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Foundations of Motivation Management

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Foundations of Motivation Management Assessment Answer

 

Introduction:

The case study revolves around hiring the most talented employees for the China Sunwah Bank. The problem revolved around new hiring for their 28 branches in Dalian. The case talks about the how did they manage to hire, what approach they followed, what were the issues and challenges faced by them.

Recommendation:

Humans are the biggest assets of any company; they make or break any company. Hence, it is very important to hire the best talent for the company. Some of the recommendations which can help the company to hire and retain the best talent for the bank are:

1. Advertisements on online portals

The bank published the advertisement on the own website and newspapers. They are very old method of attracting the suitable candidates to the bank. These days everything on gone digital, according to the study of KMR, around 80% of the companies finds the suitable candidates through digital mediums. Various job portals mainly LinkedIn should be the primary medium where the jobs advertisements are displayed because this is the area which experiences maximum footfall.

2. Automated Screening

There should be minimum criteria set by the bank in terms of the percentage obtained by the candidates, the maximum age of the candidate, the relevant experience of the candidate etc. Any candidate who falls short of these requirements should be promoted to the next round. In this case, the instance was observed where the chits were attached to the candidature of the candidates before the entire system was offline. But if the system is shifted online this would not be possible because everything should be recorded and the screening of eligible candidates would be automatically done. Hence, the shift from offline to online would be one of the key steps to remove the favor for candidates.

3. Test of domain knowledge

The domain knowledge of the candidates is very necessary to understand the functioning of the bank. There should be two types of test of domain knowledge, one related to the bank and the banking industry and the other related to the domain he or she would be working in. Both the tests are very important and this should be the first elimination round for any candidates. (Anthony, 2016)

4. Multiple rounds of interview

The entire power should not in the hand of single individual, if the power is divided among various stakeholders. The chances of hiring a suitable candidate would increase if he or she is tested by multiple top management people on multiple grounds. The candidate should be merely judged on his technical knowledge but a separate HR interview should be conducted for the prospective candidate. Apart from the technical knowledge, it is very important that the candidate fits culturally in the organization.  Hence, multiple rounds of interview are very necessary in order to see the fit for the company.

5. Hide identity of HR

The recommendation can only be made if the crowd who is the person responsible for hiring. If the identity of the HR who is in charge of hiring is not disclosed, the recommendation would not be possible. Hence, rather than providing the name or number of the HR, the company details should be given. This would help to remove the root cause behind the entire scene.

6. Probation Period

There is a possibility that in spite of all the steps taken, some of the candidates may join who are not the correct fits for the company. Hence, the company should give probation of 3 to 6 months to a candidate where the employee can be hired if his work does not meet the quality expected by the bank. Undoubtedly, the employees are new to the bank they would take time to learn but even after several chances and trainings it is found that they do not fit in; the company should have all the rights to fire them without any legal proceedings against them.

Implementation:

The entire on-boarding process of the bank needs to be changed in order to hire the talent for the company. The steps necessary to hire the best talent should be:
Step 1: Publish the advertisement

There are multiple forums in which the advertisement can be published. Out of the various forums, some of the specific forums can be selected. The advertisements should be divided into offline and online forums with increased focus on online forums. The intensity of the advertisement should be depending on the response rate, the higher the response rate, the more should be time for which the advertisement should be kept. (Georgia, 2018)

Step 2: Screening of candidates

As discussed above, the automated screening of the candidates should take place. No manual intervention should be done while screening of candidates, the minimum percentage, age and experience should be fixed and no candidate who falls below those parameters should be entertained.

Step 3: Tests for screened candidates

The online test of candidates who satisfy the criteria should be conducted. This should be done to test the domain knowledge of the candidates. Questions should be different for different set of candidates because else the chances of candidates knowing questions from other candidates would increase. The results of the candidates should be evaluated online also.

Step 4: Technical interview of the candidate

The candidates who pass the tests should be called for the interview. First, the technical interview of the candidate should be conducted. The interview should be conducted by the technical head or the one who is at the similar position to judge the technical skills of the candidates.

Step 5: HR interview of the candidate

There are chances that the technically very sound but there is a possibility that the candidate may not be the perfect fit for the company. This may be because the values of the candidates do not align with the values that the company believes in. In order to judge the same, the HR interview of the candidate must be carried out. This should be done by the person who belongs to HR department of the company. (Neun, 2015)

Step 6: Background check for the candidate

If the candidate passes both technical and HR interview, then a serious background check of the candidate must be carried. In the background check of the candidate, inquiry from the previous employer should be done regarding his behavior and performance at the job. Also, a detailed check should be done regarding if any serious allegations are against the candidate or not. If any legal charges are found against the candidate once the employee joins the job, the image of the company would be seriously threatened.

Step 7: Negotiation with the candidate

The objective of the bank is to offer the minimum salary but on the other hand, the objective of the candidate is to receive the maximum from the company. Both the bank and the candidate should come to a common ground in order to mutually beneficial for both the parties. Hence, the negotiation should be carried out with the candidate based on his or her capabilities and his previous experience. (Pieliz, 2011)

Step 8: Offer the Job

If all the above steps are carried successfully and the goal of the both the bank and candidate matches. Also, if the candidate successfully clears the background check, then the offer letter should be given to the candidate. The offer should include each and every detail, regarding the salary break up, the role and department offered and the other details.

Conclusion:

No hiring process can be ever perfect, there is always a possibility that to improve it further. The hiring process should be such that it promotes to hire the best talent rather than just hiring based on references. This is because the hiring is the most important task as the employees are the who will decide the future of the company.(Zuen, 2016)

References:

Georgia, J (June, 2018) (Case Study Analysis) Retrieved from URL:

https://www.dunod.com/sites/default/files/atoms/files/9782100588336/Feuilletage.pdf

Anthony, K (April, 2016) (Does and Don’ts: Case Study) Retrieved from URL:

https://incontext-fp7.eu/sites/default/files/PP_CHECK_D3-1_case.pdf

Pieliz, M (Sep, 2011) (Case Study Analysis) Retrieved from URL:

https://www.unb.ca/fredericton/studentservices/_resources/pdfs/wss/casestudyanalysis.pdf

Zuen, Q (Oct, 2016) (Case Study Analysis Skills) Retrieved from URL:

https://www.op.ac.nz/assets/Student-Hub-Learning-Support/Case-study-analysis-skills.pdf

 
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