Ready to Eat Company - Assignment Example

Short Report Table of Contents Part I 3 (a) 3 (b) 4 (c) 5 Part II 7 References 8 Part I (a) It is believed that recruitment and selection is one of the most important processes in the operations of the business that significantly impacts other activities of any particular company. This impact can be in the domain of employee productivity, dedication and the quality of work they deliver among others. In accordance with the analysis of the given case, it can be said that the recruitment and selection approach also has a major impact on the aspect of employee turnover. Employee turnover refers to the number of employees which a company fails to retain. Reduction in employee turnover will ultimately result in decrease in operations cost of the business further facilitating it to gain utmost efficacy in this particular domain. Notably, there are many methods through which staffs are recruited and selected in the business. Through recruitment one individual anticipates the potential of the other to be able to deliver the services efficiently. However, minor mistake in this process might surely impact negatively to the long-term association of the employee with the business. When employees are recruited and selected through internal process, they need to be made acquainted with the job process of the company through induction and proper training and development. However, a lack of efficacy in such domain will result in a lack of dedication, productivity and motivation amid the employees which would not only lead to employee dissatisfaction but would also increase the level of turnover (Preston, 2012; Bono & et, al., 2008). Subsequently, recruitment through external process might not bring about the scenario that emerges from internal recruitment, however due to a lack of bonding with the prevailing working process employee turnover at a high rate might arise. Hence, the impact of recruitment and selection on employee turnover is indeed quite apparent. (b) It has been noted from the case that the company named “Ready to Eat” a national chain of takeaway food outlets has been able to reduce its employee turnover by a considerable margin from 130 per cent to 98 percent. This is owing to the aspect that the company has been using an approach where candidates after the final interview are allowed to work for one day in the workplace i.e. termed as a job experience day with the present members before getting the final appointment letter (Torrington & et. al., 2008). With this particular approach, the company has been able to testify the skills and competencies of the candidates in the practical scenario. However, it is believed that this approach of the company has both advantages as well as disadvantages in the long run. Notably, as per the recruitment and selection policies, the company allows candidates to work with the team in the practical field prior to their final selection. This can be considered as advantageous for the business unit as they are been able to analyse the candidate with his/her ability to implement skills and competencies along with intelligence in the practical workplace. Correspondingly, in the commonly practiced approach, candidates are able to work with the company only after their final appointment with it. In such scenario, the company can hardly testify the knowledge of the candidate in the practical arena. Notably, with the approach of allowing the candidate for one day in the workplace with the present team members, the company can also be able to judge the ability of the candidate to work and perform in a team right from the very first day. This is also a long-term advantage for the business. Again, it has also been noted that the one day work of the candidate with the company involves a longer working hour than the normal working hour and it is quite tiring both mentally and physically. In this context too, the company can be able to determine the level up to which the candidate can adapt to work pressure which is further considered to a crucial advantage. There are also certain potential disadvantages of the approach of the company. It has been noted from the case that prior to his final selection, the candidate needs to work in the workplace of the company on one day in which his final appointment is dependent. However, it is apparent that one day of work might not depict the overall potential of a candidate and his selection or de-selection might prove to be disadvantageous in the later scenario. Besides, it is also important to note that since the candidate is new to the workplace and he/she might not be able to acquaint and adapt to the working condition on the very first day which might further impact his/her performance as well as selection. This is also a potential disadvantage of the approach. Moreover, it has also be ascertained that owing to this particular approach the company has the need to train its present employees to deal with the new candidate for one day which further results in increasing the cost of operations and causing a delay or halt in the normal operations of the business which again is a potential disadvantage. (c) From the case study, it is apparent that the team members after working one day with the candidate decide on the skills and competencies of the candidate and vote for his/her final selection. There are certain tools that are usually implemented or utilised in such assessment. A few of the employee assessment tools include 360O feedback, productivity assessment, cost effectiveness, creativity, team work and personality approach among others. With the approach of 360o feedback, the perceptions of the all the members could be gathered which will provide a wider opinion about how effective employees are (Suri & et. al., 2004). Through analyzing the cost effectiveness, the employee and his/her approach towards ensuring profitable result could be ascertained. Subsequently, with the technique of analysing the creativity, the level of intelligence of the employee could be ascertained. Apart from this, analysing the team work will also provide crucial results regarding the ability of the employee to work and sustain within any particular team. These aspects are quite vital in assessing the performance of the employees. These approaches can also be used by the company in case study to assess the candidate that works for the company for one day. For example, through a 360o feedback, the management of the organisation can be able to determine the perception of the other employees in the workplace regarding how the candidate has performed or can perform in the future context. Additionally, with the use of the approach of team work analysis, the ability of the candidate to deliver his/her services in a team could be ascertained. Hence, a better assessment of the candidate can be assured. Part II The TGF discussions in the Book 2 have enhanced my knowledge and intelligence relevant to human resource management in the business domain. The book extensively explored the source of HRM and the ways it is important in the present day context. Again, it has also been learnt from the book that people get motivated towards work owing to certain specific factors comprising feedback and motivational approach of others. In this regard, several theories including that of Douglas McGregor, Abraham Maslow and Victor Vroom have been comprehended extensively in the module. An understanding relevant to psychological contract with the employees has also been comprehended in this book. The book also highlighted a few of the specific factors including personal values, work pressure and employee satisfaction that result in de-motivation of the employees. Additionally, it has also been learnt from the book that it is important to form a satisfying work environment for the employees where they could be able to explore their ideas and ensure the application of their skills and competencies to the fullest extent (Preston, 2012). Hence, it can be concluded that my learning regarding HRM and its practices in the contemporary scenario has certainly enhanced post learning of Book 2 during the TGF discussions. References Bono, S. D. & et, al., 2008. Managing Cultural Diversity. Meyer & Meyer Verlag. Preston, D., 2012. An Introduction to Human Resource Management in Business. The Open University. Suri, G. K. & et. al., 2004. Performance Measurement and Management. Excel Books India. Torrington, D. & et. al., 2008. Human Resource Management. Financial Times Prentice Hall. Read More