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RUNNING HEAD: Recruitment and On-Boarding

Recruitment and On-Boarding: A Review of My Organization
Student’s Name
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Recruitment and On-Boarding
My organization takes human resources a bit more serious than I have seen in other
organizations. A good company knows the value of its manpower and invests wisely in it. As
such, we have a comprehensive human resource strategy which is accentuated by an elaborate
manpower plan. Manpower planning enables us to practise safe succession and plan well for the
future. Part of this human resource strategy has much to do with finding new employees for the
company. Therefore, we have guidelines and practices which we use during such a process.
These enhance the fruition of getting new employees who are skilled, knowledgeable,
experienced and who can give the organization their best. We have divide the process to two
parts, namely; recruitment and on-boarding. Recruitment simply implies finding new employees
and vetting them to select the most fitting. On-boarding is the process of helping the new
members of the organization ease into the company in a smooth comfortable way (Bauer, 2012).
Recruitment
In any given organization, this is quite the sensitive process. A small mishap could mean hiring
the wrong person for the right job, which would spell disaster. Therefore, the process has to be
done by the book, following strict guidelines which help in making the whole activity effective.
As a large organization, there is a lot of turnover, mostly for the better reasons such as retiring
and career development. Of course there are cases of dismissal, suspensions and resignations
which are a norm in almost every organization. This provides reason to have a go at recruitment
at most times of the year which calls for sound recruitment practices.
As every employee exists, they have to do an optional exit interview. This helps further highlight
the reasons for their leaving if it is not a case of dismissal or termination. Shedding a light on the
basis of leaving provides us with the strengths, weaknesses, opportunities and threats which face
the particular position or the whole organization (Alonso, 2015). We incorporate some of these

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Recruitment and On-Boarding
ideas in our process depending on their viability. After the exit interview, the employee clears
with their respective supervisor, giving back all company property. Items which are not
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