Recruitment
Findings:
For the recruitment of Pipelaying fitter, Towngas is recruiting them by using external recruitment - Public Employment Agency. Normally, it recruits labor through advertising and referrals by Labour Department and Construction Industry Council to be aimed at less-educated workers like South Asian ethnic groups or restructuring industry like fishers.
For the recruitment of Customer Service Officer, Towngas is using internal recruitment by referrals. It promotes a rewarding system that any employees who refer each appropriate candidate can have $500 bonus. Towngas is also using External Recruitment by Public Employment Agency to recruit. Advertisement will be posted through Labour Department and candidates may also be referred by Employees Retraining Board.
Evaluation
1. Not effective enough to hire the suitable person to fill in Pipelaying fitter
With toilsome job features and a long working time, Towngas find it difficult in recruiting labor, especially teenagers. However, the potential of less-educated workers are limited and their turnover rate is relatively high as they can change the job easily without spending a long time on learning a skill. Focusing on development of younger workers can help building up a strong commitment and reducing turnover rate. Hence, huge cost can be decreased in a long term. 2. Insufficient channel for recruiting customer service officers
As a front-line officer has to work under high-pressure with a long working time in shift-system, it results in a high turnover rate but a lack of applicants. However, currently existing channels are insufficient to meet the demand.
Recommendations for recruiting Pipelaying fitter
1. Holding a talk
Holding a talk can clarify the misunderstanding of teenagers and parents. First, A pipelaying fitter isn’t a slave laborer, but a job with well prospects through