Control Measures Not Used by IT Companies in India - Case Study Example

Table of Contents Introduction 2 Control Measures Not Used by IT Companies in India 2 Advice for the association regarding control process 4 Process to ensure compliance with the control process 7 Conclusion 9 References 10 Introduction This report analyzes the inaccuracies which have been highlighted in the curriculum vitae and the manner it has become a problem for the Indian IT industry. The report will focus on presenting the control measures which IT companies need to take while working in India. It will then analyze the different rules and steps which have to be drafted to ensure that people leaving the industry don’t upset the business momentum and the manner the recruitment agency will be able to gain back the confidence and ensure that correct people based on correct information is selected. Finally, the report will highlight the strategies which have been developed as a control method is being followed by different recruitment agencies. The overall impact will be thereby to reduce the inaccuracies which the curriculum vitae have and to ensure that people are selected on correct credentials. Control Measures Not Used by IT Companies in India The Indian IT industry is severely facing a shortage of required control measures which has thereby increased the complexities and resulted in the induction of different people on false information. This has helped to highlight the following problems which the Indian IT industry is facing at the moment The lack of proper control measures and the lack of policies and strict rules from Executive Recruiters Association (ERA), the association of the Indian recruitment industry, has provided the room and scope through which people based on false information have been inducted in the organization The different recruitment agencies, managers and the person to be recruited are all interrelated and know that the information is false but just to ensure that the person gets recruitment and the agency is able to get their money has resulted in corruption (Elbanna & Child, 2007). This has increased the number of people being recruited and has adversely affected the business proponents as it creates doubt on the long term future of the organization More than 50% of the people recruitment in the IT industry is on false certification and while considering the total average seems to be around 12%. This has resulted in a financial loss, loss of time and energy, increased the lead time for recruitment and has created the gap based on which human resource managers at the moment have to work on the hiring spree thereby increasing the overall cost for the business The loss of faith and creation of doubt both on the recruitment agencies and the person to be recruited which at times would have an impact on genuine candidates. This would thereby have an impact on the overall business and will lead towards negativity The control measures which are lacking and would help to deal with the situation are The degree and level of punishment which will be inflicted on the parties who are found faulty (Kang & Shen, 2013) Rules and regulations under which the different recruitment agencies are governed and the manner in which punishment will be inflicted on them The process of verifying the documents which have been provided by the different candidates via the recruitment agencies The manner in which recruitment and selection process is carried out within the organization This would require that the Indian IT industry looks towards having the following control measures Proper verification of the documents and gathering the relevant information so that all the information that is provided is true and correct Having stringent measures so that people who indulge in such activities are harshly dealt and examples are set so that people don’t act in the same way again The regulatory body has to become strict and look it as a serious matter so that proper strategies and methods can be drafted to deal with it Using the control measures will ensure that people become aware that the different areas will be looked at and will be harshly dealt. Also ensuring that having proper verification will help to bring a complete check and will thereby help to ensure that people don’t indulge in such activities which would thereby ensure that maximum benefit will be gained and the process will look at selecting the correct candidate. This will thereby help to develop a framework through which overall effectiveness will be gained and inaccuracies in the curriculum vitae and selection process will be better. Advice for the association regarding control process The process which has been developed in the control process should be such that it is clear and unambiguous and helps to restore the confidence of the people and the recruitment agencies. To ensure maximum effectiveness it is important that the control measures highlights the following steps Clear and unambiguous curriculum vitae so that complete and correct information is provided so that people recruiting the different candidates can have the confidence in the recruitment agencies Not taking any steps which will result in false information as it would lead towards stringent punishment and would also lead towards complete closure of the entire agency (Cocheo, Harris & Kirk, 2003) Completely checking the authenticity of the information provided in the curriculum vitae so that correct and proper information is provided to the different human resource manager After completion of the curriculum vitae showing the same to the client and confirming from them that all the information is correct which will be signed by them and then sent to the different companies for recruitment (McEwon & Bird, 2008) The recruitment agencies will not indulge in any activities which would hamper their future prospects and would instead make changes in the curriculum vitae after obtaining permission from the client The above stated steps would ensure that the control process becomes effective and will be able to reduce the inaccuracies which are present in the curriculum vitae. The role of the recruitment agency increases after the incident and the situation which they are undergoing as they will have to gain the confidence back and will require to follow the following strategies The recruitment agencies before submitting the curriculum vitae of candidates to the prospective candidate should obtain the permission from the client and it should b signed. This will ensure that no changes are being done by the recruitment agencies and all the details are provided by the client (Jackson & Dutton, 2008). The client will thereby be able to ensure and confirm that all information provided is correct and will help to build the confidence in the customers. The recruitment agency along with it has it ensure that the signed copies of the customer are provided to the companies to whom the curriculum vitae are being passed on. This will relieve the recruitment agencies and will confirm to the fact that all the information is supplied by the customer and the recruitment agency has no interference (Eisehnardt, 2009). Clear and unambiguous curriculum vitae so that complete and correct information is provided so that people recruiting the different candidates can have the confidence in the recruitment agencies The above mentioned strategies will help the recruitment agency to gain back the confidence and will be able to carry out the work in the most effective and diligent manner. This should be matched by the following regulatory measures The degree and level of punishment which will be inflicted on the parties who are found faulty Rules and regulations under which the different recruitment agencies are governed and the manner in which punishment will be inflicted on them The process of verifying the documents which have been provided by the different candidates via the recruitment agencies (Chanda, Bansal & Chanda, 2010) The overall framework based on which the different bodies will be watched and steps will be taken to reduce the mistakes so that maximum gains can be made for all parties (Georgia, George & Labros, 2013) The recruitment agency further to ensure that the curriculum vitae is correct has to ensure that before submitting the curriculum vitae of candidates to the prospective candidate should obtain the permission from the client and it should be signed. This will ensure that no changes are being done by the recruitment agencies and all the details are provided by the client. The client will thereby be able to ensure and confirm that all information provided is correct and will help to build the confidence in the customers. This has to be followed by the fact that no changes will be made by the recruitment agency themselves Process to ensure compliance with the control process To ensure that the different recruitment agency complies with control process it is important that the governing body ensures that the different players act ethically and professionally. This would require that the following strategies are formulated so that agency complies with the different requirements Having ratings for all recruitment agencies so that agencies which comply with the control process are provided better ratings. These ratings will act as a measures based on which prospective candidates and companies can search and find the correct recruitment agency (Clark, 2010). This is a continuous process and ratings need to be provided each year so that compliance with the control measures can be checked and if agencies don’t comply with the requirements that strict and stringent action will be taken against them Having a simple and clear process which is properly circulated to the recruitment agencies. The changes and developments in the different rules and regulations need to be further passed on so that each and every agency is aware about the different developments and based on it a process is developed through which compliance with control measures can be achieved (Ofori & Aryeetey, 2011) To ensure that it is the responsibility of the individual recruitment agencies to ensure that they provide complete and correct about the candidates. Further, they will help to ensure that the information which is provided is verified and is correct. This will help the recruitment agency to provide correct and complete information based on which the different recruitment partners will be able to hire the correct talent. The governing body has to further ensure that agencies that are not able to comply with the different requirements of the control process are dealt in a strict manner. This will set examples and will prohibit recruitment agencies from carrying out work which could lead towards fatal results. The governing agency has to thereby ensure that the following actions will be taken against agencies who don’t comply with the legal requirements The degree and level of punishment which will be inflicted on the parties who are found faulty as it should set example and ensure that other agencies don’t follow the same and ensures better regulatory reforms Rules and regulations under which the different recruitment agencies are governed and the manner in which punishment will be inflicted on them. It should be clearly stated and every agency should be aware about the manner in which the different acts would result in hampering the overall business potential (Barney, 2001) Cancellation of the licence and other things which have been awarded by the governing body so that the recruitment agency cannot carry on the same business again. This has to be matched by compensation in monetary terms. In the recruitment agency is found guilty even imprisonment will take place (Louw, 2013). The different actions will safeguard the interest of the parties and ensure minimum chances of people avoiding the legal needs This will thereby help to ensure that the control measures are able to achieve its objectives and will ensure better reforms for the Indian IT industry Conclusion The report shows the different control measures which IT companies need to take while working in India so that the inaccuracies in the curriculum vitae can be removed. It analyzes the different rules and steps which have to be drafted to ensure that people leaving the industry don’t upset the business momentum and the manner the recruitment agency will be able to gain back the confidence and ensure that correct people based on correct information is selected. Finally, the report shows the strategies which have been developed as a control method is being followed by different recruitment agencies. The overall impact will be thereby to reduce the inaccuracies which the curriculum vitae have and to ensure that people are selected on correct credentials. References Barney, J. 2001. Firm resources and sustained competitive advantage. Journal of Management, 17: 99-120. Barratt, J. 2006. Future Recruitment Trends. Human Resources Magazine, 11 (5), 4. Clark, M. 2010. Experiencing Recruitment & Selection. British Journal of Guidance & Counseling, 38 (1), 137-139 Chanda, A., Bansal, T. & Chanda, R. 2010. Strategic Integration of Recruitment Practices and Its Impact on Performance in Indian Enterprises, Research and Practice in Human Resource Management, 18(1), 1-15 Cocheo, S; Harris, K. & Kirk, A. 2003. Finding the Best & the Brightest. ABA Banking Journal, 95 (2), 43. Eisehnardt, K.M. 2009. Making fast strategic decisions in high-velocity environments. Academy of Management Journal, 32: 543-576. Elbanna, S., & Child, J. 2007. The influence of decision, environmental and firm characteristics on the rationality of strategic decision-making. Journal of Management Studies, 44: 561-591. Georgia, A., George, A. & Labros, S. 2013. Employee recruitment and selection in the insurance sector - the case of the Greek insurance group. European Journal of Management Sciences, 1 (1), 1-20. Jackson, S., & Dutton, J. 2008. Discerning threats and opportunities. Administrative Science Quarterly, 33: 370-387. Kang, H. & Shen, J. 2013. International recruitment and selection practices of South Korean multinationals in China. The International Journal of Human Resource Management, 24 (17), 3325-3342. Louw, G. 2013. Exploring recruitment and selection trends in the Eastern Cape. SA Journal of Human Resource Management, 11 (1), 1-10. McEwon, M. & Bird, A. 2008. The war to hand on to talent. Brand Strategy, 222, 36. Ofori, D. & Aryeetey, M. 2011. 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