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Pong Hou Mun (0331482)
Khor Weiming (0330941)
Chan Kah Kin (0331002)
Heng Yik Wei (0331876)

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Positions that are available will be put on display in the recruitment section of the Shell website. People will be put onto the waiting list when they apply for the empty positions as there often is traffic with a lot of people trying to apply. Individuals are to submit their qualifications required for the selected positions. Selected individuals will be set up for an interview.

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The interview process is similar the questionnaire process except this process allows the interviewee to ask questions in a face to face confrontation. The interview approach is cost-effective, fast, cheaper, and capable of collecting additional explanations from the participants. The interviewee behavior will be on display and would be impactful to their first impression to the interviewer. The interview takes place mostly in the HR manager’s office but can also be done through the telephone. All the issues addressed in the interview will be presented for analysis to determine the extent to which the managers perceive the relevance of the policy to the achievement of the company’s organizational goals.

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Explain any THREE (3) ways of recruitment and selection in the organization. 

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Explain any THREE (3) ways of recruitment and selection in the organization. 

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1)Questionnaire
Researchers are to produce a set of questions for the questionnaire. The interviewees are to give the set of questions by the researchers within an allocated time and setting. Most of the sessions will take place within the organizational settings to save time and influence participation in the research process. The data will then be collected and presented for analysis to determine the issues that have been addressed by the research participants. The purpose of the questionnaire is to have a first impression and have access to know their attitudes and cognition.

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The next method I would recommend is “Internal Recruitment”. With this method, a job would be offered to employees who are already working in the organization. It is like promoting employees to a higher authority. For a global organization like Shell Berhad, internal recruitment would be essential to the company in a long run. There are many advantages to this method for example; employees being promoted already know the business hence they will continue to perform well with their experiences and work culture. Besides that, the company could save cost by not needing to provide training for employees because they already know how the business works.

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5) In your opinion, suggest TWO (2) new ways of recruitment and selection for the organization.

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5) In your opinion, suggest TWO (2) new ways of recruitment and selection for the organization.

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Method 1

Shell Berhad have their own ways of recruitment and selection. No doubt, the organization is doing well and making a name for themselves. Personally, I feel that there are two new ways Shell Berhad could use for the recruitment and selection. The first method I would introduce is “External Recruitment”. External recruitment is a method where organizations used to advertise job vacancies through the internet, social media, job boards and newspapers. With this method, it comes along with pros and cons. The advantages are being able to attract a large number of people and getting immediate responses. The negative side of it would generate many unqualified candidates because everyone can have access to the job vacancy advertisement.

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4)Describe TWO (2) types of work group and team in the organization

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4)Describe TWO (2) types of work group and team in the organization

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Cross-function work team

Cross-functional teams in Shell are composed of experts from various functional areas and work cooperatively towards some organizational goal. Because these members are considered experts in their individual functional area, they are usually empowered to make decisions on their own without needing to consult management. Cross-functional teams are believed to improve coordination of interdependent activities between specialized subunits.

For example, when developing a new marketing campaign for Shell petrol, a cross-functional team was used. The team consisted of John from finance, Chris from marketing, Alyssa from sales, Eugene from parts and service and Marcus the general manager. Each team member brought a unique perspective to the group due to their functional expertise. Members of a cross-functional team must be well versed in multi-tasking as they are simultaneously responsible for their cross-functional team duties as well as their normal day-to-day work tasks.

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4)Describe TWO (2) types of work group and team in the organization

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4)Describe TWO (2) types of work group and team in the organization

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Diversity and inclusion (D&I) work team

Nowadays talent is more diverse than ever before and having an inclusive work environment is key to recruiting, developing and retaining that talent. In shell, the objectives that underpin it aims to embed
D&I in our culture; leverage D&I for business improvement, improve
gender representation and equality; demonstrate leadership accountability and
focus; and create an environment which positions us as an employer of choice. They continue to focus on increasing the representation of women
and local nationals in senior positions. We recognize the importance of an
inclusive work environment. When employees feel included and engaged they
leverage the richness of ideas, backgrounds, and perspectives to create business
value. It is a pride to celebrate our differences and to foster an environment
where everyone has the opportunity to reach their full potential and to make the
best possible contribution to Shell’s business performance.

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It is no surprise that when in a workplace, we desire the need to feel accepted and belonging in our work environment. That is why Shell Berhad encourages a diverse workforce by employing people of different genders, age and race. This movement pushes for a fair treatment amongst all in society and providing an equal opportunity to every individual from different backgrounds. Additionally, this would give employees the sense of belongingness and acceptance amongst each other in the workplace. In addition to that, Shell Berhad also practices transparency with not only their workers but also the public. This would further the employees’ social needs as they know that the organization is trustworthy.

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Describe the Maslow Hierarchy theory that is found in the organization

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Describe the Maslow Hierarchy theory that is found in the organization

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1)Self-Actualization
Looking at this need, it can be observed from both the employees’ perspective and Shell Berhad’s perspective. From the employees’ perspective, some may have the sense of growth when they are promoted to a higher position than the one that they were last at. In the long run, they will have the sense of achieving their potential when they feel like they have reached their best potential. Meanwhile looking from Shell Berhad’s perspective, achieving growth as an organization can be fulfilling. This includes outperforming their competitors and getting high annual revenue.

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There are two esteem factors which are internal esteem factors and external esteem factors. For the internal factors, mostly employees will look to getting the sense of achievement or self-respect. Employees can get the sense of achievement when they hit a milestone or a goal which is set out by their organization. Moreover, they will also have a high self-respect as they each play an important role in their organization moving forward. The external esteem factors are mostly focused on Shell Berhad. As Shell Berhad is a rather big name in the fuel and lubricant provider game, they have a very high status when compared to other organizations. Their status and recognition also increase through media exposure and sponsorships for events such as motor racing. Through brand exposure on various platforms, Shell Berhad gains quite the attention from the public eye. Thus, fulfilling the esteem needs.

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Considering the risk when it comes to working in locations such as offshore, gas stations, offices or even driving, safety and protection from harm is very important. Shell Berhad does not take employee safety lightly as they prioritize the health and welfare of their personnel whilst working. This is shown with an average of 0.95 total recorded injuries which were documented in the last 3 years. With this, their employees can feel confident that they are less likely to face the risk of an injury while working.

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Originating over 2 centuries ago from a small shop in London, Shell Berhad further expanded their operations in Malaysia under the title “Marcus Samuel & Company” in the year 1891. Thus far Shell Berhad has 2 developments which are known as Gumusut-Kakap and Malikai, which are both located offshore Sabah. Shell Berhad also currently employs a rough estimate of 6000 people in Malaysia and continues to be one of the top employers in the country. Of the various fuel and lubrication providers in the country, Shell Berhad is a widely popular choice amongst the citizens of Malaysia. Most recently in 2017, Shell Berhad even won the Putra Brand of the Year Award alongside winning the Gold award in the Automotive – Fuels and Lubricants category for the 6th successive year.

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The basic and most important need in this hierarchy is fulfilled by Shell Berhad by providing their employees with necessities such as food, drinks, shelter and several other physical requirements. It is important that the employee’s physiological needs are satisfied as this would help them be more motivated to work for the organization. To ensure their employees are motivated to work, the organization provides drinks and food to them to keep them energized and satisfied. Furthermore, Shell Berhad makes it easier for their employees to travel to work by providing shelter to those working in offshore locations