Role of Self-Efficacy in Hiring Fresh Talents - A Study of Marks and Spencer

DISSERTATION PROPOSAL FORM
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Name Student Number
Course Human Resources Management
and Development
Provisional Title of Dissertation.
To analyses self-efficacy should be considered as an integral recruitment tool in hiring
fresh talents – A study of Marks and Spencer
Relevance of Self-Efficacy in Human Resources and the role it can play in hiring and
selection process.
Yes, this topic assists in developing understanding related to the importance of self-
efficacy for hiring and selection process. In the organisation employee empowerment, is
depends on boosting staff self-efficacy beliefs so that they have the confidence to
accomplish their task successfully.
Introduction
Self-efficacy (one's belief in one's capability to perform a task) affects task effort, persis-
tence, expressed interest, and the level of goal difficulty selected for performance. De-
spite this, little attention has been given to its organizational implications. This paper re-
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views the self-efficacy concept and then explores its theoretical and practical implications
for organizational behavior and human resource management.
Aims /Objectives
Aim
To analyses self-efficacy should be considered as an integral recruitment tool in hiring
fresh talents – A study of Marks and Spencer
Objectives
1. To evaluate the impact of self-efficacy in human resources development
2. To identify a series of personality traits which can be used as a guideline to
identify high level of efficacy in recruitment process while hiring fresh talents.
3. To suggest learning methods to develop self efficacy.
Literature review
Han and Froese, (2010) stated that there is a different type of perception that is
carried out by individuals, at the time of interview candidates are selected on the basis of
quality and the skills they possess. However, it is identified that with self-efficacy
candidates are selected. This is a process that is slowly developed with the attitude that is
carried out by individuals at the time of interview. The positive attitude that is carried out
enables the interviewer to develop a sense of self-efficacy. There is a positive impact on
self-efficacy (Raelin, Bailey and Whitman, 2014). It also includes negative impact as
well. When the help of self-efficacy, individuals are able to get the job. On the other
hand, negative impact is over the interview when the candidate selected fails to cover the
tasks that are expected to be performed by him/her. According to a Han and Froese,
(2010) well- established predictor of peoples’ behavior and performance is their self
efficacy expectation, defined as beliefs in one’s capabilities to organize and execute
courses of action in the firm.
According to the view Pearce, C. L. (2004) of Providing a bigger and a better picture of
their goal. Recruiters should be able to provide a larger goal along with the graduates’
personal goal of growth. The personal and the professional growth should align with each
other). Giving the required training is yet another way, as fresh graduates are usually open
towards learning. they get to proper training and the opportunity to get involved in
significant projects, it will be easier to retain them.
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Author state that Pearce, & Sims, (2000) Self-efficacy is the belief in one's capabilities to
organized and execute the course of action which is required for managing the different
situation. Human resources play the significant role within an organization as they need to
make policies for employees and need to hire skilled candidates who can work effectively
within an organization. Self-efficacy has three dimension magnitude, that is difficulty in
the task and an individual believes that it can attain the conviction regarding magnitude as
strong or weak.
Research Questions
 Is Self–Efficacy really important to an individual for their personal and
professional success? If yes, How? If no, Why?
 Is there a relation between self-efficacy and confidence levels? If yes, How? If
no, Why?
 Is Self –Efficacy a key factor that motivates an individual to pursue his/her life
pursuits beyond education, acquired skills-sets, and experience levels? If yes,
How? If no, Why?
 Can an individual develop self–efficacy? If yes, How? If no, Why?
Methodology
Flyvbjerg (2006) says that when involving two research methods with each other like
qualitative and quantitative then contributes to analyse particular case study in proper and
scientific manner. Apart from this, when a specific case study is considered then explains
innate causality as compared to the random sampling of large scale. This argument is
stated on the basis of generally two perspectives which are like understanding and action-
oriented. As per the views of the author, it can be said that disciple without the various
exemplars in the research create a negative impact on the proper analysis of problem
statements. Further, discipline must be proper along with the exemplars in the workplace
of carrying out research.
Data collection
All the information will he collected from primary and secondary sources.
Therefore, in the present research data and information required will be collected with the
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