Recruitment of Employees and Their Retention

This research aims to investigate factors influencing recruitment and retention of employees in organizations. It explores challenges faced by companies in retaining top talent, managing multi-cultural workforce, and providing an inclusive environment for physically handicapped employees. The study also highlights the importance of talent management and online recruitment in improving employee satisfaction and productivity. The research design includes a survey research approach with data collected through an online questionnaire.

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
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HUMAN
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MANAGEMENT
JOB SATISFACTION
ONLINE
RECCRUITMEN