Title

Design a strategic recruitment plan for the job of Production Operator

COPOL NTERNATIONAL LTD.

Strategic recruitment plan for Production Operator (Case Study)

What is a recruitment plan?

A recruiting plan is a well-defined process for attracting, hiring, and onboarding the best possible candidates for a company. In this case study, a recruitment plan for Copol will be designed to attract, hire, and retain a Production Operator. Because the post of a Production Operator is critical to Copol’s business and work in both the extrusion and slitting parts of their operation, a recruitment process to hire the best will be explored. This plan will outline recruitment methods, rationale for using the method, and cost for each recommended method. Therefore, an organization needs to select an effective recruitment method to help it achieve organizational goals and objectives.

What will be the benefits of a recruitment plan for Copol International Ltd?

Developing a recruitment plan for Copol International Limited will provide many benefits in terms of how the company hires production operators and future employees. It not only cuts down on time it takes to hire the right personnel, but it also makes the hiring and interviewing process more efficient. Human resource professionals can better estimate their hiring needs and map out what they are looking for by developing a recruitment plan. Building a pipeline around anticipation can save the time it takes to hire the right people and allow the company to assess talent more efficiently when the time comes.

The recruitment strategy enables HR managers to conduct better interviews and create a more streamlined process for hiring the right individuals, identify a significantly better fit, and access more applicants through recruitment marketing and talent networks. When it comes time to employ, HR will have access to the best applicants by developing a network of brilliant individuals. A recruitment plan might also aid in staff retention.

The goal of the recruitment plan

The first phase in developing a recruitment plan for Copol International Limited is to define the business recruitment objectives. According to the organization's needs, they have identified the necessity to be proactive to satisfy future production operator requirements. Copol now employs 30 Production Operators and plans to hire at least five more in the next five years, with the possibility of hiring up to ten more. This plan aims to look for a production operator responsible for the operation of necessary equipment and produce Cast Polypropylene. As a result, we have deduced that the key goals are as follows:

• Increasing the number of employees with specialized skill set (knowledge of making extrusion and slitting reports).

• Hire production operators with some form of mechanical background

• Diversifying the workforce and creating a good candidate experience.

• Lowering the cost of hiring a new employee and reducing the time, it takes to hire.

• To improve the company's quality, innovation, growth, and customer service.

• Retaining committed and knowledgeable staff.

Candidate Specification

Copol International is looking for a team member to join the business. A potential employee who is technically savvy and acquainted with large industrial equipment and a rational thinker who can quickly find solutions. The ideal candidate needs to have the capacity to understand and apply company policies, adhere to strict health and safety rules, and be mentally stable enough to supervise products while ensuring quality and production standards are met.

Recruitment timeline

The company aims to hire at least five production operators in the next five years and add ten more in the subsequent five years.

Recruitment plan for Copol International limited

Step 1 – Job Opening for a Production Operator

Human resource planning should be used to identify job opportunities (based on Copol strategic plan). The Human resource professional in charge is expected to carry out this stage. It is critical in the identification process because they identify current and prospective opportunities and specify which positions should be filled internally and which should be filled externally. Factors to put into consideration for job opening includes:

Step 2- Determine Job Requirement

Copol human resource personnel should create a job description that will strategically outline what prospective employees are expected to do, and their responsibilities as seen in the job description attached to the case study. Copol human resources must use this job descriptions as a foundation for their work. The advantage of doing this cannot be overestimated. Legally, the company is protected, and the framework for ongoing performance management has been laid with the job description in place.

Step 3- Identify recruiting sources and methods

Businesses employ a variety of recruitment tactics to attract talented employees. Each job has its own set of qualifications, and each organization has its own set of requirements. Therefore, businesses must adopt hiring strategies that are appropriate for their environment and appeal to the people they want. Attracting new production operators can be a lengthy process; however, the correct recruitment method can simplify and make it easier. There are various strategies and sources for recruiting that can be used, including direct advertising, talent pool databases, employee recommendations, promotions and transfers, employment swaps, recruitment firms, and professional associations are just a few of the options. However, we recommend job posting and advertising, in-person and virtual events, and the usage of recruitment agencies for Copol International.

• Job postings and advertising- These methods involve posting online advertisements on general websites like LinkedIn to attract many candidates (Rios et al., 2020). Advertising on other social media platforms such as indeed, glassdoor, and joblist is also an effective method of acquiring ideal candidates. People are drawn to job postings because they outline the position's rewards and what they are searching for in prospects. A job advertisement's purpose is to persuade competent people to apply for a position so that the hiring manager can find the best candidate for the post. It is also an opportunity to showcase Copol International’s culture and values, as cultural fit is crucial for finding the right person for the production operator position. LinkedIn job postings should is highly recommended because it encourages a wide variety of applicants to apply for the job. Make sure the advertisement reaches as many potential applicants as possible, including immigrants.

• In-person and virtual events- I recommend Copol International company to use career fairs, open houses, and seminars to recruit ideal employees and encourage apprenticeship programs. Also, virtual events are becoming more popular and useful. As the name suggests, these events take place online in real-time and link companies and job seekers regardless of geographic location utilizing technology such as chat rooms, teleconferencing, and email. Diversity and a global talent search will be bolstered by this strategy, encouraging a wide range of candidates.

• Use of recruitment agencies- Copol International Limited can use a recruitment agency that will perform full cycle recruiting on behalf of the company. The agency will seek candidates with the skills and knowledge outlined in the job description. Taking advantage of recruitment agencies is highly recommended because they provide complete assistance. A recruiting agency facilitates the hiring process by communicating with both businesses and job seekers. There are several advantages to working with a recruiting agency, such as finding a new employee quickly and having specialized knowledge of temporary and permanent recruitment.

Step 4- Generate a pool of qualified recruits

In the business world, a talent pool refers to a collection of highly qualified people who are interested in working for the organization. Talent pools are more than just a database of applicant profiles. It is one of the most successful ways of proactive recruiting available. A long-term strategy for filling positions that may or may not exist now is to develop a talent pool. Copol International will benefit from this stage since it will have a pool of highly qualified candidates interested in working for their company at the end of the recruitment process.

Step 5- Defining selection process

After gathering a great pool of applicants, the next step will be to identify the selection process. The selection process has different stages. For Copol International Limited, we recommend using a resume screening, followed by assessment testing and interviews. Background and reference checks are next to decide who will be offered the job. If recruitment agencies are employed, they are expected to use this same method or a similar one to select the most suitable candidates.

Step 6- Designing onboard process ahead of time

When the employees are recruited, there should be a clear designed path for orientation and onboarding. This is critical because the outcome can determine the turnover rate of a business. It can provide precise and accurate information to new employees and help them feel more at ease in their position, boost their confidence, and speed up their adjustment time.

The rationale for using Each Method

Job postings and direct advertising are effective because they will help the company find candidates whose attributes match the job description profile. It will also help the hiring team send targeted messages to the candidates inviting them to apply for the job. Next, in-person and virtual events were selected because they will provide a great opportunity for the hiring team to ask questions regarding the vacant position. Lastly, using a recruitment agency will be an effective method because it will save time and provide a better option for the company to fill the company's hard-to-fill positions. It will also save on internal HR resources.

Cost of Each Method

The HR department will be responsible for acquiring and maintaining the budget needed for hiring new employees. The recruitment plan will include a budget for each of the recruitment methods. According to the case scenario, the company aims at recruiting five employees in the next five years and an additional 10 in the following years. The budget for each method will therefore cater for the hiring of approximately 15 production operators. The projected cost is outlined below:

Therefore, the recruitment plan will make the hiring process easy by helping employers to ensure that the applicants have the skills needed to perform the tasks. The plan will also prevent lapses in employment, such as a lack of qualified employees to fill vacant positions in Copol International Limited.

Conclusion

The main objective of having a strategic recruitment plan is to have a fair and transparent recruitment plan that brings out the right people to the organization. The above-defined structured strategic recruitment plans help the organizations implement the best methods for recruiting the best employees, which helps reduce the turnover rate with increased employee morale and build the organization’s reputation.

References:

A 5-step recruitment plan for small businesses. (n.d.). bdc. (2021). Strategic Recruitment Plan template. Partnership for public service.

Heather. (2021, January 28). 11 Steps to Develop a Scalable Recruitment Plan [2021]. Retrieved from Harver: https://harver.com/blog/recruitment-plan/

John, J. (2019). Effective recruitment strategy to improve your hiring process. ZENITH International Journal of Multidisciplinary Research, 9(3), 352-357.

Rios, J. A., Ling, G., Pugh, R., Becker, D., & Bacall, A. (2020). Identifying critical 21st-century skills for workplace success: A content analysis of job advertisements. Educational Researcher, 49(2), 80-89.

Overview

This paper is designed to capture reflective learning of what the Workers Compensation Board offer to employees in Nova Scotia, Canada. As aspiring human resource professionals, it is vital to understand the Nova Scotia Workplace Safety System, the role of the Workers Compensations Board of Nova Scotia, the functions, legislation changes in work systems, and obligations of the Occupational Health and Safety Division of Nova Scotia. This information is needed to bounce into the HR workforce confidently.

Learning Summary of the function of WCB

How do occupational health and safety fit into Human Resources?

What is the role of Human Resource Professionals in return-to-work and post-injury?

How have systems been changing?

For the most part, human resources' role in occupational health and safety involves supporting line management and the organization to ensure a safe workplace. This includes developing and overseeing policy and procedure manuals and program implementation, dealing with regulatory compliance and reporting requirements, mentoring, coaching, and training. In Nova Scotia, a relatively new system has evolved over the last ten years through the standalone agency known as the NS Workplace Safety and Insurance System. It brings together four partners known as the Workers’ Advisers Program (WAP), the Workers’ Compensation Appeals Tribunal (WCAT), the Occupational Health and Safety (OHS), and the Workers’ Compensation Board of Nova Scotia (WCB). These power keys are guarded by legislation and implemented from the legislation. The goal of the Workplace Safety and Insurance System is to enhance efficiency for workers, improve quality of service, ensure effective governance of the System, and maintain the System's financial stability. Its goal is to work together to ensure that people are healthy and safe at work, safeguard against loss, and assist in recuperation post-injury or accident. As the agency has acknowledged, they endeavor to be fair, open, and accountable in their activities.

Agency Partners of the Workplace Safety and Insurance System

Workers Compensation Board of Nova Scotia: The Workers' Compensation Board, also known as WCB, was created to administer the Workers' Compensation Act. The Act was enacted to safeguard employees and employers from occupational injuries. They eventually began providing preventative education and currently focus on establishing a workplace safety culture. The WCB is a no-fault organization, which means it covers injuries regardless of who caused them. They cover employees and employers. Workers may request and obtain financial, medical, and rehabilitation help when wounded on the job. The Workers' Compensation Act protects employers from the full cost of workplace injuries and lawsuits. Impressively, WCB covers 335,000 people and offers insurance to around 19,500 enterprises.

Workers' Advisers Program: The Workers' Advisers Program is a legislated provincial government service. They are entirely separate from the Workers' Compensation Board and provide legal assistance to people who have filed claims under the Workers' Compensation Act (WCA). The Workers' Compensation Advisory Program (WAP) is responsible for developing, administrating, and maintaining programs that provide advice, assistance, and representation to qualifying injured workers who have been refused compensation under the Workers' Compensation Act.

Occupational Health and Safety (OHS) Department of Labour, Skills & Immigration: The Occupational Health and Safety Division functions within the Department of Labour and Workforce Development. The mission is to reduce occupational injury and illness by establishing, promoting, and enforcing clear standards. Through research and enforcement of legislation, the OHS Division works with partners to reduce the incidence of employee injury and illness, improve the understanding of occupational health and safety standards, and improve health and safety conditions in the workplace.

Workers' Compensation Appeals Tribunal: As a separate and independent body from the Workers' Compensation Board, WCAT, or the Tribunal, it considers appeals from workers who have been denied benefits. Workers' Compensation Board hearing officers appeal their decisions to the Tribunal, which hears and renders a decision. Claims-related or employer assessment issues may be the subject of appeals by workers. WCAT also has sole authority to decide whether the Act precludes a right of action against an employer.

Take Away Key Points

• The Workers' Compensation Act requires employers with 20 or more workers to:

• Rehire a worker who has been out of work because of workplace injury and been employed for 12 continuous months before a job injury.

• Provide accommodation by modifying the job or workplace to fit the requirements of a worker who has sustained a permanent disability due to workplace injury. This is to the point of undue hardship; not all workers will require accommodation.

• Talk to your WCB caseworker about re-employment, accommodation, and vocational rehabilitation.

• Injured workers have legal obligations under Section 84 to participate in post-injury care actively and cooperate with their employer and the WCB - “Duty to mitigate and cooperate.” Under section 113, where the Board offers rehabilitation, employees should cooperate in developing and implementing rehabilitation programs.

• In the event of an injury, the employer's involvement has been established. An investigation should occur as quickly as feasible when a person is injured, and modifications enacted. The good news is that if the damage is minor, there is no need for medical assistance or WCB paperwork. Only an onsite incident report and first aid are required. If an employee has a sprain or strain, the employer should encourage the injured to get treatment as soon as possible. A few documents must be completed, and progress must be monitored and managed. However, the WCB report form must be filed within five days when serious injuries are inflicted. The OHS division must be alerted, then planning and transferring activities should follow, and the employer has a duty to keep in touch with the employee.

• When a person gets injured on the job, it affects their lives and the lives of their loved ones. Any company's productivity may suffer from a workplace accident. When a strategy is in place to keep employees safe and assist them in returning to work safely and timely after an accident, the effect is decreased, known as return-to-work (RTW) program.

• The employer's representative must provide strong leadership and direction for a return-to-work program to be effective. The success of a return-to-work program requires significant teamwork between the injured worker and all partners returning to work. For these reasons, the Workers' Compensation Board of Nova Scotia has created a set of tools to aid in creating, evaluating, and improving a successful return-to-work program. The eight P's of establishing a successful return-to-work program are the building blocks.

• The eight P’s of building a successful return-to-work program includes: Prevent Injury, Partners and Responsibilities, Point Person, Policy, Procedures, Plan Transitional Duties, Promote your Return-to-Work Program, and Past-Present Injury Claim Information (Work Safe for Life, 2022)

• The OHS Act serves as the legal basis for all of the mandates. The OHS Regulations clarify the Act's implementation. According to the Act, the Codes of Practice for OHS may be established by the Division as they see necessary. The OHS Division may assist the industry in setting OHS Guidelines, which are designed to assist that industry in implementing safety standards.

• Workers have the right to participate in workplace safety measures, have the right to know about hazards and how to stay safe, and have the right to refuse unsafe work.

• The responsibilities of employees are just as critical as rights. The worker is responsible for working safely and not endangering themself or others, implementing safety training, adhering to workplace safety rules, adequately using equipment and PPE, reporting hazards, incidents, and injuries, and cooperating with the JOHSC or Safety Representatives.

• Musculoskeletal injuries, including sprains and strains and other soft-tissue injuries, continue to account for the majority of time-loss injuries. They will account for 63 percent of all time-loss injuries by 2020. The back, which continues to be the most commonly injured part of the body, accounted for 27% of all time-loss injuries.

• As an employer, meeting your obligations under the OHS Act by having policies and programs should be a priority. These policies and programs should show that you are encouraging hazard reporting, setting up control measures, investigating any accidents, and having safety training in place.

• Claims involving fatalities, severe bodily or mental injury or loss of hearing, or environmental exposure are the most difficult to litigate. These claims have a slightly different process.

• If there is a possibility of permanent loss of function due to a workplace injury, a Permanent Medical Impairment (PMI) Assessment can be conducted at any time. If this is the case, a benefit will be paid in proportion to the loss, and it will be paid for the rest of their life, regardless of earnings loss.

• If a person is permanently disabled and suffers a long-term loss of income, Extended Earnings Replacement Benefit (EERB) may be available to them. These can be repaid up to the age of 65. When an EERB is received, the return-to-work process is over.

• It is recommended that businesses could refer to the "Small Business Safety Toolkit" designed by WCB for small-medium business for safety advice. The Small Business Safety Toolkit can be utilized by business with less than 20 employees that want to learn about the Nova Scotia Occupational Health and Safety Act and Regulations and how health and safety affect the day-to-day operations of your business. It also helps organizations with 20 or more employees meet extra obligations under the Nova Scotia Occupational Health and Safety Act.

• People, equipment, materials, environment, and process are five critical aspects that might contribute to creating hazards. Workplace hazards can be created by action or inaction; tools and machines can be dangerous, and some materials, such as toxic chemicals, can be hazardous in and of themselves. It is important to remember that hazards are produced by the work environment, which includes the design, organization, pace, and type of work.

• Workplaces with 5 to 19 employees in Nova Scotia must appoint a health and safety representative. This person cannot be a manager or a supervisor. The health and safety representative represents all workers' concerns to managers and employers and collaborates with all workplace parties to identify health and safety problems and develop effective mechanisms to address them.

• Hazards can be reduced through elimination, substitution, engineering controls, administrative controls, and personal protective equipment (PPE), which is the least dependable form of protection and should only be used as a last resort after all other options have been exhausted.

• Some workplaces in Nova Scotia are federally controlled and must adhere to the workplace safety rules specified in Part II of the Canada Labour Code. This is crucial to keep in mind.

References

CCOHS, (2022). OH&S Program-General Elements. Canadian Centre for Occupational Health and Safety. Government of Canada. https/www.ccohs.ca/oshanswers/hsprograms/basic.html Retrieved 07-03-2022

Work Safe for Life, (2022). Your Return-to-Work Program. Worker's Compensation Board of Nova Scotia.

https/www.wcb.ns.ca/Return-to-Work/Your-Return-to-Work-Program.aspx Retrieved 09-03-2022

Working to Well, (2022). Reduce the impact of injuries in your workplace. Worker’s Compensation Board of Nova Scotia. https//wcb.ns.ca/Working-to-Well/Employers/Reduce-the-Impact-of-Injuries.aspx Retrieved 09-03-2022

WSIS Nova Scotia (2022). The Workplace Safety and Insurance System Description. Nova Scotia. http//wsis.ns.ca/Description Retrieved 08-03-2022

Small Business Safety Toolkit, (2015). For Businesses with less than 20 employees-For Businesses of 20 or more employees. workplace-safety-toolkit.ca

https/www.wcb.ns.ca/Portals/wcb/Business%20Toolkit_April%202015.pdf Retrieved 10-03-2022

WSCC, (2022). Occupational Health and Safety Program Guide for Small Businesses-Sample OHS Program. Worker’s Safety and Compensation Commission. https//www.wscc.nt.ca/documents/occupational-health-and-safety-program-guide-small-businesses Retrieved 09-03-2022

A bias-free and respectful workplace environment is desired by everyone, but unfortunately, not all organizations can boast of this expensive feature. Supervisors, managers, directors, and business owners should please endeavour to change the narrative. Work should be fun so we can all be creative, and the workplace should be conducive for all employees. 

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