Factors Affecting Approach of an Organization to Attract Talent - Coursework Example

Institution : xxxxxxxxxxx Title : xxxxxxxxxxx Tutor : xxxxxxxxxxx Course : xxxxxxxxxxx @2013 Activity A Introduction In the current labour market, many organizations are facing challenges on matters relating to attracting and retaining a diverse and talented workforce. The organizations are also facing challenges on matters relating to recruitment and selection of employees. Factors affecting approach of an organization to attract talent There are several factors that affect an organization’s approach to attract talent. These factors can be grouped as external and internal factors. The external factors that affect organization’s approach to attract talent include the kind of competition for human resources, legal factors and social-culture factors. Stiff competition in the labour market poses a challenge for organizations to attract talent. In many organizations around the world, there is stiff competition in hiring managerial talents that are either fresh or experienced. Many organizations are also making big changes so as to maintain their good workers. They provide their employees with good working condition and salaries. Legal factors, as another external factor, also pose a challenge for organizations to attract talent. It is believed that several legal provisions such as Child Labour Act 1986, Employment Exchange Act 1959 and Mines Act 1986 provide constraint to free recruitment, thus affecting the organization’s policies of attracting talent. Lastly, as an external factor, social-culture factors do also pose a challenge for organizations to attract talent. It is believed that social-culture factors dictate the type of jobs to be given to a particular group of persons. In some cultures for instance, women are usually prevented from being employed in areas that involve physical exertion. The internal factors that affect an organization’s approach to attract talent include the organization’s size, business plan and image. The approach used by an organization to attract talent will vary with its size. It is believed that small organizations cannot have similar staffing practices as those in the big organizations. This therefore, normally makes it hard for small organizations to attract staffs that are highly talented. The business plan of the organization directly impacts the staffing operation. This is because it normally determines the kind of person to be employed in future. Lastly, as an internal factor, organizational image impacts organization’s approach to attract talent. It is believed that the image of an organization greatly rely on staff facilities, such as training and development promotional policies, compensation incentives and working conditions. If these factors are good then more talented candidates will be attracted to the organization. Organizational benefits of attracting and retaining a diverse workforce Attracting and retaining diverse workforce is beneficial to an organization in several ways. According to Quick and Nelson (2010), organizations can obtain five essential benefits through attracting and retaining diverse workforce. One of the benefits that the organization can gain from diverse workforce is attracting and maintaining the best available talent. Attracting and retaining the best available talent is beneficial to the organization since it enhances production. It also adds a competitive advantage to the organization. Another benefit that the organization will gain from attracting and retaining diverse workforce is enhanced creativity and problem solving. It is believed that several solutions will be raised if different diverse minds work together. This is due to the fact that with diversity, individuals will come with their way of operating, thinking, solving problems and making of decisions. Attracting and retaining diverse workforce also assists an organization in improving its marketing plans through drawing on employee’s insights from several cultural backgrounds. The fourth benefit is that diversity improves the flexibility of the organization. With diversity, organizations can challenge old assertions and become highly adaptable. Lastly, attracting and retaining diverse workforce assists organizations to be more innovative and creative (Quick & Nelson, 2010). Factors affecting organization’s approach to recruitment and selection One of the factors affecting organization’s approach to recruitment and selection is level and type of the job. According to Catano, (2009), Job type and level can influence the recruiting method of the firm. Individuals can be recruited in certain way simply because it is a norm to employ such method for that type of job. Also, different method of recruitment and selection can be employed in relation to job level. For instance, several executive job-positions are never advertised; instead, organizations do always make use of consulting firms to recruit. The labor market is another factor that affects organizational approach to recruitment and selection. It is believed that labour markets do always impose various constraints. It normally determines how organizations will have to search and fill the vacant position with a qualified person. The legal environment is another factor that affects organization’s approach to recruitment and selection. Organizations have to employ recruitment and selection method that complies with the legal requirements of a given society or country (Catano, 2009). Benefits of recruitment and selection methods Benefits of recruitment methods As a recruitment method, referral from existing staffs is a low cost and very effective method (Compton, et al 2009). Internet recruitment on the other hand attracts a large pool of applications from which a candidate that best suits the job can be selected. It also enhances the speed of hiring (Lange, 2011). Campus recruitment is another method of recruitment that is most effective in searching for new talent. Benefits of selection method An interview is a selection method that places the job applicant face to face with the employer. It normally provides an employer a chance of viewing how the candidate behaves under pressure. It assists in selecting candidates who best suits the job. Assessing an applicant work experience is an essential selection method. This is because it assists the employer to employ individuals who are familiar with the type of work being offered. As a selection technique, gut feeling or instinct is advantageous since it provides employer with a chance of responding to cues that may fail to register via the common five senses (Gartenstein, 2013). Purposes of induction One of the purposes of induction is to familiarize the new recruit with the organization. With induction, new recruit are able to understand the culture, required practices and performance standards of the firm. Another purpose of induction is to enable the new employee to grow in the organization, thus motivating him or her. This is usually attained through induction training. With induction, a new recruit will be able to know essential business procedures, rights of employees and physical work environment. The third purpose of induction is to make a new recruit culturally fit within the organization (Goyal 2007). An effective induction assist new entrant feels secure and comfortable within the new environment. Induction also gives the new recruit a chance to engrain the new values, morals and style of operating. Induction plan Week One Stage 1 Orientation Monday Tuesday Wednesday Thursday Person in Charge Showing the staff Around the stores Meeting the key employees Introducing the staff to the rules of the company Going through the roles and responsibilities of the manager HR Manager Stage 2 The Structure and nature of the business Functions of key people in the business Functions of the employees How to undertake Activities and operations of the stores Supervisor Section B Portfolio and Interview Observation Job Title: Office Manager Job Description The office manager will be in charge of ensuring the smooth running of the store. In addition, he/she will be in charge of staffing and training duties. This will be undertaken by: 1. Planning and coordinating activities in the store 2. Identifying the staffing needs of the store and how they can be met 3. Identifying employees who are in need of training and organizing training programs for the employees Reporting directly to the Human Resource Manager, the manager will also be in charge of contributing to the realization of the strategic objectives of the business. Personal specification Required attributes, skills and competencies Excellent communication skills both written and verbal Commitment to the mission of the organization Ability to manager people Committed to getting tasks done and collaborates with employees and other mangers effectively Ability to evaluate issue using various view points Effective problem solving and critical thinking Good organizing and planning skills Ability to demonstrate vision and leadership in managing teams and major projects undertaken by the organization. Advertisement for the Position Job Title: Manager Reference number: B456 Closing date: 5/6/2013 Winsor Retail Group is a leading retail group that provides excellent career opportunities. The company requires a manager to assist in management functions such as ensuring the smooth running of the store and managing employee staffing and training. Requirements for the Job: A good manager of people and teams , excellent communication skills, good organizing and planning skills, effective problem solving and critical thinking, ability to demonstrate vision and leadership in managing teams and major projects undertaken by the organization, integrity, positive attitude and excellent judgment. Necessary qualifications: At least 4 years of experience in management Solid work experience and background in Human Resource Management Educational Qualifications A degree in business management The manager will be required to work for 3 days per week. Applicants are to submit their application to the following address ------ Selection Criteria In order to come up with an effective selection criterion, a selection grid has to be drawn (Trevor et, al,2009). Below is the selection criterion for the three shortlisted candidates; Selection Criteria Predictors Educational qualifications Interviews Computer based test Application Referees reports Communication skills Good organizing and planning skills People management skills Problem solving Planning and coordination Computer skills Grid Y-Pass X-Fail Interview for an applicant The interview for one of the applicants will consist of the following steps: 1. Opening the Interview Greeting the applicant in order to ascertain that they are comfortable and relaxed Explaining the overall process to be used in the interview 2. Initial stages Asking the candidate whether he/she is familiar with the position description and whether they have any questions about the position. Asking the candidate background questions, such as their previous working experience 3. Body of the Interview Asking main questions: Leadership & Management • What knowledge do you have in managing and running of a store? • What knowledge do you have in managing complex activities? Staff management and training • What approaches can you use in order to motivate employees? Provide a recent example? What were the outcomes? • Have you experienced any challenging staffing problem? If so, what was the challenge, how did you resolve the problem? What approaches would you use to train the staff? 1. Follow Up Verify if the candidate came along with the required documents for instance their certificates confirm the availability and the content of referees 2. Interview Close The decision of whether the candidate has qualified for the position will be grounded on the score that the candidate attains based on the section criteria. Records to be retained The records to be retained include photocopies of the candidate’s educational qualifications and the medical forms. The legal requirements to be retained includes; A clearance from the Criminal Records Bureau. This particular document will ascertain that the candidate does not have a criminal record and that he/she can be trusted. Letter to an appointee Winsor Retail Group To: James Smith 59 Featherstone Street London EK1Y 5SY Dear: James Smith Employment offer The Winsor Retail Group has appointed you for the position of store manager, after you successfully passed our interview. The terms of the employment have been attached on the draft section. In case of any arising issue you are entitled to discus with us. If you are happy with the terms provided and are ready to take the job offer, you can sign terms and conditions below this letter. I look forward to your contribution to the company. Yours sincerely David Winston Hr Manager Winsor Retail Group I, (name of the applicant), consent that I have read the employment terms outlined in this letter, I confirm that I fully understand them and their repercussions and I consent with the employment offer . ……………………………… (Name ) Date Letter to a non-appointee To: Mathew Johnson 34 Oxford Road Aylesbury Dear: Mathew Johnson The Winsor Retail Group has declined your application for the position of store manager. This is because the outcome of the interview was not very success. Thus, the company had to select another candidate. Nevertheless, in case of any other future opportunities your application is most welcomed. Yours sincerely, David Winston Hr Manager Winsor Retail Group Conclusion From the presentation, it is clear organization’s approach to attract talent can be affected by external and internal factors. Also, the benefits organizations can gain from diverse workforce include attracting and maintaining the best available talent, enhanced creativity and problem solving and improved innovative and creativity. Job level, legal environment and the labour market affects organization’s recruitment and selection approach. References Quick, C. J. & Nelson, L. D 2010, Organizational Behavior: Science, the Real World and You. Cengage Learning, 2010 Catano, M. V 2009, Recruitment and Selection in Canada: Nelson series in human resources management. Cengage Learning Lange, A 2011, Recruitment practices and success for small and medium sized enterprises: Volume 118 of Aus der Reihe: e-fellows.net stipendiaten-wissen. GRIN Verlag Compton, et al 2009, Morrissey Effective Recruitment and Selection Practices. CCH Australia Limited Gartenstein, D 2013, Advantages & Disadvantages of Employee Selection Techniques. < http://www.ehow.com/info_7894739_advantages-disadvantages-employee-selection-techniques.html> Goyal, A 2007, Purpose of Induction. < http://ezinearticles.com/?Purpose-of-Induction&id=428544> Trevor, L, Ristow, A and Pearse,L , 2009, Human Resource Management,The Entrepreneurship Series. Juta and Company Ltd. Read More