Recruitment Strategy and Issues of Attracting Talent in an International Dimension - Assignment Example

Recruitment Strategy and Issues of Attracting Talent in an International Dimension Cadbury started in UK during, is one of the largest chocolate companies in the world. They have a reliable customer support and strong consumer market and have different kinds of products under different brand names. The company operates on a global level with its presence in almost all countries across the world. This company British origin has more than one hundred and thousand employees all over the world. The recruitment and the selection processes in this company are done vigilantly by the human resources department. They owe complete responsibility for applying the company’s tactics with the supervision of the employees. Recruitment and the selection of the employees to the organisation form a main task of resourcing which will help them have necessary manpower needed for the company to do well. The employees with good qualities are signed up by the internal mode or external mode of recruitments. Cadbury has been practicing the system of online tests for the candidates for several years rather than written tests. This will be a primary test for the candidates followed by the interviews. There are online verbal and reasoning tests. These assessments enable the review expert to form rational judgements short list and select the most appropriate candidates. Online tests are easier to manage. On the other hand, the processes of written tests are unmanageable and time consuming. It necessitates the applicants to spend more time on the process of setting selected. Cadbury has relied on the three basic aspects: result, force and pressure. This facilitates them to achieve precise progress in matters connected with the management of human resources. They use the potentials skills of the employees to manage the affairs of the company in such a manner as to enable them to execute their tasks efficiently. They have maintained a well-built resource collection supplying the trained manpower to all Cadbury divisions all over the world. Besides, they use a blend of local recruitment which will gain employees with local industry background and native employees who know their tradition which provides the finest practices in the global world. It is obvious that efficient staffing is very critical to organisational accomplishment. Various assessment methods practiced by Cadbury are significant to organized perfection of staffing efficacy. “These methods (a) permit outcomes of different recruitment processes-attraction, status maintenance, and gaining job acceptance-to be evaluated independently, (b) support concurrent evaluations of attraction outcomes, (c) enable cost-benefit analyses of alternative recruitment processes, (d) allow meaningful comparisons of applicants from different recruitment events, and (e) support more aggressive management of the recruitment function than is otherwise possible.” (Kevin et al 2002). Organisational development directly depends on the growth in workforce statistics, and therefore, staffing and selection have a crucial role tom play in the success of any business organisation. The internal recruitment methods in Cadbury support employee satisfaction besides being cost effective. It involves recruiting new talented employees from within the current staffs. This kind of promotion system needs less training and shifting and this internal recruitment can be done from the current employees through career programmes, retired staffs, or dependents of late, or disabled staffs. However, this system has a limitation as it will not restrict the verity of choice. Sometimes the employees are promoted before they become fully conversant with the previous job position. This type of recruiting also reduces the flexibility of Cadbury. External mode of recruitment is another method of bringing skilled candidates to Cadbury. This enables them to identify new talented employees and apply novel approaches to the workforce. The process can be done through advertising in online media and newspapers, job fairs, employee referrals, job canters, word-of-mouth, contract staffing etc. Cadbury selects the suitable candidates also through job agencies as they will find the apt candidate. Cadbury job sites also provide enough information for particular vacancies and it will be best helpful for the aspirant to apply. These recruitment processes also ail from certain disadvantages. Some of the applicants will impress the interview board with their interactions, but will not be able to handle the jobs given. As Cadbury is a very popular company and if there is job postings in the newspaper or internet, a large member of candidates will apply and influx of resumes will lengthen the short-listing of the candidates. The screening of candidates itself will produce an obstruction to the selection. This time consuming approach makes the recruitment process to stretch over long period of time. There are some concerns while trying to attract suitable candidates in an international context. Therefore, an effective recruiting method needs to be organized in each division of Cadbury. They have to furnish the specific details of the specific job in the job sites which will attract proper candidates. They should encourage the applicants to join the Cadbury through the website of the company, presenting all criteria relating to the job. The advertisements through newspapers should build an interest to the particular job vacancy and thus encourage all Candidates to check the sit and send their resumes, bescides informing their friends and acquaintance of the same. Appraisal of the design of selection tools and selection criteria to support international selection: Cadbury, the British confectionary company, is identified as Cadbury Schweppes PLC, based in Bourneville town of Birmingham. Their main products of chocolate brands are Dairy Milk, Flake, Picnic, Chomp, Caramel, and Boost. Fudge and Wispa. They also manufacture boxed chocolate brands like Cadbury Heroes and Milk Tray. They also have products like Maynard and Halls, and they are related with quite a lot of confectionery including previous Trebor and Bassett’s products for instance Flumps, Dolly Mix, Black Jack Chews, Liquorice Allsorts, Mints, Soft mints Trident gum. The strategic importance of personnel management at Cadbury is high for the reason that of it is a leader in a very competitive industry. In order to run any industry, one needs four Ms that is: man, machine, material and money. Controlling other resources, except excluding men, are easy to handle. Men are not easy to handle for the reason that no two persons are a like. Human beings are able to feel, think and give response. Managing people is more important for any business organisation. Human Resource Management (HRM) is the process of practises and policies structured for the management of people in an organisation including selection, recruiting, screening, rewarding and appraisal. Performance appraisal in Cadbury is a periodic and orderly evaluation of the employees and the success they achieve carrying out their jobs. It is a systematic attempt of management and has a direct connection with the selection, induction, training etc of the workers. It recognises that employers require training and gives data to determine promotions, transfers and so on. “The focus of the performance appraisal is measuring and improving the actual performance of the employee and also the future potential of the employee. Its aim is to measure what an employee does.” (Performance appraisal, 2007). The Selection process of Cadbury is always designed to identify the person best suited for appointment for specific jobs. “It is a procedure of matching organisational requirements with the skills and qualifications of people.” (Employee selection process, 2009). The selection procedure divides the candidates into two groups that are persons who will not be employment and persons who will be. This process is called rejection because it involves weeding out inappropriate applicants. Therefore, this part of the selection process known as a negative process in contrast to the positive nature of recruitment. Steps in selection procedure: Following are the steps of selection procedure: Application blank: “The candidates who clear the preliminary interview are required to fill application blank.” (Employee selection process, 2009). It is a generally traditional tool for getting information from a probable candidate. Initial interview of the candidate: This is supposed to consider the personality of the candidate and to set up friendly relationship between the candidate and the company. It helps them gain more information about the probable employee. It also assists them to interact with the candidate and moderating his communication abilities, his effortlessness of handling stress etc. Employment tests: If the tests are correctly performed, they can cut the selection cost by reducing the large number of candidates to controllable levels. The different types of tests are aptitude test, interest test, intelligence test, performance test, personality test. “Separate tests are conducted for various types of jobs.” (Selection process-choosing the right candidate, 2009). Interviews: The interview process consists of dealings between the interviewer and interviewee. If handled properly, it can be a powerful technique in achieving correct information and getting access to material otherwise unavailable. If the interview is not handled carefully, it can be biased, restricting or distorting the flow of communication. “Interviews are probably the technique used most widely in collecting data for job analysis.” (Ivancevich 2008, p.156). Checking reference: The point of reference offered by the applicant has to be checked. It helps to find out from the past files of the candidate. The main complexity is ascertaining the correct information given. Physical examination: The next step of selection is getting the applicant physically examined. In this stage, the company makes sure that the candidate possesses sound health and does not suffer from any serious ailments. It is part of the selection procedure for all candidates in a lot of organisations. Final interview and induction: After the applicant is selected, the management will have to explain the job to that person. He has to be told as to what his duties are, what is necessary of him and what his future prospects in the organisation. In general, this information is specified to the applicant at the time of final interview. This is the way how the candidate is inducted into the job. Proper implementations of these selection processes are positively supporting the attainment of objectives of Cadbury Company. The whole processes are being implemented in this company which helps them to achieve best outcomes at all levels. Critical analysis of the role recruitment and selection play in supporting employee retention and the goals of organisation: Cadbury is an UK based confectionary company with a global presence and it is one of the world's largest confectionaries. Some of the products of Cadbury include milk chocolates, Dairy Milk, Bourneville, Picnic, Curly Wurly, Crunchie, Brunch bar, etc. Dairy Milk is one of the prized brand name and Cadbury's foremost chocolate bar in terms of profits. The company focuses on quality, and makes sure customers get the worth for the cash they pay. They also give significance to superior promotion. These three things are important in Cadbury's launch of the new product. The retention policy of the Cadbury is mainly to motivate the workers. Proper recruitment and selection procedure for appointing the adequate candidates helps to motivate workers certain extent. “The recession is a time of mounting unemployment, mourning workers, costly training and low profits—a time when employee retention is of critical importance.” (Sood 2009). Strategic objectives of the Cadbury are to attain the organisations long-term goal. In order to attain these goals it is necessary to prepare operation objectives. So it is very much significant to select the appropriate candidates for the proper functioning of its divisions. Recruitment is the procedure of discovering and attracting competent candidates for employment. In small business establishment managers turn out to be engaged in recruiting practice but in big business establishment specialized recruiters are employed to locate and attract competent candidates. Employee’s retention rate is one of the most important factors that will help the organisation to achieve the organisations long term goal. Cadbury in UK develops various retention policies to support the retention rate. The retention rate of Cadbury is more than 70% yearly from the total workers. Recruiting candidates who do not match the needs of for the company can lead to enlarged turnover of the labour, enlarged expenses for the company, and lessening of morale in the existing labour force. Such people are expected to be dissatisfied, unlikely to provide their most excellent out puts and finish up departing voluntarily or involuntarily when their inappropriateness turns out to be apparent. They will not provide the flexibility and obligation that various companies look for. Recruitment and Selection engages significant position in the growth of a company. This is one of the important human resource apparatus, which is developing at the fast rate. “Employees resign for many different reasons. Sometimes it is the attraction of a new job or the prospect of a period outside the workforce which 'pulls' them. On other occasions they are 'pushed' (due to dissatisfaction in their present jobs) to seek alternative employment. It can also be as a result of both ‘pull’ and ‘push’ factors.” (Employee turnover and retention, 2010). Nowadays, there is an urgent requirement of competent and knowledgeable people and white collar wages are rising. Each day one Multi National Company is adding attendance in the marketplace and the pool of knowledgeable experts are shrinking. Abrasion rate is rather high ranging from 20-60%. Human Resources experts are struggling to set for good workers in spite of competition. “Organisation is a social unit that is composed of number of people and function through people only. All the resources such as men, money, materials and machinery are collected, co-ordinate and fictionalized by the people. Without human efforts, no organisation can achieve its goals. Therefore, this resource is called human resource, which is the most significant resource of any organisation.” (Mohanty & Manjari 2010). The success of the every company depends on it Human Resources. So, proper recruitment and selection of the candidates must be adequate to attain the organisation’s goal. HR organisation of the Cadbury in UK as well as in the other locations of global presence is concerned by way of the acquirement, retention, consumption, recompense and labour wellbeing of human resources. Also, Human Resource administration in the Cadbury plays an extremely significant function in fostering novelty inside the company and forming a culture of modernization. It scrutinizes the different Human Resource procedures that are concerned by way of attracting, overseeing, motivating and building up workers for the advantages of the company. All most all the successfully running organisations are positioned in the market by way of organizing their activities more strategically. “Employee passion is a highly subjective state of mind, and each individual employee goes through his or her own unique internal appraisal to determine whether a specific work environment is safe, welcoming and energizing or unsafe and demotivating.” (Employee work passion: A new look at engagement, 2010). Cadbury is the one of the leading companies. In order to compete with any of the other leading companies, they must act as more strategically to attain the long term goal as well as to achieve employee’s retention. Recruitment and selection is not merely on the subject of selecting the most appropriate applicant. The staffing and selection experience also needs to focus on the probability that an applicant will accept an employment offer and on their obligation, remaining with the company for a long term. Entrusting time and assets to build up a wide-ranging recruitment policy is a worthwhile exercise. Retention policy in the Cadbury provides various advantages and disadvantages to the organisation. Advantages- Retention policy in the Cadbury UK helps to withholding the employees in the organisation. So it will help the organisation to achieve the long term goal and most fruitful result. “Labour turnover fluctuates with the economic cycle so that during a recession, labour turnover often falls. One advantage of this, a reduction in recruitment costs, can obscur underlying problems such as the retention of dissatisfied staff who would like to move on or the inability of the organisation to bring in fresh blood. In a time of low turnover, therefore, it is important to manage the symptoms of turnover, even if they do not result in turnover itself.” (Managing staff turnover and retention, 2001). It will also guides to: * More successful staffing * A decline in costs * Better employee’s self-confidence * An enhanced information of the labour marketplace as a total * More positive growth of the organisation’s awareness base. Disadvantage: Retention policy also leads various disadvantages too. Wrong employee’s retention in the organisation leads to negative effect. Such employees are not in a position to provide good result to the organisation. Another disadvantage is that employee’s retention in the organisation leads lack of entry of the new employees in the organisation. Recruitment is more expected to be flourishing when it is based on complete and accurate job explanation; recruiters are well-known by way of the necessities of the location; and sensible employment previews are offered. It is also significant to guarantee that selection methods for screening candidates are also strongly connected by way of a precise job explanation. Proper recruitment and selection of the appropriate candidates must be necessary to build up the most efficient Human Resource to attain the organisational goal of the Cadbury and also to support the employee’s retention in the same organisation. Evaluation of the way in which the hard and soft approaches to HRM will changes the recruitment and sectional strategy of the organisation: Evaluation of the way in which the hard and soft approaches to HRM will changes the recruitment and sectional strategy of the organisation: There are various hard and soft approaches used by different international organisations to fit their human resource strategies. These include recruitment and selection, training and development, compensation and benefits, worker relations, and overall HR management. The soft HR approaches are mainly the internal customer satisfaction. Recruitment and selection involves the HR practices that find the average period to fill the post and the number of permanent posts and the ratio filled through promotion, or cross movement. Training and development will show the number of workers for the training and its total costs or the job expenses. HR strategies include the hard approach like compensation and benefits which will be discussing the total payments and profits and also the basic salary for each employee. It will enlighten the number of salary grades in that company. Employee relations will be with the number of acknowledgments or total employees per year and normal period of employee there and the rate of bunking off. The overall human resource management shows the total profits per worker, employee costs, age distribution, and proportion of part-time employees to total number of employees. The soft approach as in-house consumer fulfilment will be the strategies like whole proceeds per worker, worker focus group, line administration survey of HR practices, etc. “Frequently organisation initiatives initially appear soft, however, when they are examined closely they are hard, with practices of empowerment, involvement, communication and training generally restricted to the improvement of bottom-line performance.” (Gill 1999, p.3). Cadbury is using the hard approaches in their HR functions. They are using the HR strategies which will work with the total headcount and their profits. Staffing and employee selection structure are the foremost component of a company overall Human Resource policies, which recognise and protected workers required for the company to stay legal and succeed in the small to medium- period. Recruitment actions need to be reactive to the ever-increasingly aggressive marketplace enables the selection and retention of competent workers at every stage. To be efficient, these schemes require to incorporate how and when to live the most excellent workers, internally or by way of external recruitment. Common to the achievement of either are; precise managerial arrangements by way of sound job plan, healthy job and individual requirement and most adaptable selection procedures, remuneration, employment relationships and HR rules, underpinned by an obligation for well-built company branding and worker commitment and on boarding policies. “HRM involves a wide range of activities and issues, with responsibility for their enactment lying with different people. As stated, some organisations will have a dedicated HRM function, which will work in conjunction with departmental and functional heads as well as with line managers. Where this function exists, HR often has responsibility for developing HRM policies and procedures, but the responsibility for enacting them often lies with others.” (Gilmore n.d, p.4). Enhanced use of human resources through the implementation of HRM system and putting into practice was seen as the key to attain this objective. Although HRM has much in common with conventional personnel management, is an effort to overcome some of the obvious insufficiency of personnel management as classically practiced in the past. This is mainly true of the strategic approach tool by HRM. “Human resource policies and job descriptions are important to implement consistent human resource policies, procedures and solutions.” (Sample human resource policies & job description, 2010). The analysis of performance obligation is a serious task for prepared HRM. Performance needs can be at the firm, group, or individual level and in terms of end result or process criteria. “HRM involves various issues right from selection-placement to performance appraisal, salary-career management, and training, etc. of employees in organisations.” (Varman 2008). Early move toward the analysis of individual performance necessities often pay attention on personality but this is now being replaced by a behaviour- focused approach. “To make certain that the business is run successfully; careful consideration needs to be taken in place when employing the right people for the right job, and that they’re enjoying what they’re doing. Human resource planning is defined as the process of determining the human resource requirements of an organisation and how to provide for these requirements.” (Jones 2010). Recruitment is the process to find out the apt employ to a particular place to complete the goal of an organisation. All organisations have to execute a variety of tasks in order to accomplish their goal. To attain those objectives the organisation needs to recruit and select the employees with varied skill sets. “There are five basic techniques that can be adopted to gather job analysis data: interviews, direct observation, questionnaires, participant logs and the US civil service procedure.” (Recruitment and selection, 2007). Rules and regulations that deal with these human features of organisation are known as personal policies. Development in output in manufacturing organisations and competence requires personnel policies based on latest values and method of HRM. Without the support of the four M’s as men, machines, material and money, the organisation can not achieve their goals. Recruitment and selection are the two important aspects of its overall manpower planning of an organisation. Generally, manpower planning is the process by which an organisation ensures that it has the right number of people with right skill sets, at the right time to execute the relevant tasks in the organisation. The objectives of manpower preparation are to ensure proper development of human resources in to the present working and to provide for future manpower needs of the organisation in terms of skills, number and ages. The growth of an organisation and its ability to respond positively to new chances depends on it having knowledgeable employees in current jobs, and their range of skills and abilities. Thus, HRM is one of the main resources that need to be processed in well-organized manner. A small number of deprived staffing decisions can have a important effect upon the goals of the organisation, hence the recruitment and selection process in the HRM should be resourceful. Reference List Employee selection process, 2009. [Online] Management Study Guide.Com. 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