HR strategy

In order to expand their market Selco should hire more employees as by hiring more employees, they can extend market in rest of India. To reduce their hiring cost Selco can hire people from villages and train them as per the company’s requirements, this fulfills the company’s specific skill requirement and could also open employment opportunities in rural areas. By following an ambitious growth strategy, Selco can cater and serve the needs of their customers while creating jobs and to ensure great service to customers they can decide on investing in employees people through training and development. 

Conceptually, sourcing in rural areas requires the same recruiting skills that recruiters utilize throughout their open requisition loads. That said, failure to adjust the searches when dealing with the nuances of rural recruiting can cause long and unnecessarily-frustrating searches.

Through free lancing, contacting the local colleges, chambers of commerce and other institutions that are related to the job role which is to be filled, human resource can be arranged in rural areas. Also, due to the presence of a limited number of outlets in rural areas, local populations tend to know each other and can help tap into the network. For instance, professors and community leaders in rural leaders tend to know a lot about their areas and the local population which can be very valuable contacts in connecting networks with the right people. The company can also widen the research radius area and take some time to learn about the local geography; perhaps there might be an express route from a remote place or barriers hindering close locations. These and other factors will undoubtedly influence from where we hire and whom we can hire.

The management should know how to realize its vision, which involves to a certain degree employing experienced staff at the mid management level and having an uniform structure for appraisals. Selco should instill a robust HR policy and also can provide perks like job security to attract the required talent.
Skill retention policy such as having reasonable salary slabs for employees which equals their working efforts, resolving conflicts, insurance, sick leave and giving weekly offs are few of the benefits which employees deserve and should be given by the company as it benefits both the sides, and helps in achieving the common goal of company expansion and revenue generation. Favoritism, unequal pay, not paying for overtime working hours plaques the human resource division and thus should be strictly avoided.