The paper “ Types of Control That Are Not Being Carried out Effectively in IT Companies in India” is a meaty variant of assignment on management. The main problem raised in this case study is the falsification of curriculum vitae of hiring candidates for the job vacancies available. This problem is most prevalent in IT and ITeS sectors where they account for half of the job vacancies. This is as a result of the attractive remuneration packages and benefits they offer. This problem arose after the job market in India significantly grew, resulting in the massive growth of recruitment agencies.
This, in turn, led the compromise of the work ethics for some recruitment agencies where they collaborated with the job seekers to provide false information about the work experience, academic achievements, previous remuneration and area of expertise. To counter the damages, the affected companies had to lay down those employees that were involved in the malpractice. Consequently, losses were incurred during hiring to replace the dismissed staff. Finally, this problem caused more problems for human resource managers. They incurred high costs of hiring a qualified and competent workforce.
They also suffered high lead times due to the long process of verification for new recruits. What control processes are not being used by the organization referred to in the case study? The organizations referred to in this case failed to use human management control. The human resource management is mandated to oversee this crucial role. The department is responsible for the deployment of the highly qualified workforce through the integration of culture, structures, and personnel techniques so as to achieve and supersede the company’ s objective (Armstrong 2007, pp.
56). The HR department is also entrusted with human capital planning by an organization. In this role, the department is responsible for determining how the organization can move from the current manpower position to its desired manpower position (Jackson et al. 2009, pp. 76). In this case study, it is crystal clear that the companies that became prey to rogue recruitment agencies solely relied on their agents to hire new employees. This is a crucial task that should have seen the involvement of the human resource management in the identification of manpower, which has the necessary skills qualifications, knowledge and experience required currently and in the future, What are the different control measures that could be used to manage the problem? To avoid the incidence of hiring non-qualified staff, it would only be prudent for an organization to carry the process of hiring new employees through the Human resource department (Dransfield 1998, pp.
98). Alternatively, the ministry of labor can take severe disciplinary action against the candidates and agents who involve themselves in the malpractice. What examples explain how these control measures work to address the problems mentioned in the case study? One of the best ways to manage the problem was through performing interviews with the companies seeking new employees.
Interviews provide the panel with a good opportunity to size up the job candidate against the job itself. This is where the candidate flaws are easily detected. Through the interview process, the candidate’ s expression through gestures and the confidence level he portrays, tell easily whether the person in the CV is the same person appearing for the interview. The interview process pursues areas of interest noted in the application, giving the employer the opportunity to make judgments on the candidate’ s intelligence and enthusiasm.
Through the interview process, the employer can easily establish the candidate’ s ambitions, personality pattern, attitude and motivation (Sims 2007, pp. 23). The performance of the interview process by the human resource managers was suitable since it eliminated the chances of candidates falsifying CVs in collaboration with the hiring agencies.