Cipd Organization’s Approach to Both Attracting Talent and Recruitment and Selection

In: Business and Management

Submitted By imrulr
Words 834
Pages 4
Activity 1
Introduction
In this report I will discuss factors that affect an organization’s approach to both attracting talent and recruitment and selection. My report will also include some recruitment methods and its advantages.
Benefits to the Organization of attracting and retaining a diverse workforce.
Currently, an increasing number of organizations are attempting to enhance inclusiveness of underrepresented individuals through proactive efforts to manage their diversity. Recruiting is a critical staffing activity for organizations, but its impact on the job seeker is poorly understood. Much remains to be learned about individual differences in reactions to recruitment efforts.
Improve business performance
Research findings from industrial and organizational psychology and other disciplines cast doubt on the simple assertion that a diverse workforce inevitably improves business performance.
Positive company image
Organizations with good reputation hire individuals from a wide range of backgrounds. This provides a great deal of confidence amongst the customers. Organizations often benefits from a diverse work force, such as operational benefit in festive time or just simply ability to speak another language.
Increased productivity
A diverse company can lead to greater productivity. The company will also gain from each employee learning from each other’s experiences and applying this new-found knowledge to their work. Employees from different backgrounds see processes and practices from different perspectives and therefore are able to bring fresh ideas to the table.
Factors affecting Organization’s approach to talent planning
Skill gap
Availability of potential employee with right kind of skills will have an impact on future supply of human resources.
Brand Identity
An organization with positive image will find it easier to attract and retain…...

Similar Documents

Recruitment and Selection at Unilever and Ukzn

...critically analyze the case study provided (Johnson & Johnson vs. Unilever) in comparison to university’s current HR practices. The focus will be on recruitment and selection processes, talent management and diversity management. In the case study between Unilever and Johnson & Johnson, the focus is on recruitment selection of managerial staff and also on development of managerial staff, for UKZN I will focus on general recruitment. RECRUITMENT AND SELECTION Recruitment and selection can be described as a process of identifying and hiring the best candidate who is right suited for the job and its requirements, the organizational environment and its culture. According to Robbins, et al. (2009, p. 450) the most important and critical decision HR personnel has to make is to effectively select the right people by figuring out the right match between individual’s ability, experience, attitude, skills and knowledge and job requirements. This is not always easy and in most cases not achievable as lot of factors like organization’s adherence to recruitment and selection policies, processes used, Government regulations e.g. Employment Equity Act, budget for recruitment and lastly the urgency to fill the position shift the focus of hiring the “best” suited candidates. Recruitment and Selection: Johnson & Johnson & Unilever Both Unilever and J&J specify a certain amount of desired skills that potential new recruits should possesses. They are ranging from effective......

Words: 5391 - Pages: 22

Recruitment and Selection

...International Hotels Graduate Recruitment and Selection Process FAO: The Board of Directors of International Hotels For International Hotels, expansion is the way forward. With the business considering expansion in the UK, I feel as the HR director of the company, that graduate recruitment is a necessity. High quality graduate recruits will assist in supporting the development of International Hotels, with new talent possessing drive, enthusiasm and fresh ideas. With the ever-changing face of the workforce, university graduates acquire many skills, they are enthusiastic learners, and most importantly for International Hotels, they can effectively and efficiently adapt to a new environment. As you, the Board of Directors have decided that the business requires a significant increase in the number of graduates, I am composing this report which I believe will help to further develop the graduate recruitment and selection process of International Hotels. I will also focus on an induction training programme for those applicants successful in their application. The Recruitment Process The Recruitment Process is an essential procedure for any business, according to some; recruitment is ‘the most critical human resource function for organisational survival or success’ (Taylor and Collins, 2000, p.304). Newell and Shackleton (2000, p.113) refer to recruitment as the ‘process of attracting people who might make a contribution to the particular organisation’. International Hotels’......

Words: 1848 - Pages: 8

Recruitment and Selection

...processes for recruitment and selection. Word count (excluding references and front page): 2,995 In 21st Century, tight labour market affects in more complicated and difficult task for organizations which crave to recruit and select talented employees. Fewer qualified applicants, influence in ever greater competition for precocious employees. Deficiency of talented aspirants beg the doom of necessity for successful attract, selection and remaining talented people. Larry Bossidy said that:”If you do not get the right people, you will never fulfil the potential of your business”. Building on that point, future employees are essential to provide the organization with a competitive edge. Bering in mind, that from candidates’ effectiveness depend prosperity of the company, it is essential to recall Jim Collins quotation “People are not your most important asset. The right people are.” Adoption of an effective recruitment and selection process will assure the organization with identification and admittance of ‘right people’. This essay will discuss the aim, most important stages and techniques in recruitment and selection process. It reviews the impact for an organization as a whole and explains importance of effective recruitment and selection process for the business. The particular importance of legal context will be explained and suggestions would be provided. Recruitment process Dowling and Schuler (1990 as cited in Beardwell and Holden 1997) defined recruitment......

Words: 3069 - Pages: 13

Talent

...Resourcing Talent – Talent Planning in an Organisation 1. Four factors that affect an organisations approach to attracting talent are: * Expansion – A company that keeps expanding attracts a lot of new talent who want job security and promotion prospects. * Development opportunities – A company who offer learning and development opportunities will attract a lot of talent who want to learn new skills to better their career. Without training prospects a lot of talent will be lost. * Salary – A company with lower levels of salary wouldn’t attract as much talent as higher levels of pay. Workers want their hard work to reflect in their wages. * Benefits packages – A company with good benefits package also attracts talent. People want to see what the company offers to safeguard and assist their employees. 2. Three organisation benefits of attracting and retaining a diverse workforce are: * A varied array of employees means different levels of skills and knowledge, enabling each sector of an organisation to excel. * A diverse workforce means people possess different attitudes and values whether these values are derived from race, religion or even nationality. When all brought together can benefit the company when dealing with a wide range of people and even internationally. * Creativity and productivity would increase. People with different backgrounds have different ways of thinking. Enabling different views and ideas to emerge. 3....

Words: 1831 - Pages: 8

Factors Effecting Organisations Approach to Attracting Talent

...Resourcing Talent The objective of this report is to identify and assess four factors that affect an organisations approach to both attracting talent and recruitment and selection. I will also be looking at attracting and retaining a diverse workforce and the different methods of recruitment and selection. One of the main factors that influence the organisations approach is cost. The recruitment of a new employee would affect the overall budget of the organisation. Often an organisation will try to share the work between other members of staff before turning to recruiting a new role to keep the costs down. The cost is not just for a new employees wage but for the advertisement and preparation behind the employment, including new computer and the equipment required for the role. The second factor which affects the recruitment process is the time scales involved in the initial advertising and recruitment of new staff. First of all a decision needs to be made by management of the applicant required and the role to be filled. Upon a decision a job description would be written and agreed and the role would then be advertised to the general public. Upon receipt of the application forms the line manager would short-list appropriate candidates and interviews would be organised. After the interviews, letters would be sent to unsuccessful applicants and the appropriate candidate would be informed. The introduction procedure to the office and workstation and the companies......

Words: 303 - Pages: 2

Attracting Talent

...1 Attracting Talent TESTIMONIAL “In the context of the UK’s skills crisis and global business, those organisations that effectively measure and manage their human capital will have a competitive advantage in the marketplace.” Jo Causon Director of Marketing and Corporate Affairs for the Chartered Management Institute In today’s market, there is a shortage of top recruits, and exceptional candidates are highly aware of their marketability. Employers should think hard about the true motivation of candidates for better talent acquisition. Response to employer brand An employer brand includes what current, past or potential workers think about you as an organisation. It’s forged partly by advertising and recruitment web sites, but far more often by experience – what actually happens to a candidate when they apply for a job. The way candidates are treated has a strong impact on their willingness to recommend you as an employer. It also influences the likelihood that they will buy or recommend your products or services. A March 2007 study by Capital Consulting recorded that one in four job seekers say they have been badly treated when applying for a job. This has a knock-on effect. Over half of job seekers will not purchase products and services if they have been badly treated. 55% tell at least three people about their bad experience, putting off the candidate pool. In an age of information overload, having the right knowledge at your fingertips can make the difference......

Words: 1298 - Pages: 6

Recruitment & Selection

...HR planning for future recruitment activities is difficult even in any economic climate. So when businesses are ever changing and the economic climate is challenging, undertaking HR planning for future recruitment activities is very difficult. It can be done however and this paper will explain how. This essay will outline what HR Planning is and how it is related to future recruitment activities as well as outline the benefits of HR planning in an organisation as well as what those difficulties are. I will then go through some strategic human resource management techniques that will help the human resource planning process easier in relation to future recruitment activities. Human resource planning is a constant process, which aims to ensure that organisational objectives are met by obtaining the right employees at the right time. Importantly with appropriate skill sets that help to deliver a competitive advantage in the organisation’s chosen market place (Compton, Morrissey and Nankervis, 2009). HR planning also assists managers in determining how the organisation should plan for its staffing requirements through future recruitment activities, however it is more than that. Charmine, Hartel, and Fujimoto (2010) discuss the human resource-planning framework. This involves a dynamic process that involves continuous environmental scanning, an analysis of organisational objectives as well as strategies and policies to ensure that the company has the right number of employees......

Words: 1655 - Pages: 7

Recruitment and Selection

...2.0 ANALYSIS The analysis section will be divided into two parts, which are the recruitment section and selection section. The analysis is done based on the human resources theories of recruitment and selection, and the theories are supported by the application practices in Deloitte Malaysia. In recruitment section, the theories of employer branding, e-recruitment & social media, university & campus recruitment, and recruitment & executive search firms are applied. As for the selection section, the theories of application form, interview, assessment centers, internships and reference/ background check are applied. 2.1 Recruitment Employer Branding Employer branding is the process of establishing employer identity directed at existing and potential employees, in order to differentiate the firm from its competitors (Sivertzen, Nilsen & Anja 2013). Nowadays, organizations realized that talents are scarce and recruiting the best talents will serve as a competitive advantage over competitors (Love & Singh 2011). Practicing employer branding is a must for organization to establish the favorable and desirable organizational image and identity, in order to attract and hire the best talent (Polyhart 2006; Sivertzen, Nilsen & Anja 2013). According to the Senior Manager of Recruitment, Baboo (2014, pers. comm. 15 May), Deloitte Malaysia had divided the employer branding process into 3 parts, which is attraction, acquisition and integration. In the......

Words: 3511 - Pages: 15

Attracting and Keeping Talent- the Case of Apivita

...TABLE OF CONTENTS 1. Introduction…….…………………………...……....…………….…3 2. Literature Review on Talent Management..……….…..…. 3 Talent Management……………………………………………………..…..….……3 Talent Acquisition……………………………..……………………………………...3 Talent Identification………………………………..……………………………..…4 Talent development……………………………..…………………..……..………..4 Talent Deployment……………………………………………………………...……5 3. The four stages of Talent Management……………………………………………………………6 4. The two dimensions of Talent Management.....................7 Retaining Talent…………………………………..……………..……………………..7 Harnessing the Unmanifest Tal………………………..………………....………8 5. Ways to attract and retain talent……………………..………..9 6. The causes of ineffective Talent Management…………….10 7. The case of Apivita……………………………………………..……..11 8. Conclusion……………………………………………………………….12 9. Reference List…………………………………………………………..13 1. Introduction The aim of this project is to address the concept of talent management. More and more companies tend to rely on talent management and invest human capital and technology in order to success in this process. There are many ways to achieve strategic TM that will be analyzed but also many causes from inefficient TM. Additionally, the case of APIVITA Company will be analyzed, concerning its TM practices. 2. Literature Review on Talent Management Defining talent management, Murthy, as cited by Majeed (2010), clarifies, “TM refers to managing the entire work life of employees......

Words: 3023 - Pages: 13

Recruitment and Selection

...RECRUITMENT & SELECTION: Hiring the right person INTRODUCTION Human resource management is the strategic and consistent approach to the management of an organization is most valued assets that is employee who is responsible to contributes to the achievement of the organization’s goal. At the start of the 21st century, where the identical non – people resources in kind of finance, raw materials, plants, technology, hardware and software are developing significantly to competing with wide range of different industries which is contribute the challenge to human performance. However, most leaders in developed economies are fully aware of the importance of human resource concerns associated with the success of company performance. One of the most important parts of human resource management is Recruitment and Selection which is concerns as the beginning step of the fully process of HRM. There are huge number of different methods of Recruitment and Selection as many organization chosen depend on the nature of job positon which need to be filled in. However, people performance is unstable, which is might be changed by the affect of people emotion so that in order to maintain the consistence of people performance in real world. In this regard, this study is establishing the importance and role of human resource planning as a corporate activity that drives other human resource functions particularly Recruitment and Selection process. This is also disclosing some of problem that......

Words: 2318 - Pages: 10

Dlf Project on Recruitment & Selection

...NEW DELHI SUMMER PROJECT REPORT On THE STUDY OF SELECTION & RECRUITMENT PROCESS IN DLF PROJECTS LTD. & ITS EFFECTIVENESS FOR THE PARTIAL FULFILLMENT OF THE REQUIREMENT OF MASTER OF BUSINESS ADMINISTRATION SUBMITED BY SATYAPRAVA MANTRI M.B.A II SEMESTER 2010-2012 CERTIFICATE Certified that this project report “The study of selection & recruitment process in DLF Projects Ltd. & its effectiveness” is the bonafide work of “Satyaprava Mantri” who carried out the project work under the supervision of Mr.Sanjay Bharatwaj. SIGNATURE Mr.Sanjay Bharatwaj DECLARATION We hereby declare that the following project titled ‘Study of selection & recruitment process in DLF Projects Ltd. & its effectiveness’ is an authentic work done by me. This is to declare that all of the work indulged in the completion of this Project Report such as research, competitor analysis, and data collection is profound and honest. This report is submitted in partial fulfillment of the requirement for the degree of Masters of Business Administration (MBA) in IILM Business School, New Delhi. We have not submitted the project report for any academic purpose elsewhere. Satyaprava Mantri ACKNOWLEDGEMENT I owe a great thanks to many people who helped......

Words: 8806 - Pages: 36

Cipd - 3rto Resourcing Talent

...Date:10/10/2015 To: Maxine Rawlings From: Michaela Sampson Subject: Module: 3RTO Resourcing Talent Overview: The aim of this report is: 1.1 To identify and and explain at least 3 organisation benefits of attracting and retaining a diverse workforce 1.2 To identify and assess at least 4 factors that affect an organisation’s approach to attracting talent 1.3 To describe at least 3 factors that affect organisation’s approach to recruitment and selection Diversity in any organisation includes hiring and promoting a workforce of people with differences. These differences include race, gender, ethnicity, sexual orientation, physical abilities and economic backgrounds. The premise of a diverse workplace is that employees are brought together to create a culture of inclusiveness, where all employees feel valued. It is also vital to recognize that these differences require an individual approach to managing a diverse workforce. This is also supported by CIPD available at: http://www.cipd.co.uk/hr-resources/factsheets/diversity-workplace-overview.aspx (Accessed:19th October 2015) 1.1; Attracting and retaining a diverse workforce has many benefits. According to ACAS available at: http://www.acas.org.uk/index.aspx?articleid=3725 (Accessed:13th October 2015) an organisation with diverse workforce has: * Better understanding of wide range of customers needs with ability to attract a broad client base. It means that social diversity (demographic differences such as......

Words: 664 - Pages: 3

Recruitment and Selection

...Managing Selection and Retention of Employees A Case Study on Länsförsäkringar Bergslagen Sisi Jin 880223 Kazi Sraboni Quader 880705 Supervisor: Magnus Linderström Examiner: Ole Liljefors June 7, 2011 Acknowledgements We, the authors, are grateful to all of those who made this thesis possible. We first appreciate each other for contributing with great efforts to write this thesis and for pushing each other when it was necessary. We especially want to thank our supervisor Magnus Linderström who gave us a lot of feedback and supported us with helpful ideas and relevant materials. We would also like to thank the opposition groups for providing us with their insights. Ann-Christin Palmer deserves a big thank you as she kindly provided us with a lot of information about Länsförsäkringar Bergslagen during the interview, and welcomed us to conduct a follow-up interview. Last but not least, we thank our family and friends for giving us encouragement and support. Sincerely, Kazi Quader and Sisi Jin Abstract Title: Authors: Supervisor: Examiner: Level: Date: Keywords: Managing Selection and Retention of Employees: A Case Study on Länsförsäkringar Bergslagen Kazi Sraboni Quader and Sisi Jin Magnus Linderström Ole Liljefors Bachelor Thesis in Business Administration June 7, 2011 Employee Selection, Employee Retention, Employee Motivation, Human Resource Management, Länsförsäkringar Bergslagen. How can a firm such as Länsförsäkringar Bergslagen utilize selection and......

Words: 18863 - Pages: 76

Recruitment and Selection

...Contents Introduction 4 Fly 540 4 Aldi 4 Internal and external recruitment 5 Benefits to Aldi for Internal Recruitment 5 How Aldi Plc Company will recruit their candidates 6 Benefits to Fly 540 for External Recruitment 6 How Fly 540 Will Recruit Their Candidates 7 Conclusion 7 Introduction 8 Legal and Regulatory Framework in Recruitment and Selection 8 Conclusion 10 Introduction 11 Person specification and purpose 11 Job description and purpose 12 Reasons for Job Application Requirements 13 References 15 Introduction According to Bratton and Gold (2007, p 239) ‘Recruitment is the process of generating a pool of capable people to apply for employment to an organization. Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements.’ Here Bratton and Gold state that recruitment and selection go hand in hand, but they are two separate activities require a separate range of skills and expertise. Here Fly 540 Fly540 is East Africa’s premier low cost airline offering low fares on scheduled flights all year round to destinations within Kenya, South Sudan and Zanzibar. Headquartered in Nairobi and operating from Jomo Kenyatta International and Wilson Airports, Fly540 Kenya flies to Eldoret, Kisumu, Lamu, Lodwar, Malindi, and Mombasa and across the border to Juba and Zanzibar. Aldi......

Words: 2671 - Pages: 11

Recruitment and Selection

...Goa Institute of Management Sanquelim Goa India 403 006 A Project Report on Recruitment & Selection at Bharat IT Services Ltd (Formerly known as SpiceNet Ltd) Under the guidance of Mrs. Payal Verma Head, Human Resources Bharat IT Services, Noida & Prof. Sambandam Faculty, Goa Institute of Management By Siddharth Goyal PGP 2011-13 Roll No. 2011237 Transmittal Memorandum DATE: TO: FROM: June 10th, 2011 Prof. Sambandam Siddharth Goyal, PGP 2011-13 SUBJECT: Understanding the process of selection and recruitment at Bharat IT Services Ltd. This report pertains to the selection and recruitment process at Bharat IT Services Ltd. This report is required to be submitted as per the requirement for partial fulfillment of PGDM course at Goa Institute of Management. The Human Resource Department is responsible for a lot of functions that are crucial for the organization and Recruitment & Selection is one of them. For any organization to succeed it is essential to select the right candidate for the right job. It is said that if right person is selected for the right job half of the work is done. Thus understanding the process of recruitment and selection in depth is essential for all the management students especially for those who aspire to make their career in the field of Human Resources. 2|Page Goa Institute of Management Sanquelim Goa India 403 006 Post Graduate Program Post Graduate Diploma in Management: 2011 – 2013 Term – IV: Summer......

Words: 7523 - Pages: 31

View More | Do you agree with Christian and Utilitarians views on fertility treatment ? | Duel Masters