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Described and appraise the recruitment process of Beijing Sifang Automation Co., Ltd (Sifang) through analysisd its strengths, weakness, timescales, and success ratio. The company's culture, management style and how these impact in the recruitment

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Introduction

Managing People and Organisations The appraisal of Sifang's recruitment process 1. Introduction Beijing Sifang Automation Co., Ltd (Sifang), which was founded in 1994, is a high-tech enterprise mainly engaged in R&D and Manufacture of power system protection relay devices and automatic control systems. These products have also been widely applied to other industries such as petrochemical, railway, coal and metallurgy in China. The company has 10 filiales and over 1000 employees. Professor Qixun Yang, the board chairman of the company, is not only an academician of Chinese Academy Engineering (CAE) but also a professor of North China Electric Power University. As a leader of the power system automatic protection field in China, he has many patents which are applied in Sifang. After graduation from North China Electric Power University, I entered in the marketing department of Sifang as a project staff. One year later, I was promoted to project manager. My responsibility was by using the ERP system to ensure the proper direction of the project at all times, kept all project members on track and make sure communication was taking place on all levels, to understand the basics and develop a workable solution, and interpret all types of user requests and translate them into necessary project goals. ...read more.

Middle

Some perceptual errors may be made in the interview, which include stereotyping, halo effect, discrimination and so forth (Barclay, 1999). A candidate may feel discriminated against because of his/her disability in the part of physical examination. In addition, the company may neglect a better channel to recruits staff which is a job agency. Job agency is experienced in providing certain types of staffs and they may already have an existing bank of potential employees which can then be matched to specific requirements of a client. 3.3 Timescales and Success ratio Sifang's recruitment of the length of time is fairly flexible from the three months minimum period to the 15 months maximum. From the previous experience, Sifang usually prepares three months necessary to advertise and fill a vacancy if no difficulties were encountered because there was nothing specific to contribute the timescale being longer. There are three stages of the recruitment process that influenced the timescales: creating and defining the position, advertising, and security checks. Recruitment success ratio in Sifang is very high because of the excellent HR department. The main reason is that the Sifang's recruitment advertisements only appear on the power system automatic protection field. ...read more.

Conclusion

Compare with the other company's recruitment in the same industry, Dongfang Electronics Information Industry Group Co., Ltd (Dongfang), which is a competitor of Sifang. There are some differences because of the different management styles. Sifang has never recruit staffs from internal environment because of the autocratic management style. On the contrary, Dongfang has approached democratic management style and the company takes a mixture of both internal and external recruitment after group discussion. 6. Conclusion The report described and appraise the recruitment process of Beijing Sifang Automation Co., Ltd (Sifang) through analysisd its strengths, weakness, timescales, and success ratio. The company's culture, management style and how these impact in the recruitment process have also be introduced. As I come to a conclusion, I may reiterate the importance of a recruitment process to a business. Without it, corporations and organisations will run the risk of having unskilled employees and having a low profit margin. To hire people effectively, the HR department must think about the company needs over a longer period rather than simply getting next weeks job done. And also, the company's organisational culture and management styles can impact the recruitment process in both positive and negative way. 6. ...read more.

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