The document discusses the importance of proper recruitment, training, and retention of employees. It outlines the recruitment process as identifying the right candidates through aptitude tests, discussions, and physical and interview assessments. New employees should undergo initial familiarization training in all departments to understand the full business. Organizations must create an environment where employees feel valued to reduce turnover and allow the organization to grow through a stable, high-performing workforce.

1. Intro Human is the most complex and unpredictable specie of this
universe. My experience of dealing the human tells me that they are as soft and delicate
like a flower and they are as hard as the rocks of Afghanistan. Grooming, upbringing
and training plays a pivotal and vital role in the development and growth of a person.
The training starts from the very childhood of a person where both the parents try and
focus on their child to learn all those good manners and etiquettes which they
themselves have learnt from their parents and so on & so forth. Home is the minutest
example of an organization, where parents are in the higher echelon / top leadership
role and the kids can be taken for the lower management or workers of the home. Let’s
suppose we call here that New Employee = Y, or I will say that new employee will be
called as Y in this paper. The Field of HR (human resources) is much bigger but to sum
it up, we say that HR is all about RTR , Recruit Train & Retain. Recruitment is the most
essential part of the RTR matrix, to identify the right person. The hiring & recruitment
process should be deliberately prepared keeping in view the requirement of the
organization. As I said earlier that training & grooming are of immense importance. Let’s
discuss the RTR factor one by one.
Recruitment The most difficult and challenging task for any HR professional is to
identify the correct person among all the candidates. Due importance should not be
given to the certifications, degrees and experience of the individual because once an
opening/ job opportunity is posted on the net and published in the newspaper, you will
automatically receive hundreds of CVs, colorful & simple CVs, many will be filled in
paragraphs and much more. Now the job posted & published should have a tag line or a
sentence that portrays your requirements. It can be a tough message like ‘’ we work
24/7’’ or ‘’we work tediously’’ or it can be ‘’we keep you heads down all day’’. This will
have some sort of effect on all those individuals applying for the opportunity. Only the
serious one will prefer to apply. This will somewhat cut down the number of individual
applying to the opening and will help reduce the burden of work of your HR person who
will compile the record of all those cases who will have to appear in the aptitude test.
Now the main job is to design an aptitude test which should be drafted by three
individuals, the concerned Head of department, the line manager, and the HR OD
manager (preferably the HR OD manager should be psychology qualified). The aptitude
test will help filter the likely candidates who will make it to the next phase of the
selection, the Discussion. The discussion should always be in the form of a group
comprising 6 to 7 individuals and the duration should be 30 to 45 minutes. The
discussion should be general in nature and not job specific as it will help you to get the
insights of the participants as far as their behavior & attitude is concerned. During the
course of discussion each candidate is exposed to you and; you there & then get the
behavioral aspect of his/her personality. All those qualifying the discussion phase
should be tested in a physical test of an hour or so there outside the

2. discussion/meeting/ conference room. The physical test will simply unveil their team
spirit aspect whether the candidate/participant is lacking the spirit of being part of the
team. Here the selection team will simply identify the right person who possesses
quality of team spirit. After this phase is over, you will be left with 3 to 4 participants/
candidates for the final one on one interview. At this stage it is relatively easy to select
the most suitable one for the organization. The selected one should be given date &
time to join the organization. At this point of time Y should be issued all the relevant
joining instructions, the do’s & Don’t‘s and the general policy perimeters of the
organization so that the selected one should be able to get an insight of the organization
environment and who is who at the organization.
Training As soon as an employee joins the organization after the above
process, they are expected to get on the job where as it is totally a new place for the
new comer Y. HR dept will play its role and will formulate a familiarization plan of Y with
all the other depts of the organization. This is the very initial phase of training of Y and I
recommend that Y ( if not from production field ) should straight away go to production
dept and see what the organization produce and what it stands for and what is it that the
organization is famous for. No matter what is the grade of the employee, he/she has to
undergo the minimum training period of 5 to 6 days with production dept so that Y
identifies the product range, product line & the SKUs. Y will remain with the production
labor and will develop intimacy and understanding and team work with those people
who are manufacturing the product for which the customer know the organization and is
loyal to the product. Y will feel elevated and the spirit of team work & the pride of joining
the organization will be on the increase with passing day. This will help Y to settle down
in the new environment and will adjust to the new culture and new people because
production work is full of labor activities and is kind of rough & tough environment of
operations. Training & grooming is a continuous process and it can’t be stopped. Its
perpetual and is the main ingredient for growth of both the organization and individual.
After doing attachment with the production dept , Y should be sent to purchase,
procurement & commercial dept where Y should be interacting with the raw material
supplier people and the people involved in purchase & procurement of different
requirement of the organization. Likewise Y should spend time with the finance dept, the
marketing & the sales people, the administration depts. The duration of this
familiarization period will depend upon the size of the organization and may differ from
one industry to another.
Ideally speaking, this familiarization/initial training should be both for the entry level as
well as higher grade employees, i.e Head of Departments.
For a developed organization it is best to have an intake at the entry level i.e. the
management trainee and after six months of clear service on the job, the trainee should

3. be promoted as asstt manager and from there the employee should be given a career
path.
The culture of learning at every stage should be encouraged; this will help both the
organization and the employee
Retention Organizations grow and prosper on the performance and attitude of
its employees. Almost all organizations are governed by the same policies and
regulations of the regulatory authorities. The difference is only one factor i.e, the Human
Resources they own. Employees don’t quit organizations they quit the bosses & people.
Those organization no matter how tough they work or work 24/7, but if the working
environment is conducive the employees deliver and they deliver to the grade of
outstanding. The policies and rules regulation of the organization have to be crafted and
implemented keeping the mindset of the work force. There will be least of turnover of
HR. The best way to craft a policy is that a general view of the work force should be
sought and recorded in the shape of arranging a quiz competition or paragraph writing
on the topic and a general discussion over a cup of tea can bring good insights of the
work force.
Organizations grow and prosper once it is strong enough to retain its employees. All we
need is to create a mind set and make realize the workforce that how important the
employee is to the organization. It should be clear to both the upper as well as lower tier
that organizations are directly proportional to their workforce/ employees. A simple
equation is that Organization grow so does the employee, the organization suffers, the
employees loses his job there.
SHER SHAH YOUSAFZAI
CEO, HZS FOUNDATION
shershahiba@gmail.com
0092-336-5937631