Executive Summary L-D Tool & Die (LDTD) is a small and successful manufacturer in Ontario who specializes in designing and making customized molds as per client’s necessities. It was found by Laurie Dickson in late 1980s. Since its origin, the company has continuously serving its customers by providing quality products and services. LDTD has developed a loyal customer throughout the years in business. Every member of staff takes great pride in his or her work, resulting in superior craftsmanship, quality and delivery. At L-D Tool & Die, they work closely with customers to bring their projects from “Concept to Reality”. The main services of LDTD are transforming synthetic resins and plastic material into a wide range of finished products, parts …show more content…
LDTD is also looking to fill the skilled workers position which includes mould designer, computer numerically controlled (CNC) machine programmer, CNC machine operator, mound makers, and mound making assistants but due to the shortage of skilled workers in Ontario LDTD is facing problem to fulfill those vacated positions and also LDTD is facing technological changes difficulty. Since its origin LDTD is facing problem in proper recruitment and selection process to hire new workers. From the origin, the company never have any HR department and that us because there is no person to solve problems related to the HR and hiring new works who will commit that company hire best skilled workers and their will run …show more content…
Shortage of workers: The case study shows that when demand of customer increases then company need to hire new workers. But due to the rapid development in industry there was shortage of workers. Even the main reason vacated positions of skilled workers was retirement and moreover Canadian apprenticeship training program have not producing sufficient number of qualified worker to fill the positions. According to Dickson, individuals who just graduate from technical college trade program does not have essential abilities and obliged experience to expand the profitability of the organization. Workers has to face many problems such as has to work in unsound working environment and have to lift heavy material. These condition were effecting most to the old age workers. 2. Recruitment and selection process: LDTD was facing problem in recruiting and selection process. Since from the origin, they never have any HR Department so that someone has responsibility for hiring new candidates. According to case study, LDTD does not follow the standardized tests for selecting new workers and company selection process was done by Laurie Dickson individually. But due to all areas responsibilities he was hardly able to give time during
As Canadian's fertility rate fells, baby boomers retires, immigration and foreign workers becomes very important for the increase of labor demands in the Canadian's job market. The government is planning to reduce the application waiting time and therefore there will be more newcomers coming in the next fewer years. Canadian companies will then have many experienced and foreign trained applicants where they can help Canadian companies to increase their foreign trade and to build a better relationship with the other country. However, new comers have difficulties in finding employment because of their unrecognized foreign qualifications, non Canadian work experienced and the lack of support in the settlement programs where they get help to find employment.
Injection moulding is the most widely used polymeric fabrication process. It evolved from metal die casting, however, unlike molten metals, polymer melts have a high viscosity and cannot simply be poured into a mould. Instead a large force must be used to inject the polymer into the hollow mould cavity. More melt must also be packed into the mould during solidification to avoid shrinkage in the mould. The injection moulding process is primarily a sequential operation that results in the transformation of plastic pellets into a moulded part. Identical parts are produced through a cyclic process involving the melting of a pellet or powder resin followed by the injection of the polymer melt into the hollow
The main problem the company is facing nowadays is the high turnover ratio closed to an average of 30% on the past three years. The fact that the company is based in an area where many of its closest competitors have offices facilitates employee’s movements from one job to another. This high turnover is mainly affecting positions among the electrical engineers in the R&D department.
Recruiting is very major as the labor market continues to grow and change. Recruiting is the concept that targets on exploring potential before it is needed. In the recruitment process businesses will get better progress if the recruitment advertisements details all requirements, skills, qualities, and desired skills that the candidate will need to join to company. Recruitment also brings new ideas, perspectives, and a variety of different diversities. When a business recruitment team have an effective ad and chooses an applicant well, everything else will fall into place. With the recruitment system in full effect this means that the new hires will complete all job tasks and assignments to the fullest. The Human Resource recruitment team will earn and gain much respect from the workforce, higher mass production, and much confidence with finding good applicants for those companies that jobs positions need filled. More
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
In fact, recent trends show that employers provide a higher level of training to older workers in order to postpone the possibility of their leaving from the labour market. There is also a growing tendency for older worker to extend their working life, part of the reasons are mainly due to the better education level. In the
...s, many future problems can be reduced and hence help in improving the organization profits. Therefore, we can see that filtering the employees’ recruiting process is essential. Because good employees can bring up a good organization, at the same time good organization generate good profit and able to produce good GDP to our country as well and hence we can hedge against budget deficit that which will eventually lead to debt crisis.
With reference to this project report, the main objective is to put focus on the Recruitment process and its effectiveness. This report carries a brief Introduction of Recruitment, its Definition, History and Purpose, Measurement of Recruitment Process, Theories related with Effective Recruitment, its Assumptions and finally a Case report to analyze the causes and effects related with process and how the employers go about recruiting and selecting capable candidates. Moreover, this report reflects the Limitations based on analysis of the case and the Potentials in the global context.
The shortage of skilled workers in the coming decade poses a serious threat to all aspects of the Canadian economy. Like all others, our economy is comprised of three major elements: primary products, secondary goods and services. My research indicates that primary products constitute just over 7% of Canada's GDP, secondary goods account for 21%, and the services comprise 72%. This distribution although heavily in favor of the service industry still shows the importance of the secondary/manufacturing industry in Canada's modern day economy. Taking into fact that since the late nineteenth century, Canada's centre of manufacturing is focused in two provinces, Ontario and Quebec. Consistently, year after year, Ontario contributes about 50% of the Canadian total of manufactured goods produced, measured by value, and Quebec 25%.
This study gives an overview about which recruitment and selection approach should be adopted in order to achieve the best practice of Human Resource Management within the organization. It is advisable for the organization to adopt internal method of recruitment which can be considered as the basis of individuals in developed and constant companies. The internal type of recruitment may provide the opportunity to alter the position of job to anyone in the Company. Internal Recruitment may construct the healthy reliability with the Company as the workers have the opportunity to alter their location after some point of time. This study directs the close links between the internal recruitment and external recruitment of a post of Dust
Organisations seek to make use of people who will ‘healthy in’ with their organisation’s background; Recruiters participate a significant part in the achievement of an organization (Khandekar and Sharma, 2005). They basically proceed as a filter that when used correctly and only selects the finest candidates. In a frequently shifting business world, companies require to sign up people who are flexible, reliable, familiar, trustworthy and positive, thereby creating groundwork for finest atmosphere for recruitment and selection. To make certain the safest levels of employee’s recruitment, despite of the size or nature of the organisation, it’s key to have a obvious recruitment and selection method in place and is every time functional.
Recruitment and selection process are important and essential in the human resource management. Human resource management is a functional process that focuses on the management and recruitment of workers in an organization, also giving directions to workers in the organization. The purpose of recruitment and selection process are helping an organization to find the right person for the right position in a job, employees can know which person is suitable and needed in that specific position through the recruitment and selection process. Recruitment and selection process are about how an organization hire and choose workers during this process, employees are going to choose the most suitable workers and organize the most suitable work for them. (Gedaliahui & Shay, 1999)
The first and the foremost strategy are to attract the applicants by screening and also to recruit candidates by having face-to-face interview with an Enterprise manager. This will be followed by branch manager interview which helps in the process of recruitment (Kerzner, 2013). The best way to test the employees is by using the communication and customer service and enterprises can assess different skills of employees and there are different work related areas observed. The key areas tested by HR department using practical aspects which includes the recruitment processes and candidates shall take part in all practical aspects including role-play and also using individual group activities. The testing core skills such as communication and customer service has been one of the integral components which show that implementing right HRM practices will help in resolving major
Right now, there is a low supply of workers leading to a shortage which means that instead of trying to hire full-time workers Ashok should try to look to different strategies in order to account for the shortage. He could do so by making opening positions for part-time workers, employ contract workers, outsource work and essentially try to reduce that gap. Ashok should have been prepared for this shortage by forecasting the firm’s demand for future employees. By looking at the market share growth of 8% in 2009 to 30% in 2015 Ashok should have predicted the need for more workers and arranged accordingly. This is a major problem because, with a high demand and low supply, it causes an influx of unqualified
Business had to bare loss as they lack in maintaining standardisation. Therefore, talent acquisition group of the organisation had to go through drastic changes due to several stakeholders having different functions that gave confusing conclusion. Other difficulties that are faced by the organisation are with tools and technology where the business had non availability of recruiting tool and had issues in data management system. Before the implementation of talent acquisition group the organisation had low recruiter efficiency. In addition, screening and sourcing process also lacked as the sourcing guidelines were not present in the recruitment process. Besides, it also lacked in sourcing prioritisation. There was no selection framework as well due to which the organisation failed in making consistency results