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Strategic Recruitment And Selection At Halcrow Group Ltd

Context

In line with the Act now change programme, the human resource management team introduced the 360-degree appraisal initiative, part of which relates to acquiring our clients’ views of our practices and performance. These views can then be monitored and evaluated, to help us improve and reposition the human resource function and other services of the company. After analyzing the feedback from the clients, conclusions as far as human resources are concerned, as to why the Group is facing competitive pressures that have affected the business performance, were identified. Constituting these conclusions drawn were the problems of staff turnover and the lack of commercial awareness amongst staff members.

Staff turnover is the ratio of the number of workers that had to be replaced in a given time period to the average number of workers. It is defined as the percentage of staff members who have left the organization within the 12 months before the time of the baseline staff size measurement, divided by the staff size (Oman & Pflegger, 1996, page 311). The company has hitherto lost some of its quality graduates and younger graduates to the financial sector due to the following:
• High-quality graduates can earn higher salaries.
• Concerns of work-life balance issues by younger graduates.
• Staff development.

Commercial awareness can be described as the ability of an individual to think relevantly in context with their line of business. Commercial awareness relates to the body of knowledge explaining successful business or organizational enterprise (Kather, page 2). From the evaluation, it was noted that clients required more from our employees than their technical expertise. Furthermore, clients wanted the company to consider them as business partners and align the company’s behaviour in line with their needs. Although there was an initiative to address this issue by developing core competences, it is evident that more work has to be done in...