Brouj in ADNOC - External and Internal Factors - Case Study Example

Running Head: ASSIGNMENT 3 ASSIGNMENT 3 Name Institution Date Activity A 1. A description of at least four external factors that affect an organizations approach to attracting talent. Brouj in ADNOC is a leading company that majors in exploiting gas reserves in Abu Dhabi. As a company, it affected by various factors as far the approach to attracting talent is concerned. The prevailing economic condition is one of the key factors in attracting talents in Brouj. If the general economy is doing well then it means profit is being made by most company and thus higher wages which will attract talents. When the economy is performing poorly then attracting talents will be difficult due to low wages (Deb, 2005). The workforce trend is also an important factor. Currently the there are different generations from the young to the old. Therefore there should be policies to harmonize the workforce. This is important in ensuring the organization does not employ certain groups, an aspect that discourages talents in Brouj in ADNOC. Global expansion is also an important external factor that affects an organization approach to attracting talents. This is because organizations are expanding their market share in areas they had not ventured before and yet they require competent workforce who in this case do not know much about the company (Phillips & Edwards, 2008). Cultural diversity in Abu Dhabi region is also an important factor since the workforce is currently composed of people from diverse cultures. This is important when the company is establishing outlets in different countries or regions. This factor is also a consideration that the organization attracts employees globally. 2. A description of at least three internal factors that affects an organizations approach to recruitment and selection The compny’s recruitment policy is an important internal factor affecting recruitment and selection. It involves the entire procedure to be followed when recruiting and selecting new staff members. The qualifications of the candidates are also found in the policy. These recruitment policies also provide for checks and balances against any irregularities that may occur during the recruitment and selection process (Pynes, 2008). The size of the organization is also an important consideration. If the organization plans to expand its operations, then it will be important to increase the number of staff. The new employees will be needed mostly in the new markets since the existing ones cannot handle all the tasks. Expansion also brings about new challenges and thus need for hiring more professionals. The cost of recruiting and selecting new staff will also be imperative. Most organizations will always strive at making profits with minimal number of staff which is easy to maintain. The amount that the organization will use to maintain the new staff is also a cost factor that needs to be considered. This will be useful in avoiding court cases by the staff due to unpaid salaries and wages. Underpayment may also lead to low morale and eventually migration (Dale, 2004). 3. Identify and explain at least three organizational benefits of benefits of attracting and retaining a diverse workforce. A diverse work force in Brouj in ADNOC comprises of staff from different cultures and societies. This is very beneficial to an organization that is venturing into new markets. I t will be easier to work since its workforce may be comprised of staff from the new region and hence easy working relationship. The existing staff from these new markets will help in communicating with the clients and also form a link with other employees (Rainey, 2009). A workforce that is diverse is good in terms of promoting innovation. This is because the use of modern technology is more common in a particular diverse group and therefore it brings in new ideas and hence innovations at the workplace. In a workforce that comprises members from diverse generations, there are chances that the older generations are not innovative due to lack of knowledge in modern technology. However with the introduction of younger generation there will be a lot of innovation since they are mostly conversant with modern technology. The cost of training of employees will also be greatly reduced. This is because among the members of the diverse workforce, some are already trained in a certain area of specialization. They in turn will train the other members and thus avoid the cost sending employees to training institutions or inviting consultants to train employees. The training cost that would have been incurred will then be used for other purposes or operations (American Management Association, 2009). 4. A short discussion comparing and contrasting the benefits of at least three different recruitment methods and three selection methods. Internal recruitment is one of the methods of recruitment and it involves the member of staff who is already working for the particular organization. The benefit of this type of recruitment is that the employee already knows the operations of the organizations and start working immediately without the need for any introduction or orientation. Selection method on the other hand involves short listing of candidates for the same position in order to get the best candidate for the job. It is advantageous since the best candidate will be selected (Dale, 2004). External recruitment is a recruitment method that involves advertising the vacant position. Any candidate is free to apply whether they work for the organization or not provided they meet the required qualifications. This method is beneficial to the organization because the qualified candidate will bring in new ideas that will improve the operations of the organization. Selection method may include interviewing the candidates directly or through the telephone so as to employ the best candidate from the list of applicants. Although it is time consuming it is a good method of finding the best candidate (Cunningham, Dawes & Bennett, 2004). Use of employment agencies is also a method of recruitment where the employment agency is contracted to look for potential employees. These agencies also have the curriculum vitae of jobseekers and when the companies contact them they provide suitable candidates. This method is expensive since some amount is paid to the agency. The benefits of this method is however its efficiency and speed. A method of selecting also includes tests which are given to potential candidates. Those who pass the test satisfactorily are employed while those who fail are not. The advantage of this method is that the best candidate with good skills is employed. It also saves time that could be used for numerous interviews (Nelson & Campbell, 2007). SECTION B 1. Reasons for recruitment to the post. The organization is rapidly expanding and requires an office manager to assist in the operations of the organization. The increased workload for the administrative staff is urgently requires solutions and an office manager will offer. The office has been operating without an office manager. 2. Job description for the role. Managing small teams. Carrying out administrative roles assigned to him or her. Ensure the office is cleaned and all materials required are available Ensure office equipment is maintained. 3. A person specification for the role Diploma in management from a recognized institution. Five years working experience in office management. Ability to work under pressure. Below 35 years of age. 4. A written advertisement to the recruitment agency. A leading organization in insurance provision seeks to recruit an office manager in one of its branches. Interested candidates can apply within two weeks from the date of advertisement enclosing updated CVs and attach certificates. 5. Selection criteria Work experience 10% Educational qualifications 20% Application presentation 10% Recommendations from previous supervisors 20% Good conduct 10% Additional experience 10% 6. An example of letter to appointee. Following your application and subsequent interviews, we are glad to notify you that you were successful. Report immediately for an appointment Best regards. 7. An example of letter to non appointee Following your application and subsequent interviews, we regret to inform you that you were unsuccessful. Thank you for your time. Best regards. SECTION C 1. Three purposes of an induction and how they benefit individuals and organizations. The employees get to know their working environment well enough and also their terms of employment and legal issues. This is beneficial to the employee since they will waste minimum terms in trying to settle down and hence higher productivity within a short period of time. This will also benefit the organization in terms of proper time utilization. The induction process is an important knowledge management for the organization. This is because it equips the new employee with the knowledge of the company and also makes the employee feels integrated into the team. It is important for the new employee to feel that they are part of the team so that they can work freely. Productivity of the organization is also increased with a reduction in short term turn over by the staff. This is because it will enable the employee to settle within the shortest time possible and start achieving results for the company. Induction also equips the employee with the right attitude and hence boosting the productivity of the staff. 2. An induction plan that identifies areas to be covered, timelines and roles of people involved in the induction. The first step is to identify the objectives of the business and the benefits to be achieved. The most important areas being turn over cost reduction, motivation of the new employee and also the existing staff members, gaining confidence of the new employee, achieving positive feedbacks and helping new employees built internal networks. Another area to be covered is securing commitments from the new employees. This will also benefit the organization since the employee will be confident with the organization and prevent migrations and low morale. The roles and responsibilities of the employees should also be well explained to avoid barriers to productivity in future. The induction process should not be done in a hurry and should be considered a journey towards achieving success. It should be conducted in phases with the first three days conducted by the immediate supervisor concentrating with essential issues and introduction to senior staff members. After three weeks the Human resource manager should carry out a more comprehensive induction process. Finally in the next three months the final induction should be carried out by the senior staff members to review the performance of the new employees. References Deb T. (2005). A Conceptual Approach to Strategic Talent Management. New Delhi: Indus Publishing, 2005 Phillips J. J. & Edwards L. (2008). Managing talent retention: an ROI approach. John Wiley and Sons, 2008 Pynes, J. E. (2008). Human Resources Management for Public and Nonprofit Organizations: A Strategic Approach. London: John Wiley and Sons. Dale M. (2004). Manager's guide to recruitment and selection. Edition 2. NY: Kogan Page Publishers. American Management Association (2009). Compensation and benefits review, Volume 41. Periodicals Division, American Management Association. Nelson D. L. & Campbell J. (2007). Understanding Organizational Behavior. Edition3, Cengage Learning EMEA, Rainey H. G. (2009). Understanding and Managing Public Organizations. Edition 4. John Wiley and Sons. Cunningham, I. Dawes, G. & Bennett B. (2004). The handbook of work based learning. Gower Publishing, Ltd. Read More