Adawdgegwg Essay

434 words - 2 pages

Recruitment
Findings:
For the recruitment of Pipelaying fitter, Towngas is recruiting them by using external recruitment - Public Employment Agency. Normally, it recruits labor through advertising and referrals by Labour Department and Construction Industry Council to be aimed at less-educated workers like South Asian ethnic groups or restructuring industry like fishers.
For the recruitment of Customer Service Officer, Towngas is using internal recruitment by referrals. It promotes a rewarding system that any employees who refer each appropriate candidate can have $500 bonus. Towngas is also using External Recruitment by Public Employment Agency to recruit. Advertisement will be posted through ...view middle of the document...

Focusing on development of younger workers can help building up a strong commitment and reducing turnover rate. Hence, huge cost can be decreased in a long term.
2. Insufficient channel for recruiting customer service officers
As a front-line officer has to work under high-pressure with a long working time in shift-system, it results in a high turnover rate but a lack of applicants. However, currently existing channels are insufficient to meet the demand.
Recommendations for recruiting Pipelaying fitter
1. Holding a talk
Holding a talk can clarify the misunderstanding of teenagers and parents. First, A pipelaying fitter isn’t a slave laborer, but a job with well prospects through further development. Second, Towngas is firmly committed to provide safe working environment. For example, tents are provided during summer so as to prevent getting sunstroke and all are protected by a life insurance. So, we can build their confidence so as to make this job more attractive.
Recommendations for recruiting Customer Service Officer
1. Establish more recruitment channel to hire Customer Service Officer
Promoting more through other channels could help easing the problem of insufficient labor. The main reason of unattractiveness of this job is shift-system. Relatively, teenagers are easier to adapt this working system due to their flexible time with less misgiving. Towngas can hold a College Recruitment in a Secondary School to introduce the job characteristics, duties, prospects, etc, so that it at least provide a choice for those F.6 graduated students who do not want further study but need a job.

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