The Role of Recruitment and Selection in Succession Planning
Added on 2020-01-28
51 Pages19261 Words119 Views
DissertationTopic:To Determine the Significance of Recruitment and Selection in theSuccession Planning of an Organization: Case Study of Company X.
TABLE OF CONTENTSCHAPTER 1: INTRODUCTION....................................................................................................11.1 Background of the study...................................................................................................11.2 Research rationale............................................................................................................21.3 Research problem.............................................................................................................31.4 Research aims and objectives...........................................................................................41.5 Research questions...........................................................................................................4CHAPTER 2: LITERATURE REVIEW.........................................................................................52.1 Introduction......................................................................................................................52.2 Practices involves in succession planning........................................................................52.3 The role of recruitment and selection in succession planning .......................................102.4 Ways to enhance succession planning practises ............................................................14CHAPTER 3: RESEACH METHODOLOGY..............................................................................183.1 Introduction....................................................................................................................183.2 Research design..............................................................................................................183.3 Research philosophy.......................................................................................................193.4 Data collection................................................................................................................193.5 Research approach..........................................................................................................203.6 Sampling.........................................................................................................................213.7 Data analysis...................................................................................................................223.8 Reliability and validity...................................................................................................223.9 Ethical consideration......................................................................................................233.10 Research limitations.....................................................................................................24CHAPTER 4: DATA ANALYSIS ...............................................................................................254.1 Introduction....................................................................................................................254.2 Thematic analysis...........................................................................................................25CHAPTER 5: CONCLUSION AND RECOMMENDATIONS...................................................315.1 Introduction ...................................................................................................................315.2 Conclusion......................................................................................................................315.3 Recommendation............................................................................................................32
REFERENCES..............................................................................................................................34APPENDIX....................................................................................................................................38Interview Questions..............................................................................................................38Transcript..............................................................................................................................39
CHAPTER 1: INTRODUCTION1.1 Background of the studyGlobalization has made the business operations complex and highly competitive. Everybusiness unit in the present era focuses on developing a sustainable market position and develophigh growth and development aspects. Recruitment and selection functions play a crucial role inthe success of a business unit (Cappelli and Keller, 2014). Competitive workforce developsinternal strength for the business which will helps in enhancing working growth and profitabilitywithin the environment. In the present era companies has developed strategic means of hiringnew employees and focus on enhancing their talent for the growth of the company. Strategiessuch as succession planning, career development, international assignments, global leadershiphas contributed widely in the success of business operations. Retail market is one of the most volatile and dynamic industry of the economy. The levelof competition for the industry is high and fierce. Employees are the face of the companies whowidely contributes in attaining the core objectives of sales maximization and profitability.Strategic human resource functions have helped the industry in developing a competitive edge inthe market (Galbraith, Smith and Walker, 2012). Succession planning is the processimplemented by the commercial units to enhance potential of employees for filling keyleadership positions in the business enterprise. This strategy has played a successful role inorganizational growth and development. The concept has widely been accepted in retail sector aswell because it helps the companies in motivating, developing and retaining the organizationalworkforce. However Dries (2013), analysed a major issue which is that the organizationalmanagement is unaware about the role of recruitment and selection process in successfulsuccession planning. The present study will analyse and undertake an in-depth study to analyse and understandthe role of recruitment and selection in succession planning of the companies. To carry out theresearch efficiently company X which is a well established retail giant of UK has beenundertaken In addition, the report will analyse different aspects of human resource functions andidentify its individual contribution for strategic business development. Application of theoreticalframework and strategic business analysis will help in determining the significance ofrecruitment and selection in the succession planning of an organization. 1
In modern era, employees are termed as one of the biggest assets of any organization. Itcan be stated that two companies can have same technology and financial resources but whatmakes one company differ from another is its human resources. Now a days succession planninghas become an integrated part of businesses overall strategies. It is very important for companiesto determine what are the practises involved in the process of succession planning (Galbraith,Smith and Walker, 2012). One of the main advantage of this is that it will help in developingsome effective leaders for future. It has been also observed that recruitment and selection playsan very important role in the overall process of such kind of planning. Recruitment is termed asthe process of inviting application for the vacant position in organization whereas selection isdefined as the choosing the best and most eligible candidate among the applicants. Successionplanning is the process in which companies develop human resources internally. Therefore, itcan be stated that process of recruitment and selection becomes very important as if a companydo not hire skilled and capable candidates then it becomes very difficult to choose the workerswhich can be developed as future leaders. X company is one of the leading organization in retailsector of the world. Further the company provides range of products and services to itscustomers. It has been observed that the retail sector is highly competitive and it is not easy forcompanies to retain their customers. Therefore, one of the best way to gain competitive edgeover other market players is to have a team of effective and highly productive employees. Themain reason behind selecting X company is that it will help in carrying out in depth analysis ofthe role of recruitment and selection within organization. Other than this it will also help inidentifying some practices which has been adopted by X company for succession planning. In order to collect the data, 10 managers of X company will be taken into consideration.One of the major reason behind selecting the above stated sample is that the managers are theone which takes care of the recruitment and selection process in organization. Further thepractices of succession planning are also determined by managers only. Thus, it can be statedthat five managers will be the most appropriate sample which will assist in getting most reliableand accurate data regrading the topic of the study. Other than this, it is also required by organizations to identify some of the ways throughwhich they can enhance their succession planning. This will increase overall productivity ofbusinesses and will also assists in getting competitive advantage in long run. The competitionamong retail sector is so intense that most of the companies are finding it very difficult to2
survive. Thus, effective and efficient human resources are the one which can provide competitiveedge to an organization and encourage people in market to choose its products and services overother market players. The process of succession planning involves five major step and acompany needs to be very careful during each and every stage. At the time of selecting people which can be developed as a future leaders companiesneeds to have a fair and transparent policy. Further, they are also required to ensure the fact thatthere is no biasness done employees and all are provided with equal opportunities for growth. Itis very essential for businesses to understand the role of recruitment and selection in successionplanning as, hiring skilled employees will help in implementing the plan in desired manner.Along with this, it will also assist organizations in getting desirable and most favourableoutcomes. 1.2 Research rationaleEmployee engagement in organizational planning and development has helped thecompanies in creating a well developed impact on growth aspects of the firms. Global factorsand employee efficiency is developed through processes such as succession planning, careerdevelopment etc (Gilding, Gregory and Cosson, 2015). Analysing the role of recruitment andselection process in these processes will help the businesses in enhancing business efficiency andcompetitiveness. The present research will identify what role does the process of recruitment andselection plays in the succession planning. It has been critically analysed that hiring right personfor right job and developing them effectively helps in enhancing organizational performance forfuture (Durst and Wilhelm, 2012). However management in the present have not developed asignificant link between the process of employee recruitment and succession planning.Companies treat the two process individually rather that one integrated process. Companies byunderstanding the link between succession planning and recruitment and selection process maydevelop strategic growth aspects for business units. The report will investigate the proposedaspects in order to determine the he significance of recruitment and selection in the successionplanning of an organization and its impact on organizational performance as well. The mainpurpose behind carrying out this research will be to identify what role does the process ofrecruitment and selection plays in the succession planning. It has been observed that companiesare required to be very careful at the time of hiring employees. Further organizations needs tofocus on bigger picture at the time of selecting candidates. When succession planning is made,3
the existing leaders select some personnels and then train them to become future leaders.Therefore, companies need to ensure the fact that only those candidates which are qualified andhave right amount of skill set are selected.1.3 Research problemCompanies in the present era has analysed the significance of employees and theircontribution towards the success of the organization. Recruitment and selection plays asignificant role in human resource management functions such as succession planning. It hasbeen evaluated that companies are unaware about the role of recruitment and selection insuccession planning which has restricted the integration of the business process in an effectivemanner. Companies are unable to attain the long term business objectives and leadershipplanning through this which results in failure of the entire succession plan and creates huge lossto entire organization. This research will help organizations in understanding the role ofrecruitment and selection in succession planning. The issue here is that most of the companiesare not aware about the role and significance of recruitment and selection in succession planning.Further most of the organizations hire candidates by keeping short term objectives in mind. Atthe time of succession planning it becomes very difficult for businesses to determine potentialemployees who can be trained and developed as future leaders. Thus, it direct results in failure ofthe entire succession plan and creates huge loss to entire organization. This research will helporganizations to understand the role of recruitment and selection in succession planning. Inaddition to this, it will also help them to become aware about the practices involved insuccession planning and the ways through which companies can enhanced the same. 1.4 Research aims and objectivesThe aim of the present study is “To determine the significance of recruitment andselection in the succession planning of an organization”. In order to carry out the researchsuccessfully the case analysis of company X has been taken into consideration. Researchobjectives help in effectively structuring and formatting the research. Objectives for the presentstudy have been discussed henceforth. Objectives: To evaluate the practices involved in succession planning within organization.To determine the role of recruitment and selection in succession planning in X company 4
To recommended ways through which X company can enhance its succession planningpractices 1.5 Research questionsIn order to attain the research aim for the study in a successful manner, research questionsare developed. They help the researcher in managing the research objectives and minimize therisk of deviating from the aim. The research questions for the present study are as follows:What practices effect the succession planning in the business unit?How does recruitment and selection affect succession planning of the company?What are the ways through which practices of succession planning can be enhanced? Limitations and challengesThe scholar will face some limitations and challenges at the time of data collection. Oneof the major among those will be time. It can be stated that the data will be collected by themanagers of X company regarding the significance of recruitment and selection in the successionplanning of an organization. Thus, approaching five manager will take lot of time which is one ofthe major limitation. Other than this, cost is another limitation as it can be said that approachingand collecting data form the managers of X company will be costly. Therefore, it can be said thattime and cost will be the two major limitations of this research. Other than this, may be possiblethat the managers of company may disagree to provide information. In such situation the aim andobjectives of the research will be communicated to managers. 5
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