Assignment on Diploma in Business

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1ASSIGNMENT 1 FRONT SHEETQualificationBTEC Level 5 HND Diploma in BusinessUnit number and titleUnit 11: Research ProjectSubmission date04/02/2020Date Received 1stsubmission04/02/2020Re-submission DateDate Received 2ndsubmissionStudent NameCao Phuong LinhStudent IDGBH190801ClassGBH0809Assessor nameHoang Thi Lan AnhStudent declarationI certify that the assignment submission is entirely my own work and I fully understand the consequences of plagiarism. I understand thatmaking a false declaration is a form of malpractice.Student’s signaturelinhGrading gridP1P2M1
2Summative Feedback:ResubmissionFeedback:Grade:Assessor Signature:Date:Internal Verifier’s Comments:Signature & Date:
3Table of ContentsRESEARCH PROPOSAL FORM.................................................................................................................................................... 4Section One: Title, objective, responsibilities...................................................................................................................... 4Section Two: Reasons for choosing this research project.................................................................................................... 4Section Three: Literature sources searched......................................................................................................................... 41.Employer Reputation................................................................................................................................................. 41.1Definition of Employer Reputation....................................................................................................................... 41.2Factors/components of Employer Reputation: definition................................................................................... 61.3Impacts of Employer Reputation on employees and potenial candidates.......................................................... 72.Talent management.................................................................................................................................................. 92.1Talent definition.................................................................................................................................................... 92.2Talent management process............................................................................................................................... 102.3Talent acquisition definition and methods......................................................................................................... 133.Gaps in the literature review.................................................................................................................................. 15Section Four: Activities and timescales.............................................................................................................................. 17Section Five: Research approach and methodologies........................................................................................................ 18RESEARCH ETHICS FORM......................................................................................................................................................... 19REFERENCES............................................................................................................................................................................. 25
4RESEARCH PROPOSAL FORMSection One: Title, objective, responsibilitiesIn the current corporate context, talent management is a dilemma that any company is facing. This research willenable companies to build talent networks and deal with shortages of high-quality workers. With the big theme"Talent Management", the title of this small project is aboutEmployer Reputationand in order to answer theresearch question is “What are impacts of Employer Reputation on talent’s application decision?”.The objectiveof this research project is to find out how an employer's reputation influences talent recruitment decisions.Section Two: Reasons for choosing this research projectThere are two main reasons for me to choose this project for my research.First, when I decided to research this project, I thought this topic was essential for a young graduate like me tochoose the right company for me. And I also want to find out why the reputation of an employer like Deloitteattracts so much talent. Thereby, I can find a position for myself at each stage of developing my ownorientation.The other reason I chose this topic is because it combines from Human Resource Management course, which Ihave studied before to give me a more comprehensive view of how to manage human resources and especiallyhow to manage talent in a company or a large organization.Section Three: Literature sources searched1.Employer ReputationIn the search for an employer's reputation, the following3 partsinvestigate the reputation of employers indepth. Firstly, an employer's reputation must be established in compliance with current research papers. Thefactors and components of employer's reputation are thus identified. The final segment discusses the impacts ofEmployer Reputation on employees and potenial candidates.1.1Definition of Employer ReputationIn a growing number of academic studies in management literature, the concept of employer reputation, atonce simple and complex, plays a central role. Reputation is focused on previous behavior and associations of
5the organization, but it can be suddenly altered as fresh details about past activities of the company becomesapparent or when observers find out about current behavior or associations of the company (Lange, Lee andDai, 2010). The employer reputation is also known as the reputation of the organization or the reputation of acorporation or business.There are3 main concepts of employer reputation, based onOrganizational Reputation: A Reviewof DonaldLange & Peggy M. Lee, belonged to Arizona State University and Ye Dai in University of Texas–Austin, waswritten in January in 2011.In a number of published research in management literature, one definition of employer reputation can beillustrated by the concept thatreputation can be simply to be well known. This conceptualization is also acomponent of multidimensional frames of definition by Rindova et al (2005). This dimension is defined byRindova et al (2005) as 'prominence' and it is suggested that the degree to which an organization is widelyrecognized among stakeholders in its field of organization and its outstanding role in relation to its competitorsis a significant element in the reputation of employer. In a similar direction, the company reputation by Saxtonand Dollinger (2005) refers to "brand name". If a company is well known, observes have a good understandingof its core qualities, especially compare to other businesses.A second conceptualisation of the reputation of the employer is that reputation means that thebusiness has aspecial benefit or merit attributeto the perceiver. This definition is also part of multidimensional descriptionstructures which is researched by Fischer and Reuber (2007), Love and Kraatz (2009), and Rindova et al (2005).The study states that the reputation "is an evaluation of a specific characteristics or attribute" according toFischer and Reuber (2007). For instance, a business is regarded as an aggressive predator for price or for sellingbetter products. Rindova et al also explored the word "quality perceived quality" in 2005. The terms "perceivedquality" imply the degree to which the parties involved measure a business favorably on its basic attributes,such as the ability to deliver products of quality.In this type of concept, Rhee and Haunschild (2006) also describes reputation as "a subjective evaluation inconsumer quality perceived by the producer" as the concept known for something conceptualization. Bergh,Ketchen, Boyd, and Bergh (2010) state that "the reputation of a group of companies is geared to understandingdifferences in product quality". Therefore, Deutsch and Ross (2003) proclaim in this vein is that companies will
6build reputations for many things about which many others are concerned. For example, a company isrecognizedforitsmanagementefficiency,productorservicequality,environmentalandCommunityresponsibility, innovation and the soundness about financial.The third conception of the reputation is ageneral appraisalof the organisation's favorability character,including"appreciation, consideration of the company's placement and the company's appeal"(Barnett, Jermierand Lafferty, 2006). This concept is also one aspect of Fischer and Reuber's multidimensional descriptionstructures in 2007. Contrary to the second concept, the abstract conceptualization of favorability meansimpression assumptions about the business which are focused on various organizational characteristics ratherthan on perceptions of particular organizational outcomes of a given audience. Considering that, under theestablishedconceptualisation,constituencieslookthebusinesstosuittheirownuniqueneeds(e.g.environmental performance), the perceivors consider that the overall company is more or less decent andappealing under the general favorable conceptualisation. As the other aspects of the corporate credibility,reputation metrics in the general dimension of favorability depend strongly on whether public researchers orpractitioners wish to examine.The three main concepts of an employer's reputation are discussed in the above three sections based on theword "reputation". Although there are many research papers on employer reputation, the other three mainconcepts have somewhat covered every aspect when understanding its definition.1.2Factors/components of Employer Reputation: definitionThese elements are also considered employer reputation measures. Lloyd and Mortimer (2006) are the six corecomponents of corporate reputation to describe performance, identity, image, brand, management and ethicalleadership.In his analysis, Schwaiger (2004), however, defined preciselyten componentsof employer reputation in termsof components and parameters. The following parts are part of these factors.The first is the“quality of the workers”, which lies in the quality of workforce companies hiring. The next aspectis the“depth of motivation and talents”which prove that they are handled and the nature of their jobbehaviour, which is integrated into the public domain, and which therefore influences their reputation or
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