Executive Summary

This report analyzes the firm, InforPower, as regards the hiring of employees. The firm has, over the past two years, experienced poor results due to poor skills exhibited by the employees. In their future hiring, the firm is torn between hiring experienced people and training fresh graduates to take up the jobs. The findings from the report reveal that the firm can benefit more by training fresh graduates.

Table of Contents

Title Page………………………………………………………………………………………….1

Executive Summary………………………………………………………………………………..2

Table of Contents…………………………………………………………………………..………3

Introduction………………………………………………………………………………………..4

Problem Statement…………………………………………………………………………………4

Overview of Alternatives………………………………………………………………………….5

Criteria…………………………………………………………………………………………….5

Research Methods…………………………………………………………………………………6

Findings……………………………………………………………………………………………6

Recommendations…………………………………………………………………………………7

References…………………………………………………………………………………………8

InforPower Justification Report

Introduction

InforPower is a research and reports writing company that carries out research, writingInforPower has been in operation for two years and has experienced major challenges in terms the skills of the employees, as many companies have suffered due to hiring under-qualified people (Williams, 2012). The organization employs new staffs every year to cater for new branches and fill gaps within the organization. This justification report analyzes the InforPower’s recruiting strategy by comparing two alternatives. In the first alternative, the firm hires experienced employees who have worked with similar research companies. The other option is to train fresh graduates and absorb them.

Problem Statement

A recent evaluation by the management of InforPower reveals that a good number of employees have demonstrated poor report writing skills, and they are never motivated to improve. The evaluation has also revealed that some employees have shown excellent report writing skills though such employees make a small percentage of the staffs in the firm. The issue of poor skills is derailing the competitive strategy of InforPower since many other research companies have come up, and the sector has turned out to be very competitive. Iskander (2008) observes that, without competitive employees, the company may fall very fast due to poor quality and complaints from clients.

Overview of Alternatives:

As stated earlier, inforPower can either employ already experienced employees or train fresh graduates to take up the task.

Alternative A: Employing experienced staffs-The company’s seventy-five percent of the staff has been employed by this means. There are many people out there claiming to be experienced in this area, and getting them for interviews has not been a hustle.

Alternative B: Training fresh graduates-The company has not explored this option entirely, but the few staffs who were trained thoroughly and employed have been providing excellent services.

Criteria

The following criteria will be used to judge the feasibility of each alternative:

1. Cost-Alternative A will be less costly than alternative B. This is because alternative B will require more resources for training the fresh graduates
2. Desirability-Considering the uniqueness of the service that the firm deals with, it is of importance that the employees be acquainted well with all the procedures, including the very fine details. In this case, alternative B is more desirable than alternative A. This is because the fresh graduates will be imparted with all the knowledge as per the culture of InforPower.
3. Durability-It is assumed that employees absorbed through alternative B will be more durable. The alternative A employees are highly likely to leave the firm since they already have a history of moving from one company to another.
4. Efficiency-From past experiences, it is highly likely that fresh graduates will be more efficient. After training, they will be put into a period of probation, upon which they will work hard to prove their skills. This is opposed to the experienced staffs, some of whom believe they know everything and may not be willing to learn new things.
5. Time factor-in regard to time, the fresh graduates (Alternative A) will cost the organization more time because of the time needed for training and probation. This is opposed to the experienced staffs who will be hired to start work immediately.

Research Methods

The research methods utilized in this justification report included drawing conclusions from the firm’s management reports, and as reported on the firm’s website. A search on the internet was very crucial in determining the best alternatives using the criterion applied.

Evaluation of Alternatives:

As per the criteria applied, both alternatives have their positive and negative sides. For example, in terms of cost, alternative A is more favoured since it is less costly. However, the alternative is costly in the long term so it may not be the best. Durabilityfavours alternative B while efficiency has been found to favour alternative A. It can be seen from the criteria that alternative B will require more time than alternative A.

Findings:

A number of conclusions can be drawn from the evaluation of alternatives. For the purposes of the ease of presentability, the table below outlines the results of the evaluation.

CRITERION	ALTENARTIVE A	ALTERNATIVE B
Cost	Cheaper	More expensive
Desirability	Less desirable	More suitable for the organization
Durability	Less durable	Considered more durable
Efficiency	Less efficient	Tailored for better efficiency
Time Factor	Requires less time	Requires more time

 

As outlined in the table, there are both advantages and drawbacks of both alternatives. A comprehensive analysis of the alternative, coupled with a concrete analysis of results will help determine the best method. For example, alternative A looks less costly in the short run, yet it has been very costly for the organization, in the long run (Schuler, Jackson &Luo, 2004).

Recommendations:

Considering the findings from the criterion analysis, it is recommended that InforPower adopt alternative B entirely in their future hiring. Even though, the alternative requires more resources in terms of money and time, it will pay back more efficiently, in the long run.

References

Iskander, M. (2008).Innovative techniques in instructional technology, E-learning, E-assessment, and education. New York, NY: Springer Science & Business Media.

Schuler, S.R., Jackson, E.S., &Luo, Y. (2004).Managing human resources in cross-border alliances. London. Psychology Press.

Williams, D.K. (2012 June 13). The case for hiring under-qualified employees.Forbes. Retrieved from http://www.forbes.com/sites/davidkwilliams/2012/06/13/