Recruiting, Retaining and Working Environment in FSB HR Management

This report provides a comprehensive analysis of human resource management practices at the Fairfield School of Business (FSB). It explores the merits of recruiting and retaining qualified professionals, emphasizing the importance of conducting effective recruitment drives that include aptitude tests, group discussions, and personal interviews to assess candidates' skills and knowledge. The report also highlights strategies for retaining professionals, such as monitoring performance and fostering a positive work environment. Furthermore, it details various methods to attract talented individuals in higher education, including career counseling sessions, personal interactions, and seminars. The report also discusses ways to provide a conducive working environment, such as adhering to employment laws, removing negative elements like harassment and discrimination, and maintaining effective communication. These strategies aim to enhance the overall work culture and achieve competitive advantages for FSB. The report concludes by summarizing key strategies for recruiting, retaining, and supporting employees, and providing references to support the findings.

HR

TABLE OF CONTENTS
INTRODUCTION.................................................................................................................................3
MAIN BODY........................................................................................................................................3
Merits of recruiting and retaining professionals................................................................................3
Ways to attract talent individuals in the higher education..................................................................4
Ways to provide a working environment...........................................................................................5
CONCLUSION.....................................................................................................................................6
REFERENCES......................................................................................................................................8

INTRODUCTION
Human resource management is all about managing the human resources associated
with the organisation. This report is based on the case study of Fairfield School of Business
(FSB) in respect to management of its human resources in organisation. Henceforth, report
will emphasis on projecting merits over recruiting and retaining professionally qualified
personnel to deliver the selected specialist services in organisation. This project will also
project the ways to attract the potentially and talents employees in the organisation.
Furthermore, this project would highlight different ways to provide the right working
environment to the employee’s part of the organisation and also highlight the competitive
advantages from such working environment.
MAIN BODY
Merits of recruiting and retaining professionals
Following are the points demonstrate the right and effective ways to recruit and
retained professionals to meeting different professional’s duties in organisation.
Conduct recruitment drives
Conducting recruitment drives is the best way to recruit the best level of talent in the
FSB. On the basis of the needs and requirements of the specific designated position in the
organisation this recruitment drive would select the best level of talent in company. The
recruitment drive would segregate the entire selection process into different stages such as
aptitude test or professional test associated with the subject, group discussion round and
personal interview round (Ahmed and et.al., 2020). All these stages would allow the
management of the FSB to analysis the personality of all candidates presented in the
interview about the skills and knowledge such candidate posses on the basis of the needs and
requirements of the designated position role in the organisation. This is the best way to recruit
the best level of talent at various designated positions in the college. The precise interview
and selection round would allow the management to assess the skills and knowledge
candidate possess to meet the responsibilities attached with the designated position role in
organisation. Recruitment drives would allow the college to conduct marketing and
promotions to attract maximum number of candidate in the interview round. Conducting
recruitment drives is the best possible ways and technique to recruit the potential candidates

at different professional’s positions in the organisation. These interview stages ensure the
abilities of the candidate selected out of the entire interview round in the college. All these
rounds would have an individual marking and on the basis of the total marking of the
candidate it get the selection in the interview. This allow the organisation to recruit the
candidate based on the academic marking and the marketing candidate could get in the
interview process.
Retaining professionals
Retaining professionals involve retaining the employee of the FSB. On the basis of
the productivity of the employee in organisation they must retain in the organisation. For all
the teachers they can be monitored in context to the productivity based on the performance of
students of such teacher. This is the best way to monitor the performance of the teacher and
professional associated with FSB College (Ghare and et.al., 2019). It’s important for the
organisation to retain its human resources in order to achieve the best level of work
efficiency. By giving the best level of work culture and environment in organisation FSB can
retained its human resources.
Ways to attract talent individuals in the higher education
Following are the suitable ways to attract the talented individuals in the higher
education.
Conducting carer consoling sessions
This is will allow the management of FSB to guide the talented and skilful individuals
to pursue the higher education in the right direction. These counselling sessions would
highlight all benefits and career growth associated with these professional courses. This
would attract the candidate that carries the interest in such higher education and professional
courses. Right direction and guidance to such students and individuals would make them able
to pursue such courses of higher education (Stone, 2018). The success of the student in higher
education is majorly depends upon the level of interest they carry in such courses.
Personal interaction with students and individuals
Personal interaction with the student and individuals will support the student in taking
proper guidance about further studios. This will guide the student in the right direction about
which higher study they should follow to achieve the best level of heights in the career and

growth. Personal interaction with the individuals would hekp in understanding the individual
interest of such individuals. In the professional courses and high studios individual interest of
students play the crucial role (Otete and Mvano, 2018). Personal interaction would support
the college management to support the better guidance for the career of the individuals on the
basis of the interest and knowledge of such individuals.
Conducting seminars
Conducting seminars is another key approach to support the individuals towards the
higher education and career guidance. Conducting seminars will allow the student to
understand what the potential opportunities available with such students are (Rivera and
et.al., 2016). In these seminars college management get to address all possible areas of
streams in which students can make its career in the best way possible. This is the best way to
give the career guidance to students.
The above mentioned techniques are the best way to suggest the student about the
career opportunities available with them. In all the above methods students get to generate the
proper information about all the potential growth opportunities available in the further
education and higher education.
Ways to provide a working environment
Currently there are lots of productive and innovative ways available in market place
which administration or top-level management of Fairfield School of Business (FSB) can be
adopted for providing working environment to its various people or employees. Basically,
upper management of this business school need to understand the impact of an effective
working environment (Adams, 2017). Basically, an effective working environment always
enables to employees of an organisation or school or college for working with very higher
efforts for achieving overall growth in market place. Some major very productive ways or
methods for offering working environment to people has been discussed below, in which the
management FSB should adopt these methods.
Adhere laws: This is one of the best ways to FSB that can contribute in making an effective
place of work. For example; employment law motivates to employees for working hard in the
workplace. When existing management of business school adhere various laws in workplace
including employment law, then it will enable to gain an effective workforce, because most
employees always like to work only in such workplaces where existing management always

follow the concept of employment law. Basically, law help to people within workplace for
using their different rights. On the other side, laws always promote an effective working
environment within workplace of an organisation. That’s why upper management Fairfield
School of Business should adopt this way.
Remove negative elements: This is another major way to FSB which can support in offering
an effective working culture or environment. Basically, abuse, harassment, discriminate etc.
are main negative components or elements in the workplace (Di Giuda and et.al., 2018). In
this situation, upper management and HR department of this business school have to be very
active in the terms of removing these all elements from the workplace. After removing these
all elements from workplace, business school will simply make an ethical working culture to
it’s all employees and people. In the terms of removing these unethical elements from
workplace, upper management have to strictly terminate those people from FSB, who
promotes discrimination and harassment etc. negative elements in the workplace. These
elements always harm to an effective working environment, and that’s why these all are very
necessary steps to top-level management of Fairfield School of Business.
Maintains effectiveness in communication: After improving communication values between
all people within workplace, this business can simply achieve huge competitive advantage in
market place. Basically, when all people within organisation properly work with each other,
then they can easily understand any matter in workplace, and then FSB’s working
environment will automatically become an effective working environment. After maintaining
effective communication values in people, this business school can take very effective work
from all employees as well.
These all are some major ways or methods which can help to upper management of
Fairfield School of Business (FSB) for improving its working culture, because an ethical and
effective working culture or environment always very positively affects to employees or
people within workplace (McConnell and Loveless, 2018). At the end, this business school
will achieve huge competitive advantage also after following these all ways.
CONCLUSION
This project gives emphasis to the best way to recruit the employees in organisation.
Conducting the professional interviews such as aptitude test, group discussion round and
personal interview round. All these strategies and techniques are the best way to recruit and

select the best possible talent of employee in the organisation. On the basis of the
performance of teacher it can retained in the organisation. Different ways such as conducting
counselling sessions, seminars and individual interaction with the student bets possible advice
can be granted to individuals about the further or higher education.

REFERENCES
Books and Journals
Adams, M., 2017. Environment: Critical social psychology in the Anthropocene. In The
Palgrave handbook of critical social psychology. (pp. 621-641). Palgrave
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Ahmed, K. L. and et.al., 2020. Evaluating Two Common Strategies for Research Participant
Recruitment Into Autism Studies: Observational Study. Journal of Medical Internet
Research. 22(9). p.e16752.
Di Giuda, G. M., and et.al., 2018, May. Refurbishment and school buildings management in a
smart building environment. In AIP Conferenc
Ghare, M. I. and et.al., 2019. Sex disparities in cardiovascular device evaluations: strategies
for recruitment and retention of female patients in clinical device trials. JACC:
Cardiovascular Interventions. 12(3). pp.301-308.
McConnell, D. L. and Loveless, M. D., 2018. Nature and the environment in Amish life. JHU
Press.e Proceedings. (Vol. 1968, No. 1, p. 030070). AIP Publishing LLC.
Otete, A. R. and Mvano, V., 2018. Influence of recruitment strategies on the competitiveness
of firms.
Rivera, J. and et.al., 2016. Abstract WP333: Clinical Research Coordinators' Barriers and
Best Practices to Minority Recruitment in Stroke Clinical
Trials. Stroke, 47(suppl_1). pp.AWP333-AWP333.
Stone, A., 2018. Small-town values: How understanding the values of rural students can
influence recruitment strategies. College and University. 93(3). pp.14-22.
Sutton, E. F. and et.al., 2017. Strategies for successful recruitment of pregnant patients into
clinical trials. Obstetrics and gynecology. 129(3). p.554.