Recruitment and Retention of Employees: Top Trends in Talent Management

This presentation explores the top trends in talent management for recruitment and retention of employees. It discusses the importance of job satisfaction, talent management, and online recruitment methods. The presentation also highlights the challenges faced by companies in maintaining top personnel and provides possible solutions.

Recruitment of employees and their retention
Introduction
The field of Human Resource Management comprises of several
innovative trends that mainly would focus on benefiting from the
skills, knowledge and abilities of employees’. All this acquired
benefits from employees’ would mainly be used to achieve the
company’s objective and goals. The perception of many individual
regarding the role played by the Human Resource employees’ would
be argued as one of the most technical position for one to hold in an
organization. The reason of this argument would be based on their
responsibility of ensuring the right employee would be hired for a
specific job, this automatically would have a great impact on an
organization operation (Stone and Deadrick, 2015). The
organization employers would prefer having a hierarchy of
managerial support to moderation the employment hierarchy. The
use of social media has been regarded as an emerging trend of
ensuring top talent would be acquired to facilitate the effectiveness
operation of an organization. The social media has been adopted by
the organization’s recruitment agencies as an effective method to be
applied in selecting and employing the labor force at a fast rate and
reducing chances of completion. The social network sites adopted
has transformed the process of recruitment. The social media has
helped the company to find the right employee for a particular job.
Most of the time the social media would provide perception into the
applicants mind. The insight provided would help weed out the
applicant before terminating the process of recruitment through
identifying their political preferences interest or even their hobbies
(Marchington, 2015).
Overall aim
The overall aim of this research would be to investigate and
determine factors that would influence recruitment of employees
and their retentions in an organization or company.
Objectives
1. To investigate why companies face difficulty to retain a high lobar
rate turnover.
2. To investigate why human resource faces difficulty to deal with
their employees who work for its multi-cultural companies that
operates in different nations.
3. To investigate why human resource manager faces difficulty in
providing an environment for physically handicapped employees.
Questions
What are the reasons why companies find it challenging to maintain
the top, hardworking and effective personnel?
Literature review
1. Talent management
Talent management is a fundamental professional effort applied on
an organization to ensure pivotal employees are sustained and
developed (Mihalcea, 2017). Talent management would help ensure
employees benefit and succeed from organization and ensure that
they well recognized and rewarded accordingly. Talent management
endeavors has always been on the promotion of employees in regard
to their effort. The promotion has a direct impact on how employees
feel in a manner that they are valued and their importance in their
organization. The promotion increases employees’ loyalty and this
would have a great benefit towards organization’s productivity
(Cascio and Boudrea, 2016). This also motivates other employees’
to work hard and achieve the same promotion. Talent management
essentially retains organization’s superior workforce, this ensures
that employees would be in a position of successfully bettering
themselves. A steady and concrete talent management ensures that
employees would have an opportunity of developing professionally
and ensures that a better professional range would be achieved. The
professional range ensures that employees dedicate themselves and
better their quality work and this in a wide view ensures that the
organization succeed effectively (Collings, Wood and Szamosi,
2018). Recruitment process ties itself directly to talent management
since the common goal of the two departments would be to retain
and attract the top employees who are effectively performing, and
in the process availing to them all necessary tools that would ensure
they succeed. Talent management would also give managers a role
of involving in recruitment process, this ensures that the best
employee secure or get the job. Most organization only mandate the
top employees to have an opportunity to be involved on the process
of talent management, this always would be the core reason of
ensuring that the most talent employees are selected (Cooke, Saini
and Wang, 2014). Talent management process ensures that the chief
executive officer of an organization would be loyal and be able to
provide the best administration to the organization (Stone,
Deadwick , Lukaszewski and Johnson, 2015).
Example:
T – Mobile company involves in its recruitment based on assessing
candidates online and using metrics. Their pilot test which they
carried out on 2004, T – mobile demonstrated the impact of
recruiting talented management and successful they achieved their
expectations, in presence of tech – savvy audience that were targeted
and achieved a magnificent in recruiting online.
2. Employees’ experiences
Human resources are always worried with the employees they hire
since there is a likelihood that they will contribute differently and to
some extend efficiently in comparison to one another. Generally the
department of human resource would be required to give each
employee an equal opportunity. An experienced employee would
enhance a great improvement on the organization progress. The
main positive goal of an experienced employee would results to high
possible identified solutions and numerous creativity and
innovation identified. The accumulation of this thoughts and
experience would increase personal working performance when
making an appropriate decision that would be new to enhance
progress and effectiveness of organization’s operations. Cultural
diversity according to studies has a great effect on improving the
workplace productivity. This is as a result of employee learning
from other employees and therefore positively benefiting the
organization (Brewster, 2017). The employees networking
experiences improves the amount of outcome and save on time in
making decisions and solving problems. Improvement on creativity
and productivity would be associated with sharing job experiences
that lead to considerable profit increase in an organization. The
profit increment is the core reason as to why organizations should
emphasize for diversity for both employees and management within
(Sameen, and Cornelius, 2015). The amount of profit increase
would enable the organization to hire employees from the
organization’s locality. Additionally, diversity would help improve
the employees’ engagement, which would increase employee’s
motivation. This can also minimize employee’s turnover. Therefore,
increasing employees’ satisfaction ensures that they do not
withdraw from their job
Examples:
Microsoft is amongst top 100 companies that work in America, with
its employees being experienced. They are the world class in terms
of effectively using its contingent employees
3. Online recruitment
The recruitment process through social media involves hiring new
employees through social website like Facebook, LinkedIn, Twitter,
Google+ and other sites. Many companies have adopted this
technique of recruitment since they are technology-related
companies, and social media feeds can prove that the person that
they are hiring is in touch with the latest technology. Registering
with LinkedIn helps improves the contact with different people
from different business sectors. Employees connected with LinkedIn
shows the extent in which they are updated with technology. The
social media recruitment has been regarded as one of the huge trend
that about 90% of all the organizations have adopted due to their
immense benefit. The recruitment would be one of the cheapest
methods since it does not involve advertising through fliers or
newspapers. The shared vacancy job in the social media would
attract many candidates who knows about the job well enough and
interested in applying it through the social media. Studies show that
online recruitment has saved on the companies recruitment cost and
to extent improved the recruitment process efficiency (Parry and
Tyson, 2008).
Example:
T – Mobile company involves too in recruiting his or her employees
through assessing the candidates online. Their pilot test which they
carried out on 2004, T – mobile demonstrated the impact of
recruiting talented management and successful they achieved their
expectations, in presence of tech – savvy audience that were targeted
and achieved a magnificent in recruiting online
.
Job satisfaction
The first importance of job satisfaction is to ensure that the right
employee would be recruited and retained in an organization. It
also ensures that there would be maintenance of productivity by
constantly keeping employees engaged and motivated on the job. It
also moderates the negative conflict effects and minimizes stresses
for employees’ labor turnover.
The second importance of job satisfaction would be personal respect
that would be portrayed at all the company stages this ensures
positive work environment. Personal respect would protect all the
workers from discrimination, sexual harassment and ethical
background. Therefore, the respect given to employees at their
working station would influence job satisfaction.
Thirdly, it enhances opportunity growth that would be offered by
employees on the working environment.
Methodology
Conceptual framework
The conceptual framework utilized in this research is based on three
variables: talent management, online recruitment tool , and increase
in diversity as shown in (Figure 1). The study examines how the
three variables interconnect. The three variables are discussed in
detail first in the literature review.
Research design
To understand the top trends of the Human Resources Management
using social media as a recruitment tool, an explanatory approach
will be used in this study. A survey research will be conducted to
gather information in order to answer the study questions and
achieve its objectives. This survey is used because a significant
amount of information will be collected about the population during
a specific period of time.
Data collection
The survey research involves three things; first, utilization of
quantitatively research described which means study the
relationship between variables; second, subjective since it required
collecting data from people; finally, selection of part of the
population to be used in a survey research. In order to reach the
purpose of this research, an online questionnaire of three sections
will be sent to 100 companies. Only completed questionnaire will be
considered as valid response.
Data analysis
The collected data will be analyzed and interpreted based on the
structure of the theoretical framework and concepts within the area
of study. Descriptive statistics, multiple regressions and simple
correlation will be utilized as data analysis techniques to reach the
research objectives.
References
Brewster, C., 2017. The integration of human resource management
and corporate strategy. In Policy and practice in European human
resource management (pp. 22-35). Routledge.
Cascio, W.F. and Boudreau, J.W., 2016. The search for global
competence: From international HR to talent management. Journal
of World Business, 51(1), pp.103-114.
Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human
resource management: A critical approach. In Human Resource
Management (pp. 1-23). Routledge.
Cooke, F.L., Saini, D.S. and Wang, J., 2014. Talent management in
China and India: A comparison of management perceptions and
human resource practices. Journal of World Business, 49(2), pp.225-
235.
Marchington, M., 2015. Human resource management (HRM): Too
busy looking up to see where it is going longer term?. Human
Resource Management Review, 25(2), pp.176-187.
Mihalcea, A.D., 2017. Employer branding and talent management
in the digital age. Management Dynamics in the Knowledge
Economy, 5(2), pp.289-306.
Sameen, S. and Cornelius, S., 2015. Social networking sites and
hiring: How social media profiles influence hiring decisions. Journal
of Business Studies Quarterly, 7(1), p.27.
Stone, D.L. and Deadrick, D.L., 2015. Challenges and opportunities
affecting the future of human resource management. Human
Resource Management Review, 25(2), pp.139-145.
Parry, E. and Tyson, S., 2008. An analysis of the use and success of
online recruitment methods in the UK. Human Resource
Management Journal, 18(3), pp.257-274
TALENT
MANAGE
MENT
HUMAN
RESOURCE
MANAGEMENT
JOB SATISFACTION
ONLINE
RECCRUITMEN