BBS49A Research Proposal-Human Resource Management

The following paper concentrates on preparing a literature review and describing the research methods for the selected topic of Human Resource Management. Though, the human resource management is one of the most important aspects in the business organizations, there are some specific topics to focus on. The HRM managers have to play different roles at different times so that their efforts can prove to be positive for the organizations. There are so many reasons that the HRM department should be very effective and sincere. In this case, the literature review has to concentrate on one specific topic i.e. recruitment and selection in the organizations.

There is no doubt that this is one of the key job roles for the human resource management professionals. Every organization wants best employees to join them and contribute in the growth of the company. There are several issues that the human resource managers have to deal with regarding to selecting the best suitable employees for the organization. The interview process and the likes and dislikes of the job seekers have to be understood by the HRM professionals properly. The aim of this paper is to focus on the aspects of hiring the employees by selecting them by proper methods and processes.

The research methods regarding this have to be analyzed in this section after the literature review. In the literature review section, the hiring and selection process and the related things of the chosen organization ABC organization have to be explained so that the readers can get a better idea of the recruitment processes. It is, therefore, very important to have an idea about how the chosen deal with the recruitment of the new employees and the training procedures that are provided to the newly selected employees. The feedback of the employees is a very important question in this context.

In this part of the research on the employee recruitment and selection process in the business organizations has to be assessed. The Orica Company is a leading public company that works within the mining industry. It is, therefore, very important to recruit people with proper technical knowledge and good command over the role they have to perform if they are selected.

Current recruitment and selection method

The current recruitment method that is followed by the ABC Company is that the interested candidates can put up their resumes on the top recruiter websites with their full educational qualification (Nikolaou 2015). The recruiters can check their profiles and then shortlist them. These shortlisted candidates can be called up for an interview at the office premises of the company. The candidates then appear at the office premises and the human Resource managers will take their interview and ask them some relevant questions about the post he had applied for (Hendry 2012).

There are several posts in the company like the Project Manager, Facility Manager, Technical Support Analyst, Customer Service Provider, Associate Engineer, Customer Care Consultant, Team Leader and others. These different posts need different qualifications and degrees. The HRM professionals enquire about from which university they attained their degrees and the year of their passing. This reflects in the fulfilling the criteria of eligibility and how the candidates can be compatible to the organizational objectives of ORICA Company (Nikolaou 2015). This view can be countered by the fact that it is not possible for ORICA Company to hire the best talents in to their organization. It is because same level of talent is not always available. The kind of people ORICA Company hire sometimes may have some lack of knowledge in the perspective fields. This would affect in their performance. In this part, the importance of training comes into question. The candidates have to be trained properly if the organization has gain the proper success.  

The candidates are asked some questions if they are a fresher or an experienced candidate. The designations are designed according to that only. The HR department targets the people who are well educated and who have high qualifications and some past experience in the relevant work (Dessler and Teicher 2004). Around five people on average per day are scheduled for the interview. The HR managers interview them one by one according to their backgrounds and applied posts. The candidates will be assessed according to their answers and this will be their measure stick for getting hired. The HRM professionals do their part and then leave the rest of the recruitment procedure on the Operations department (Zurich 2017).

The HR managers ask them about any problems or difficulties that they may have faced in their previous workplace, the reason why they want to join the ABC Company, about the multicultural environment in the workplace and if he will be able to adapt in that multicultural environment. They also asked him why they chose the ORICA Company as their desired workplace and in which ways they could contribute the organizational growth of the company (Dessler and Teicher 2004). After these questions and the satisfying answers from the candidates, they are selected and they are given offer letters. After the selection process, the hired employees are sent for their training period for a month. The training period ends and the successfully trained candidates are posted in their assigned designations.

Some theoretical aspects of employee recruitment are:-

Recruitment

A proper advertisement should be given in the various mediums so that it can reach the candidates. This advertisement should be put in the social media, news channels and the newspapers. The advertisements should include the job description with accuracy and proper details (Dessler and Teicher 2004).This kind of method to recruit the new employees will help from two aspects. The first one is there will be more chances of getting more highly qualified candidates and secondly, it helps to avoid the future legal problems. The ORICA Company then gives the detailed job descriptions on their websites. It has been often seen that the recruiters who are given the responsibility to recruit the job seekers, are not updated with the recent changes in the business environment. They are not well prepared with the new things that have arrived in the scenes lately. This will prevent them from asking the most recent topics according to their backgrounds. Thus the persons recruited will not be tested properly.

Selecting

The selection process of the ORICA Company starts by preparing some exclusive attributes for selecting their employees. The HR manager should divide all the resumes and the applications into three sections (Newell and Scarbrough 2002). The three sections should be noted as X, Y and Z. There should be one point given for each of the attributes (Roberts 2005). The three sections should be based on the scores by that person. In this scenario, the candidates should also be asked how they should be able to manage their work with people who belong to a different culture and society. The HR managers should be able to comprehend how these people can contribute for ABC Company, ignoring the fact how they had performed for their previous companies (Roberts 2005). The selection process of the employees is sometimes biased. This biasness works as a barrier in selecting the best competent candidates for the job. The factor of someone very powerful recommending his known ones for the job deprives a talented and needy candidate. Thus, it is indeed very important to give the chance the person who deserves it most.

Hiring

The HR managers are very cautious when hiring the employees to the organization. They talk about various things like the facilities and benefits, payments and the various associated things. The company offers them a very attractive benefits package that includes special vacation time for the employees, personal time off, health insurance, voluntary benefits and other important things (Roberts 2005). The company maintains the working ethics with the employees whether they are new or old. They do not indulge in any sort of salary negotiation process.

They ask the employees about their salary requirements as per their job are worth. The candidates might have improved their job skills, gathered more experience in that sector. So, the ORICA company does not hesitate to pay them what they deserve (Roberts 2005). The recruiting authority should not hire anyone by just judging their educational qualifications and talent. It is advisable that they should check and verify their family background and also try to know if there are any criminal cases are against their names. This will help in the organization’s safety in a large way.  

Retaining

 The HR professionals should ensure the fact that good communication is maintained thoroughly with the new hired employees (Aguenza and Som 2012). This fact is fueled by giving them options for feedback about how they are feeling to work for the company. HR department should collect qualitative data about their behavior and quantitative data from their department about their performance. Human resources managers should also praise them for their good work in writing encouraging emails to them and this gives them a boost in their career (Aguenza and Som 2012). The employees have to be retained. In oppose to this it can be argued that the employees who are not feeling satisfied with the facilities provided to them must be allowed to leave the organization. This can create a negative impact on the business environment as well.

Challenges in current recruitment and selection method

The HR managers have been facing certain challenges in the selection and recruitment process (Newell and Scarbrough 2002). It is no doubt that they are very much efficient in selecting their candidates who could contribute to the company; they have undergone some negotiations with the recruitment agencies for recruiting people sent by them. This has resulted in the downfall of the quality candidates. Often times the deserved candidates do not get the chance and an undeserving gets the opportunity very easily as they are sent by powerful recruitment agencies. This reflects in the organizational performance of the ABC Company (García-Morales, Jiménez-Barrionuevo and Gutiérrez-Gutiérrez 2012). Some of the other challenges that the HR managers may face in context of recruiting candidates are the quality of candidates may deteriorate after their recruitment process is completed (Newell and Scarbrough 2002). They may not feel the urge to do the needful that is extremely important for achieving the goals of the organization. The organizational objectives and their own objectives might not work in harmony (Breaugh 2013). Some problems that may be faced in the recruitment process are:-

Recruitment strategy

The HR managers often face this problem if these recruitments are done in the best interest of the company. The recruitment of new employees takes a lot of money when the total costs of recruiting and training are combined. The chosen company offers various benefits to their employees so the labor costs are definitely high (Newell and Scarbrough 2002). This shows that the company should consider these things before recruiting. Further problems in salary negotiation may incur legal actions by the concerned employee (Card et al. 2012). The organizations should set some standards for the salary scale of the employees. It should not exceed the amount they deserve as per their qualifications and their capacity. They should be charged for poor performances as well.

Expenses

The recruitment costs in the company include the factors like professional memberships, employee insurance, advertising space and other things. The company should think about things before they recruit a huge number of employees (Schiemann and Guenther 2013). The training of the employees, providing them with coffee and other refreshments also needs a good amount of money. This is why the company should watch over things before any problem is created.

Interviewing skills

The HR staffs are very much aware about the full life-cycle recruiting from the sourcing of the candidates to hiring the new employees (Newell and Scarbrough 2002). The interviewing of the candidates should be very much under the functioning area of the HR managers. Whenever, any other official handles this thing, he or she should take the advices from the HRM professionals (Sheehan et al. 2014). No malfunctioning in this section is entertained in this part (Cooper, Robertson and Tinline 2005). The interviewing skills of the recruiters should be of such an extent that they should test the candidates from all the angles. The performance of the candidates should be eye-catching from the word go. They should be able to comprehend what sort of things they have to handle when they hit the floors.

Impact of recruitment and selection on employee turnover

The next part of discussion in this literature review is about the employee turnover of the chosen organization (Hancock et al. 2013). This implies to the percentage of the number of employees who leave the organization for some reasons and the number of employees who join the organization (Chalikias et al. 2017). The matter of employee turnover is very useful to the employees because it helps them to analyze the reason for the employee turnover and the cost-to-hire budget of the company. The meaning of employee turnover means the end of the employment relationship (Sparrow and Cooper 2012). This refers to the resigning from the post that one employee holds. This can be a loss to the company if the concerned employee has given very high productivity during his term in the organizations (Breaugh 2013). It is argued that the employee turnover is a determining factor in the employee retention of an organization. It is definitely true from various aspects. An organization can gain a good reputation from the fact how much employees they have retained and how much have left their organization for better opportunities.

The chosen company ORICA Company holds a very good record in the employee turnover factor. They are one of the leading sustainable organizations in the country. This enhances the fact that the employees are happy with their benefits and policies regarding the employees. The fact of termination for poor job performance from the company is very rare. The employees do not feel too much pressure in working for this company and they can manage the difficulties by discussing it between themselves and sometimes with the HR managers (Chalikias et al. 2017). The employee retention rate is quite impressive as the working environment is very favorable for the employees here (Breaugh 2013). They enjoy working for ABC Company and this leads to the firm growth at a rapid rate. The selection process for hiring new employees is very smooth and the employees do not have any severe complains against the authority and HR managers (Cooper, Robertson and Tinline 2005).

Improvements in selection and recruitment process to be adopted by ORICA Company 

Despite having a good and random selection process for hiring new employees in the organization, ORICA Company can do more to improve this recruitment and selection process if they want to improve their brand image a little more (Breaugh 2013). These things include:-

They have to provide detailed information of the job description and every single small thing that are related with the job (Terera and Ngirande 2014). All the important things like the expected knowledge of technology for the job position, educational qualification, required experience of the applicant in field, Classified advertisements should be posted on the leading newspapers and their online portals regularly (Chalikias et al. 2017).

ORICA Company should offer an attractive salary package to the newly hired employees that could be a determining factor for the applicants to join the organization. They should acquire the best position in the industry when it comes to offering good salary to the employees (Mumford and Smith 2012).

 ORICA Company should post the job descriptions on the industry specific websites and general job websites. The job websites they choose must be genuine and do not entertain any false or fake things (Cooper, Robertson and Tinline 2005). This will help the company to eliminate a huge number of applicants or the semi-qualified applicants. They should focus on the industry specific communities or the applicants only.

They should not eliminate any applicant only after a first interview. It may happen the applicant may be nervous at the first attempt. This is why they should be called back for a second or third round of interview (He 2012). The HR managers have to consult with their higher authority or the operations manager so that they can decide with firmness if the applicant is successful in the interview and if he or she can successfully fit into the organizational culture with cross-cultural factors being present (Cooper, Robertson and Tinline 2005). The HR managers should ask them different questions about their habits, their preferences and use their answers to evaluate their character as a whole. This will explore whether they are honest, genuine, self-centered, arrogant or well-organized in their lives (Chalikias et al. 2017).

Some more important things must be kept in mind when discussing about this process of recruitment and selection in the business organizations (He 2012). The employees who are to be chosen as the new employees must conform to the goals of the organization and they should follow the instructions given by their seniors. The traditional process of recruiting the professionals should not be based on the traditional process of recruitment (Terera and Ngirande 2014). The main thing is the employees have to be sorted based on their core competencies and willingness to serve the organization (Dubois and Rothwell 2004).

The matter of competency-based recruitment begins as organization leaders and the managers identify the key job roles, substitute work destinations for the employees (Flylib.com 2017). They have to set the priority choices for recruitment. The HR managers must decide at which time the entire recruitment process should take place (Cooper, Robertson and Tinline 2005). The organization must look to pour in all their efforts and resources to ensure that competency-based recruiting and selecting approach is followed to recruit people for the posts that are extremely important for the success of the organization (Dubois and Rothwell 2004). They have to fill in the main positions at first and then they should look to make a proper evaluation of the costs and benefits of using these methods to implement other ideas.

There are some major issues in the conditions of employment in the rules that are made by Government of Singapore. These rules can be mentioned as below:-

• More employees prefer to work in the organizations that offer more flexible working arrangements (Chandra 2012). The numbers show that the percentage of firms that permitted more unplanned time-off or ad-hoc or tele-working for their staffs have got up from 70% in 2015 to 77% in 2016. These organizations also employ 82% of their employees, rising from 76% in 2015.
• The proportion of the staffs who have offered at least one FWA also got up to 67% in 2016 from that of 65% in 2015.
• More employers were allowed to be offered the leave benefits that are not made mandatory by law so that it could help their employees to give more time to their personal and family commitments (Landry and Vandenberghe 2012).
• The employees are offered more options to maintain their work-life balance so that they can be retained by the organization and they can be effective when the organization needs them (Terera and Ngirande 2014).
• The proportion of the employee resignations were found to be lower than the normal rates who offered more leave benefits for the employees and the provided working arrangements, 5-day work per week and many more (Koltz and Zimmerman 2015).

Theories related to recruitment and selection

One of the most important theory of recruitment and selection theory is the People’s Theory. There are many points that can be included in this theory and these are very crucial for the growth of the organization as well as evaluating the capabilities of the human resource managers. The human resource managers have to check the different settings during the interview session. These topics include the psychometrics and proper assessment centers for the interview candidates (Ediborough 2007). The psychometrics factor is very influential in determining the kind of jobs or roles that the candidates can perform in the given business environment (Gardner et al. 2012). All the candidates are not able to do all kinds of jobs. So, it is indeed very important to specify their job roles to the.

Thos organizations that do this work swiftly, effectively and smoothly are liable to succeed in the rat race of the modern day business rivalry. Some steps have to be followed if the organizations need to improve their productivity and firm strength to survive in the business environment (Pulver 2012). The organizations should also look to improve the rate of employee retention by matching the individuals better to their jobs (Roberts 2005). The organizations and its leaders should concentrate to optimize the capacities of the candidates and utilize them in the firm’s progress. The HR managers must focus on to achieve better career management programs and to match the individual aspirations to their organization’s activities. If these two things are on the same page, both the sides would be benefitted (Ediborough 2007).  

Types of recruitment processes

There are generally two kinds of recruitment processes. These are internal recruitment and external recruitment process (Drori and Honig 2013). There are several advantages of an internal recruitment. In this process, a considerable amount of savings can be made. The organization is unlikely to be disturbed by someone else who is currently working with other in the company. In case of ORICA Company the case is the same if they want to recruit their employees through internal recruitment. They can save a great deal of money and thus they can invest that money behind employee welfare. The internal promotion factor also works as an influential matter so that the employee can work with greater efficiency for the organization (Terera and Ngirande 2014).

In case of external recruitment, there is a need of training for the designed job role. This kind of recruitment can help in identifying the facts of risk and danger. The profile experiences of the employees can be saved in order to develop the skills of the employees. The recruitment process in most of the organizations includes the process of induction session after an employee has joined in his new job (Roberts 2005). In this case, the employee is made aware of the duties he has to perform. They have to attend the training sometimes on the job and sometimes off the job. Off the job training means to attend the certain courses to understand the job roles (Li et al. 2013).

Research methodology

Research methodology is one of the most important things when a research is going on some subject. This is a useful process for collecting data and analyzing them for making some specific decisions on business decisions of any organization. Therefore, it will be very useful on behalf of the ORICA Company to go through this process so that they can assess the current market conditions to use it for their own benefit. In this paper, the two research designs or methods that have been chosen in order to establish the research on a proper way are the cross-sectional and longitudinal research methods. Both of these methods are observational methods. In these methods the researchers have to study on their particular subjects properly so that they can record all the relevant information about their subjects without any manipulation being done in the study environment.

There are some benefits of using the cross-sectional research method. The researchers can take help of many variables at the same time. However, this stream of study does not give the proper definite information about the cause-and-effect relationship. The benefit that the longitudinal research method has is the opportunity to detect the development over a longer period of time, perhaps for years. The changes can be looked at different levels like at the target group and the individual level as well. Under these types of research methods, the quantitative and qualitative research approach can be followed. The data collection to be followed here is the secondary collection as all the information is collected from various journal articles and resources.

The data collection methods are usually of two types the qualitative and the quantitative data collection methods in the metrics of the HRM (Humphries  2017). The data collection in the qualitative approach is required in order to address the different programs in the human resource management that often use the unstructured methods in order to explore the topic in a vivid way. In the research proposal below there is a need to explain the various qualitative and the quantitative methods that is required in order to analyze the HRM of the ORICA organization.

The qualitative approach is required in order to address few questions like the why and the how that often considered as the unstructured method that will b e fully explored in the course of the proposal. The questions that will be analyzed in this part often are open ended that restricts to the reasons as to why the participants should enjoy the program and help in increasing the self esteem of the participants and to know the reason behind it (Meijerink, Bondarouk and Lepak 2016.). The primary focus of this approach is based on the focus groups, the interviews and the various group discussion techniques.

The quantitative approach has its primary focus on the ‘what’ portion of the program (Pimple 2017). The methods that are used often has the systematic approaches regarding standardization and the different employment methods like the surveys and the different activities related to the program run and the skills regarding the implementation of the need of the effectiveness of the programs.

There are strengths and weakness of both these approaches. In case of the qualitative approach, there is a need to explore the effects that needs to put in unintended consequences regarding the programs. There are times when the implementation takes a lot of time in consuming and has an expensive outlook. The findings in the data collection method cannot be generalized outside the program, as they are involved in the indicative part of the group.

The quantitative approach has an advantage that needs to be implemented, as it is cheaper and the standardization of the products in the needs to be made easily and the size affects the usual measurement (Meijerink, Bondarouk and Lepak 2016). The quantitative approach is however, limited to the capacity of the investigation that includes the surveys also in case of the human resource management and it explains the differences as well as the similarities in case of the investigation. In case of the quantitative data, collection there is a need for peer based collection programs that has difficult implementation on the agencies that are lacking behind the necessary resources. The survey also ensures implementation in a very low participation of the follow-ups of the loss that has rates that are often with the commonly experienced factors (Lakshmi and Kennedy 2017).

The Surveys are often a piece of gathering a large amount of the data in a good way for a broader perspective. There are various ways of holding the survey for the Human resource management namely either by a face-to-face conversation or by a telephonic way. The mails need to be electronically administered so that a wide range of people can be reached within a cheap amount of administration. All the information gathered requires being private and those that has a low responsive rate often are unable to find an investigative issue in such a depth that requires the target group to become literate in general case (Meijerink, Bondarouk and Lepak 2016). The specialty of this survey is that it does not allow the scope for any observation.

Often the surveys are self-reported by the participants themselves and there is a scope for the participants to be biased in maximum cases that may involve the participants in the ORICA group in the HRM management to become involved in several issues that may be sensitive. The participants do the measurement of these issues based on trust (Cvetkovic  and Medic  2017). The surveys are specially tested and designed for the reliability with the target groups that are required in order to be complete the surveys of the target group. The surveys are often tested even in order to be completed in the target audiences. The designs of the survey are well constructed that attracts the attention of the target audiences and often the data collected through the survey are considered accurate and validated in nature. The design of the survey is considered necessary in order make the data collected through a more accurate and specific (Story et al. 2014). When the survey is considered one’s own constructed, and then there is a requirement to make the sample test on the sample audiences so that it can be ensured that the collection is appropriate in the HRM management.

The type of the questions that have been asked in the survey often include the open, close ended and the different types of scaled questions and some that has multiple choices. The variations are found in the multiple choices that includes different choices and to chose the one that the audience finds relevant with itself (Rees and Smith 2017). In case of the closed ended the choices are bound with the yes or the no and the open ended provides a range of choices that needs to be answered by the respondent and the range of the responses varies. There is a need to use the scales while assessing the attitude of the different participants and there are other different considerations like the layout of the appearances, the language lengths, and the sequence of the questions and the introduction of the various other cover letters. There are often the inclusions of the sensitive questions that are put at the end of the questionnaire. The young people are often provided with incentives collection in the HRM department so that the collection of the data in the survey. There is a need to embed some of the compulsory items that needs to be scheduled in the programs or the curriculum so that that the responses that have been gathered are of immense responsive rate.

The HRM management people in the ORICA group often conduct through the telephone or by a face-to-face conversation the interviews (Creswell and Poth 2017). There is often the need to range it from the depths that may be have structured or an unstructured form all of which depends on the information that is required to be sought and the interview may become useful and advantageous in case of the asked questions that have detailed answers.

The data needs to be probed in order to receive a complete rich data that has the requirement for literacy and is claimed as a non issue and also a non verbal data is required in order to collect proper observation of the different types of the non verbal data. The rate of the response is comparatively much higher than the questionnaires that are administered in the questionnaires (Stats.mom.gov.sg, 2017). The disadvantages of the face to face interviews lies in the fact that the process is time consuming and expensive and the interviews that are based on the telephone has a drawback that is the network error and often the clarifications requires to be allowed and the skill of the literacy is always not required. The only drawback that can be considered is that it is suitable for the surveys that are short (Fletcher 2017).

One of the major findings of this HRM management in the ORICA organization is to make more flexible work arrangements where they provide unplanned time offs and ad hoc, that rose from 70% in 2015 until 77% in 2015 (Gupta and Shaw 2014). There are various forms of the common flexible work arrangement flows that might include workers to provide unplanned off and also a part time that rose till 35% for later or earlier work that is 23% (Ministry of Manpower Singapore 2017). There are ample of benefits provided to the employees that is beyond the requirements and is of the statutory measures. In case of the employee, retention there is a need to implement practices on the work life.

A break needs to note where the series are considered demarcated in the vertical dashed line so that the data can be included in the public sector and the annual figures acts as the simple averages from the quarterly figures. An average percentage of the monthly resignation rate varies from the different quarters and has slowly increased over the years until the year of the 2010. The summary table of the labour turnover depends on the recruitment and the resignation rates that are required to be measured. The openings for the jobs in the ORICA organization in the HRM management are plenty and the rates of the resignation tends to be high when in terms of the reflection of the movements in the workers comes to the mind from different job profiles of the workers. In case of the converse the rates of all these mentioned above tends to slow down when the inflation arises.

Conclusion

The paper can be concluded in the manner that the method of recruitment and selection in an organization is quite a complex one. There are several things that the leaders of the organization and the HR managers must look to concentrate on. They should consider the various facts as mentioned in the literature review portion of the matter. The literature review has discussed about the various recruitment processes and the various steps and stages that this phenomena has to go through. The recruitment process of the employees must ensure that competency-based recruitment system is followed.

This ensures the quality of the employees and eliminates the chances of bad and ineffective recruitments. Some theories have been discussed regarding to the development of this literature review. The methodology portion has been added as well to show with figures what kind of impression does the employees feel if they get the proper job designation and the perfect organization to work for. Before selecting a huge number of employees, the organizations should evaluate if they are really able to invest in so many employees. They have to look after the employee welfare and the development skills of the employees. Without these things, the employees will never give their best efforts for the organization. The best facilities should be given by the presently chosen organization ABC Company so that they can retain their best employees as well by maintain a good amount of productivity.

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