Organizational Entry & Exit Management

Dr. Elijah EzenduFIMC, FCCM, FIIAN, FBDI, FAAFM, FSSM, MIMIS, MIAP, MITD, ACIArb, ACIPM,

PhD, DocM, MBA, CWM, CBDA, CMA, MPM, PME, CSOL, CCIP, CMC, CMgr

Organizational entry management involves planning, implementing and controlling a defined path for workers to gain access and become employees of an organisation.

Organizational exit management involves structuring and effecting a system for identifying, analysing and controlling exit of a worker from an organisation.

Organizational Entry Path

Recruitment Selection Placement

OrientationInduction

Recruitment involves setting up a system for attracting qualified candidates in order to fill job opening and ends on establishment of candidates profile.

Key Factors of Job Characteristics

Source: Elijah Ezendu, Recruitment & Selection

Employee Requisition Form

This form facilitates provision of key requirements for a particular job opening and should be completed by Head of the Department raising requisition.

Content of Employee Requisition Form Job Title Contract Type Department Job Objective Job Description Appointment Timeframe Man Specification

-Educational Qualifications-Professional Qualifications-Special Skills-Intelligence-Basic Aptitude-Other Abilities-Physical Attributes

Compensation-Total Package-Start Date

Managing Director’s Approval

Recruitment Schedule

A recruitment schedule shows the programme of activities and timeline for effecting recruitment. This should be prepared by Head of Human Resource and Corporate Services.

Internal Sources of Recruitment

i. Intranet Kioskii. Departmental Notice Boardsiii. Employee Referrals iv. In-Company Bulletin v. Transfer/ Promotion

External Sources of Recruitment• Universities• Polytechnics• Professional Institutes• Unions• Recruitment Consultants• Electronic Job Boards• Newspapers• Magazines• Journals• Radio• Embassies • Handbills and Posters• Unsolicited List

Selection

Selection is the second stage in a normal organisation entry scheme and starts at the end of recruitment. It involves identifying candidates who meet key requirements through a battery of tests and purposeful interview; then picking the cherry.

Typical Selection Process

The purpose of drilling candidates through the selection process is to ascertain competency and degree of commitment. While the former can be easily effected, the latter demands deep scrutiny. Even so, commitment can become eroded due to environmental or psychographic changes.

Competency

“A competency is an underlying characteristic of a person which is causally related to effective or superior performance in a job or role.”

- Evarts

Types of Selection Tests

• Graphology• Trainability Tests• Aptitude Tests• Attainment Tests• Intelligence Tests• Polygraphs• Personality Tests

Types of Interviews

• Individual Interview• Panel Interview• Selection Board

Interviewing Approaches

• Man Specification Based Interview• Biographical Based Interview• Structured Behavioural Competency

Based Interview• Structured Psychometric Interview• Structured Situational Based Interview

Placement

This involves specific positioning of new employee on a defined job role after he or she must have accepted the offer of employment and endorsed the statement of job description which highlights key performance areas.

Orientation

Orientation is a social function which serves as a familiarization programme provided to new employees. It’s not actually structured to be a training programme. It stands as a ‘getting to know us’ programme.

Topics for an Orientation Programme

• Overview of organisation• Employee and Union• Compensation and Benefits• Organizational Chart and Company Facilities• Department Functions• Assigned Duties and Responsibilities• Policies, Procedures, Rules and Regulations• Health, Safety and Environment• Tour of Facilities

Content of Orientation Kit

• Copies of Performance Appraisal Forms• Policy and Procedures Handbook• Copy of Organizational Chart• Health, Safety and Environment Manual• Staff Telephone and Email Brochure• Copy of Company Newsletter

Induction

This is a structured training programme aimed at infusing key knowledge, skills and abilities into new employees, so as to sharpen and fine-tune them for effective positioning.

Key Topics for Induction Course

• Work Ethics• Emotional Intelligence• Esprit De Corp• Software & Technology• Service Excellence• Performance Management• Relationship Management• Effective Communication

Components of Exit Programme• Interview• Counseling• Critical Observation• Exit Analysis

List Importance of Managing Exit Programme

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Dr. Elijah Ezendu is Award-Winning Business Expert & Certified Management Consultant with expertise in HR, OD, Competitive Intelligence, Strategy, Restructuring, Business Development, Sales & Marketing, Interim Management, CSR, Leadership, Project & Programme Management, Cost Management, Outsourcing, Franchising, Intellectual Capital, eBusiness, Social Media, Software Architecture, Cloud Computing, eLearning & International Business. He holds proprietary rights of various systems. He is currently CEO, Rubiini (UAE); Hon. President, Worldwide Independent Inventors Association; Special Advisor, RTEAN; Director, MMNA Investments Limited. He had functioned as Chair, International Board of GCC Business Council (UAE); Senior Partner, Shevach Consulting; Chairman (Certification & Training), Coordinator (Board of Fellows), Lead Assessor & Governing Council Member, Institute of Management Consultants, Nigeria; Lead Resource, Centre for Competitive Intelligence Development; Turnaround Project Director, Consolidated Business Holdings Limited; Lead Consultant/ Partner, JK Michaels; Technical Director, Gestalt; Chief Operating Officer, Rohan Group; Executive Director (Various Roles), Fortuna, Gambia & Malta; Director, The Greens; Chief Advisor/Partner, D & E; Vice Chairman, Refined Shipping; Director of Programmes & Governing Council Member, Institute of Business Development, Nigeria; Member of TDD Committee, International Association of Software Architects, USA; Member of Strategic Planning and Implementation Committee, Chartered Institute of Personnel Management of Nigeria; Adjunct Faculty, Regent Business School, South Africa; Adjunct Faculty, Ladoke Akintola University of Technology, Nigeria; Editor-in-Chief & Chairman of Editorial Board, Cost Management Journal; National Executive Council Member, Institute of Internal Auditors of Nigeria; Member, Board of Directors (Several Organizations). He holds Doctoral Degree in Management, Master of Business Administration and Fellowship of Several Professional Institutes in North America, UK & Nigeria. He is an author & widely featured speaker in workshops, conferences & retreats. He was involved in developing Specialist Master’s Degree Course Content for Ladoke Akintola University of Technology (Nigeria) and Jones International University (USA). He holds Interim Management Assignments on Boards of Companies as Non-Executive Director.

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