Turn these recommendations into an evalutation plan using relevant HR metrics. The plan should include both qualitative and quantitative metrics, how the metrics will be calculated, as well as the rationale for using the metrics you have chosen.

The first recommendation to address the recruitment and selection process would be to streamline the hiring process to make it more organized and efficient. The organization can do this by implementing a recruitment software that automates the hiring process, from job posting to candidate screening to scheduling interviews. The software can also provide timely updates to candidates on their application status, thereby reducing the overall time to fill open positions. Additionally, the organization can provide training to managers involved in the hiring process to ensure they are prepared for interviews and can provide timely feedback to candidates. To address the negative comments on social media regarding the recruitment process. The organization should consider streamlining the recruitment process to make it more efficient and effective. Using technology to automate parts of the recruitment process, such as resume screening and scheduling interviews.

Additionally, the company can improve communication with job applicants by providing regular updates on the status of their application and implementing a feedback mechanism to gather feedback on the recruitment process. By doing so, the company can improve the candidate experience and attract more qualified candidates to fill open positions. The company should consider streamlining the recruitment process to improve the candidate experience and attract more qualified candidates. This recommendation should help with manager disorganization, as when a candidate qualifies and is recommended for an interview through the automated process, notifies the manager/interviewer of who they are meeting with and give the manager/interviewer time to review the application and resume. It makes the organization look really unprofessional when a manager/interviewer knows nothing about the candidate and will discourage a candidate from wanting to work with the organization in the future. Candidates should always be followed up on whether they are accepted or rejected, as giving the candidate anxiety and stress due to not communication would strongly discourage people from applying with our organization in the future if we do not do something to address the issues with the managers/interviewers not being prepared and follow up calls not being made. Once these issues are fixed and taken care of, we should have the ability to start recruiting more employees and supervisors.

The second recommendation would be to implement an employee referral program. The organization would need to encourage the current employees to refer their friends and family for the open positions. As far as one knows, there is no policy against having employees having family members among the employees. Employee referrals tend to be a great source of quality hires and can also improve employee retention, as they will have other employees they get along with and know, and boost morale so that work is more enjoyable to be around. We know that the organization is a business first, but in order to prevent employee turnover rates, ensuring employees get along and are happy would prevent employees from wanting to leave the organization. This would help address the issue with adding 50 new employees and 7 new supervisors to the organizations ranks.

The organization can offer incentives such as bonuses or additional vacation days for such referrals. This would continue to encourage employees to seek out other people in order to continue to receive bonuses and other incentives that they may benefit from. Other businesses and organizations have benefited from this practice and utilizing it with the organizations current employees to hire new employees would help solve the turnover rate and also solve the issue with filling the new rolls needed and requested by the organization and the organizations partners who are utilizing the call centers.

The first recommendation to address the development and training would be to address the high turnover rate and employee dissatisfaction with a lack of development and promotion opportunities, the company should focus on implementing employee engagement and development programs. One recommendation would be to offer regular training and development programs to phone representatives and supervisors to improve their skills and abilities and provide opportunities for career growth within the company. Improving their training would allow the phone representatives to work more efficiently to the point where they wouldnt have to work more hours to where they would no longer be considered understaffed. If shifts are struggling to maintain their current schedules, we should ask employees if they are willing to change shifts and offer incentives to those who are willing to change shifts in order to help the organization out, perhaps by increasing pay or adding a bonus. This will hopefully help with the issue of employees feeling burnt out.

Additionally, the company can implement mentorship and coaching programs to support the professional growth and development of employees. This would help better prepare those who seek to advance further in their careers through the organization. Giving phone representatives that ability to shadow their supervisor or a specific position they are interested in, would give way to filling that position if the employee fits all the criteria, as there wouldnt be a whole lot of training needed if they were to move up after another employee in that position decides to step down or if the organization decides to create more jobs. Both employees and supervisors would benefit from a program like this because it would enhance the leadership style and capabilities of the supervisor, all while helping develop the employee who is interested in a certain position.

For the second recommendation, the organization would want to look at an employee recognition program. One of the best things for the organization to do is to find a system that democratizes recognition of employees, and avoid traditional cookie-cutter recognition programs, as these provide very few opportunities for employees to recognized and often causes resentment and low morale amongst employees. Employees do great work throughout the year and should be recognized more than once. Other organizations have supported employees through the use of peer-to-peer recognition tools and shout out programs. This would help employee morale and discourage people from wanting to quit as being told you are valuable asset by peers, supervisors, and the organization. This would help bring employees closer together, creating cohesiveness and work better together.

The organization should avoid being generic and giving all employees the same exact recognition, the organization should make every experience different so that the organization is demonstrating to employees that they are valued. Making an announcement at the organization meetings about a team that has been putting in extra effort, giving small rewards like a gift card to an employee or group who has completed large projects can go a long way. In order to get more introverted employees to come out of their shells, giving an employee a handwritten letter instead of a generic letter or email that goes out to everyone would be more beneficial as employees that are praised on a personal basis tend to perform better. This will also cause the employees to become more appreciative that the organization and supervisors have taken time out of their day to personally write them and recognize their great work and achievements.