A diverse workforce increases innovation and invention in an organization because of the various skills that are complementing each other resulting in sharing of ideas within an organization. Different backgrounds provides an organization with a variety of solutions and ideas which can be utilized in an organization to acquire a competitive advantage (Sheehan, 2014).
Positive organization reputation
An organization can improve its reputation and build a good image in a diverse community by maintaining diverse workforce who can be identified by their communities. Communities will be more willing to buy services and products where they are able to identify their people. As a result, a diverse workforce improves the ability of an organization to understand its customer base (Townley, 2014).
Improved employees integration and retention
An organization can reduce the time taken to integrate new employees into the organization if the organization already has employees that new employees are able to relate with. Employee feel more comfortable and valued when they are able to interact and identify with each other in terms of skills and cultural background.
Describe what HR Planning is (also known as Talent Planning), its benefits and how you think it might assist your company/case study company in future.
Talent planning refers the approach through which an organization is able to attract, nurture, integrate and retain its current employees to meet the future organization human resource needs and the organization production objectives. Talent planning helps an organization to create a talent pool to meet the future organization needs. Talent planning is able to make an organization more competitive and also can help an organization to easily identify future talents for leadership responsibilities (Townley, 2014).
Internal and external factors that affect an organization HR Planning & Factors Affecting Resourcing and Talent Policy
Internal factors that affect an organization HR Planning & Factors Affecting Resourcing and Talent Policy
Business objectives are able to affect the organization talent planning and selection policy because the organization employees should meet the organization business objectives. Aligning an organization talent planning and selection policy ensures that an organization has a talent pool of the required human resource skills.
Organizations have specific culture and routine such as age of retirement and workforce diversity which can affect the background and skills of the employees who will be selected to join the organization as well as the organization hiring intervals (Sheehan, 2014).
An organization structure determines the number of employees in different departments and can affect an organization recruitment and selection policy as well as the future composition of the employees in terms of skills and experience.
External Factors that affect an organization HR Planning & Factors Affecting Resourcing and Talent Policy
Government legislation has the ability to affect the organizations hiring routines by regulating the number of employees that an organization can have in certain departments as well as the level of expertise that is required. Government uses legislation to manage the quality and standards of different industries hence, will have a significant effect on the recruitment traditions of an organization (Koch & McGrath, 1996).
An organization has to operate within the given ethical confines that can affect an organization human resource planning and selection policy. For instance, ethics requires an organization to maintain a gender balance as well as intercultural balance in the organization human resources which will affect the gender and cultural background of the organization employees (Brewster, & Hegewisch, 2017).
The economic environment varies from time to time and can affect the performance of an organization and its ability to meet its financial obligations towards its employees such as salaries and pension. During good economic conditions an organization can hire more employees but when the economy is not doing well the level of resource production reduces due to poor demand which limits an organization hiring processes (Sheehan, 2014).
Task 3 Recruitment and Selection Methods
Benefits of using social media as a recruitment method
Lower cost of recruitment
Social media does not cost organizations to advertise their vacancies which makes it a cost effective approach of advertising for jobs. Social media has a large pool of people who have potential skills that an organization can consider to hire. Using paid advertising the organization would incur more cost to recruit potential employees and will also not have full control of the recruitment process. Through social media, the potential employees are at reach and the organization has the liberty to choose unlike using third party companies which would have incurred the organization more expenses to recruit the same employees (Bamberger et al., 2014).
Shortens the hiring time and helps an organization to show case its culture
Social media employee recruitment is a convenient approach for an organization to hire new human resources because most of the people today are using social media to maintain professional connections with their former colleagues and school mates. Therefore, information regarding a vacancy can go fast using social media compared to other available recruitment approaches. The less time taken to advertise and recruit employees using social media makes it ideal especially when an organization urgently requires certain expertise on its team. Further, an organization is able to showcase its culture through social media vacancy advertisement which creates a desire of potential employees to join the organization (Townley, 2014).
Disadvantages of using social media as a recruitment method
Job information limitation
Social media vacancy advertisements are limited in terms of the number of words the employer can use to advertise a position which makes it more difficult for an organization to fully advertise the position and indicate their requirements. Due to the limited amount of information in the advertisement limits the number of people who will respond to the inquiry which limits the ability of the organization to hire the best talent to the organization (Sheehan, 2014).
Difficulty in contacting potential recruits and protecting the organization image
Social media recruitment is not ideal for recruitment because it hinders the ability of an organization to directly contact potential employees. The organization is only able to contact a few number of the interested recruits which can result to negative response of the angry response and negativity of the rejected potential recruits. Negative comments by the rejected recruits can easily destroy an organization reputation and it would be difficult to reclaim the organization reputation again (Koch & McGrath, 1996).
Alternative recruitment methods
Internal sourcing refers to the selection of possible candidates for an organization vacancy from within the already existing organization employees. For instance, an organization can opt to give the managerial role to an employee who is already working in the organization to capitalize on their experience (Bamberger et al., 2014).
Third party sourcing
Third party sourcing is the use of recruitment agencies to advertise and recruit an organization employees. In this case, the organization does not put up any effort towards the recruitment process and delegates the entire activity to an employee recruitment agency.
Candidate selection methods
Personality profiling involves the assessment of individual personality in relation to the nature of the post that an organization needs to feel. Applicants with behaviors that are more suited for the job are selected. The personality profiling approach is only effective when the characteristics of the undertaking are already known (Koch & McGrath, 1996).
Ability and aptitude tests
Ability tests are used when there are specific requirements to perform a certain role in the organization apart from certification. Ability and aptitude tests assesses the general intelligence, verbal ability, numerical ability and sensory abilities of the candidates depending on the organization specification. Ability and aptitude tests are more ideal for cases where the organization require specific identified skills (Sheehan, 2014).
Interviews are a selection method which are created through the identification of the key requirements of a job. A structured interview is more convenient as an employee selection method because it allows overall vetting of a potential employee against the requirement of an organization. An interview selection method is more ideal when an organization has many applicants for a position and has enough resources to hire a qualified panel to interview the potential candidates (Bamberger et al., 2014).
Task 4 Advertising & Short-listing
Advert for the role of warehouse manager
A warehouse manager provides materials, supplies and equipment that are required in the production process. A warehouse manager receives and directs the warehousing of an organization inventory to ensure that the organization has all the required resources to meet the production demand. Lastly, a warehousing manager has the responsibility of supervising the warehouse and inventory taking employees to ensure high accountability and also coordination between different department heads to release the required resources in time (Bamberger et al., 2014).
Job Duties of a Warehouse Manager
Maintain proper controls of the inventory levels.
Preparing the warehousing department annual budget.
Maintaining hygiene and proper physical condition of the warehouse and the equipment used.
Maintain proper number of a warehouse personnel to meet the organization inventory handling needs.
Controlling inventory and maintaining balance between physical stock and the data storage stock.
Warehouse manager skills and qualifications
Good supervision skills.
Good analytical and budgeting skills.
Proper safety management and standards development.
Efficient surveillance skills.
Good reporting and inventory control skills.
Call to Action
All the potential warehouse managers who meets the above skills set should contact Netporter human resource manager by sending their resume and academic qualifications through @Netporter.Org.
Bamberger, P. A., Biron, M., & Meshoulam, I. (2014). Human resource strategy: Formulation, implementation, and impact. Routledge.
Brewster, C., & Hegewisch, A. (Eds.). (2017). Policy and practice in European human resource management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Koch, M. J., & McGrath, R. G. (1996). Improving labor productivity: Human resource management policies do matter. Strategic management journal, 335-354.
Pournader, M., Tabassi, A. A., & Baloh, P. (2015). A three-step design science approach to develop a novel human resource-planning framework in projects: the cases of construction projects in USA, Europe, and Iran. International journal of project management, 33(2), 419-434.
Sheehan, M. (2014). Human resource management and performance: Evidence from small and medium-sized firms. International Small Business Journal, 32(5), 545-570.
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