

Project Costs and Terms         PAGEREF _Toc6 \h 7

Qualifications         PAGEREF _Toc7 \h 8

Ending         PAGEREF _Toc8 \h 8

Introduction

This proposal is a summary of the points we agreed upon in xxx meeting to discuss the HR Consulting project regarding Natural Resources Limited (NRL) ’s recruitment of graduate engineers. NRL, thank you for giving us the opportunity to talk about the severe challenges facing by recruitment team. We recognised that shortage of skilled staff is threatening  mining and infrastructure projects and also that the market is becoming even more competitive. We are confident that methods proposed in this proposal will reveal what’s causing current issues and how we can fix them and that the new recruitment system will help NRL to attract and hire high quality candidates to meet your business needs.

Situation Appraisal

NRL is a world leading mining and resources company. Originally NRL recruits 30 engineering graduates annually, however, this number has been increased to 45 due to two scheduled thermal coal mines. The problem is, during past three years, it seems NR[pic 6]L was struggled to meet the engineering graduate intake targets — only 20% of employment offer was accepted on average. The major sources of this problem seems to be falling numbers of graduate applications and fierce competition in the marketplace. As a result, NRL tried to fill the needs by lowering the selection standards in 2014, which led to a new problem: lower job performance from new graduate hires and eventually the workloads of experienced engineers increased. Besides, positions that need 3-6 years experience are hard to be filled due to shortage of suitable internal candidates and marketplace competition. Thus NRL is keen to improve its Australian graduate recruitment program.  

Objectives

To formulate a comprehensive HR consulting plan for NRL through understanding why the current Australian graduate recruitment program is not working and how we can solve this problem in order to attract and hire enough high quality candidates to meet NRL’s business needs.

To be more specific;

• To understand the strengths and weaknesses of current recruitment program by conducting interview or survey

• To gain an insight of graduates decision process when selecting future employer and propose a new or improved recruitment system to help NRL to increase its rate of accepting offer from 20% to 60% within 1 year.

Project Plan

The critical parities/factors concerning the efficiency and effectiveness of recru[pic 7]itment program are engineering managers, current working graduates, recruitment policies, procedures etc. and recruitment information system.  In order to identify and correct the current problems in the recruitment system, all these factors need to be involved. The focus of this project will be on the procedure and process of recruiting.

The project we proposed will be conducted in several stages:

• Stage 1.  Investigation and Research

First, our consultants will spend 4 days or so in interviewing the member of recruitment team and collecting necessary information and documents. The purpose of these activities will be preparing for future works by familiarising with the employees in NRL and browsing the data gathered about crucial components of recruitment program: policies, procedures, processes, marketing campaign strategy and associated materials. Next, based on the basic insights we got from the first step above, we will design questionnaires concerning all aspects of recruitment program and distributed to graduates currently work in graduate program and a small sample of graduates that are still in the universities. The objective of this survey is to understand the nature of the problems occurring in the recruitment process or the marketing strategy and to draft possible suggestions on how the problem might be corrected.