Assessing HRM Recruitment and Selection Models and Theories at Farmbox

This report identifies and analyzes the issues faced by Farmbox in the context of recruitment, selection, and onboarding procedures. It defines HRM recruitment and selection models and theories, including the Organizational Life Cycle theory and Recruitment Process Outsourcing (RPO). The ...Read More

Managing People
1

Contents
Contents...........................................................................................................................................2
TASK 1 – Identifying Issues............................................................................................................3
Issues faced by the firm in context to Recruitment.....................................................................3
Issues faced by the firm in context to Selection..........................................................................3
Issues faced by the firm in context to on boarding procedures...................................................3
TASK 2 - Defining HRM recruitment and selection models and theories......................................4
TASK 3- Assessing the appropriateness of Models........................................................................6
RECOMMENDATION...................................................................................................................8
2

INTRODUCTION
People management is the procedure of educating, inspiring, and guiding personnel in order to
increase the efficiency of working environment and encourage skill development. The
Department of managing people in organizations assists managers in understanding the
interaction of managerial action, human resource management, and labour relations in company
strategy. Farm box has been taken as a base company which is founded by Ashley Tyrner and
launched in March 2014. It is one of the largest firms and a most valuable firm with the most
expanded commodities with the motive of the way food should be. This file covers issues that
company is experiencing with production, models and theories related to human resource
department.
TASK 1 – Identifying Issues
Issues faced by the firm in context to Recruitment
To attract best talent:
Recruiters are having a hard time recruiting top talent these days. It's a candidate's market, so
businesses must try more to pique the interest of coveted future workers. In case of Farmbox,
Human resource department of this firm miss out on the best applicants if job searchers hear
terrible things about an organisation or don't like what they see.
Issues faced by the firm in context to Selection
Need to make fast selection:
One of the primary challenges that recruiters face these days is the need for resources to be hired
in a relatively short period of time (Bonesso, Cortellazzo and Gerli, 2020). Candidates are forced
to go through several rounds of transmission and conferences in a short amount of time, yet the
necessity for strong ability and talent is critical at the same time. Additionally, when Farmbox
increase in size, many initiatives emerge with large resource requirements, making it difficult for
recruiters to satisfy potentials in terms of acquiring the requisite statistics and capacity.
The quality of new workers will be determined by the company's staff selection procedure,
which may have an influence on both daily operations and long-term performance of Farmbox.
Choosing the wrong staff may diminish productivity; impair quality, decrease customer
happiness, and costing more money. They are fostering the greatest customer support experience
in the market by recruiting the appropriate employee who appreciates both customers and co-
3

workers of Farmbox. They might as well advise potential consumers to deal with the competitors
if they don't have the correct person in a customer service function, because that's precisely what
they'll do (Murray, 2017). According to studies, interviewing alone isn't necessarily the most
reliable approach of selecting the correct individual for the position, particularly if interviewers
are inexperienced. Including selection tests improves the process's predictability of Farmbox.
Issues faced by the firm in context to on boarding procedures.
Lower Employee Morale:
Other negative consequences of not having a complete on boarding programme include
decreased employee engagement, lower employee confidence, a lack of trust within the business,
and missed revenue objectives.
Employee morale is a quiet enemy of production and effectiveness in the Farmbox. Employees
who are depressed and disinterested may fulfil deadlines, but their work will be substandard,
unimaginative, and unimaginative. Furthermore, low staff morale spreads quickly. This is worst
staff morale killer: The major reason of low morale, according to 33% of human resources
managers polled, is a lack of communication of Farmbox. Employees will feel unsettled and
confused if they don't know precisely what they should be performing for a specific activity.
Workplace morale relates to workers' attitudes and thoughts about their occupations, and it is
critical to a company's success. Low staff morale of Farmbox can make it difficult for a company
to achieve its long-term objectives, as well as lower production, more staff turnover, and reduced
profits.
Lower Employee Management:
Other negative consequences of not having a complete on boarding programme include poorer
employee morale, lower levels of employee engagement, reduced employee trust, a lack of
confidence within the Farmbox, and missed revenue objectives. Employee morale is a quiet
killer of productivity and effectiveness in the workplace. Employees who are depressed and
disinterested may fulfil deadlines, but their work will be substandard, uninspired, and
unimaginative. Furthermore, low staff morale spreads quickly (Kolarič, 2019). This is by far the
worst staff morale killer: The major reason of low morale, according to 33% of human resources
executives polled, is a lack of communication in Farmbox. Employees in the selected
organisation will feel unsettled and confused if they don't know exactly what they should be
performing for a specific activity.
4

TASK 2 - Defining HRM recruitment and selection models and theories.
One of the recruitment and selection theories for human resource management is Organisational
life cycle theory. It is described as the organisational life cycle is a theoretical model based on
the changes that occur as organisations age and evolve. Organizations, like live organisms, rise
and decay in predictable patterns (Lee and Edmondson, 2017). The organisational life cycle
(OLC) is a paradigm that asserts that enterprises proceed through a predictable series of
developmental phases throughout time. The study of organisational growth and development is
tied to this approach.
In Case of Farmbox, characteristics of this firm change as the company grows from genesis to
high-growth to maturity, as the company's internal resources and skills evolve. The
organisational life cycle (OLC) is a paradigm that asserts that enterprises proceed through a
predictable series of developmental phases throughout time. The study of organisational growth
and development is tied to this approach.
In the realm of business and management, workplace learning is seen as critical to a survival or
competitiveness of Farmbox. However, organisational constraints such as corporate goals,
management styles, and limited internal resources and competencies constantly influence how
organisations implement workplace learning. According to organisational life cycle (OLC)
theory, Farmbox perceptions of quality as the business grows from conception to high-growth to
mature, and the organisation's internal resources and capacities improve. The dynamics of the
organisational life cycle have been studied in the literature, and little is known about how they
can relate to workplace learning. The study synthesises the OLC literature and identifies three
basic stages for big and small businesses to construct distinct patterns of workplace learning
practises, opening up a new avenue for academic evidence.
Because of assumption and prescription of Farmbox, the organisational life cycle is an essential
model (Dieguez, Conceição and Fernandes, 2017). The model's concept is that, depending on the
stage of growth in which the business of Farmbox finds itself, requirements, opportunities, and
risks both inside and outside the business firm will vary.
One of the model used for recruitment and selection models of human resource management is
Recruitment process outsourcing which is as companies explore for methods to optimise their
5

internal processes, recruitment process outsourcing is becoming more common. The corporation
outsources the whole recruitment process under this arrangement.
It can reduce the time it takes to hire while easing the burden on the in-house HR team of
Farmbox. As a recruiter, it implies focusing on the business of Farmbox total personnel
requirements rather than simply the function.
Internal and external elements are considered while developing an organization's strategy in
order to create strengths, threats, strengths, and weaknesses, as well as to decide the
organization's various goals and tactics at various levels. The organisational lifecycle chart,
which is divided into four stages: creation, infant, adolescence, and senility, is one of the most
useful tools for determining the current state of an organisation by studying its behaviour and
contributing to the better development of strategies, marketing, and financial plans, among other
things. One of the obstacles that obstruct the successful implementation of the related strategy is
executives' disregard for the organisational lifecycle chart (Arora and Sinha, 2019). The life of
the organisation is examined in this research, as well as its influence on strategy formation. The
population of this research is the Iranian banking system, and the statistical sample is specialists
in the Iranian central bank, with data collected using a questionnaire survey.
An external service provider assists an internal recruitment procedure of Farmbox under this
recruitment paradigm. This supplier can give its own services or take into account the company's
personnel, services, technology, and reporting systems. The RPO partner is fully responsible for
all aspects of the project, including sourcing, scheduling, interviewing, accepting offers, and
completing all criteria. Furthermore, the organisation does not need
to manage its own requirements team, which is a significant cost-cutting benefit of Farmbox.
Recruitment process outsourcing gives the Farmbox the strategic advantage it needs to
streamline talent acquisition. Farmbox must identify the appropriate talent at the appropriate
moment. They must also manage expansion and downscaling in response to demand and flows.
Outsourcing the recruitment process results in lower turnover and higher quality hiring for
Farmbox. A more uniform recruiting procedure also improves the reputation of Farmbox as an
employer, attracting top people.
In most cases, an RPO will be in charge of the whole company's human resources, processes, and
reports (Earley, 2017). As a consequence, they claim control of the hiring process and accept
responsibility for outcomes. Because they have a stronger stake in delivering outcomes for
6

Farmbox, an RPO is more of a partner than a recruitment business. When they have a solid RPO
connection, recruitment efforts will be much more effective. RPO also has a number of long-
term strategic advantages. Outsourcing the recruitment process results in lower turnover and
higher quality hiring. A more uniform recruiting procedure also improves firm's employer brand,
attracting top people to Farmbox.
Recruiting can be difficult for anyone working as a hiring manager for a company, whether they
are hiring remote employees or in-house employees (Brønn and Buhmann, 2018). Finding
suitable applicants, finding someone who fits the company's culture, finding someone who works
well with management and team members, and recruiting an employee who will stay loyal to a
brand are all issues. A recruiting manager will benefit from an RPO's assistance with everything
from writing the correct job description to reviewing the entire process and everything in
between. They may rely on professional recruitment services to bring someone through the door
who is approved by Farmbox, hiring manager, and RPO.
TASK 3- Assessing the appropriateness of Models.
Understanding the organisational life cycle has become critical so that the owner and his
management may do all possible to keep and grow Farmbox. The symptoms that relate life cycle
theories to the selected organisation are recognised by experienced executives.
It is simpler to comprehend the stage of Farmbox is in and the sorts of problems they are having
and may experience at that point of the life cycle when they have credible comparisons. This
knowledge will equip them with the knowledge they need to comprehend the many difficulties
and concerns that Farmbox may encounter during each cycle. The new viewpoint will assist
management in creating plans for dealing with difficulties and responding to workplace choices.
The knowledge that management acquires from studying the theories of the organisational life
cycle of Farmbox aids them in prioritising and resolving difficulties (Cahill, 2017). It also assists
systems in smoothly evolving and progressing to the next level.
Because of ambiguous responsibilities, uncertain priorities, disputes, frustrations, and individuals
living in the Farmbox, if management of this firm is unable to take feasible initiatives, the
company may experience decline or stagnation.
It is true that while attempting to comprehend a given stage of a system, age is irrelevant since
what counts most is the nature of the system's present actions and its viability in the current
7

environment of Farmbox. This will indicate the stage it is in, allowing suitable actions to be done
to make that phase more productive, valuable, and enjoyable.
It is beneficial to include recruiting in major corporate strategy choices in order to create
reasonable cost and time goals of Farmbox. If they aren't, recruiting can tell how long it will take
to find those individuals and, as a result, how long it will take to implement company plan. A
successful recruiting and selection strategy not only meets the job needs, but also guarantees that
a selected organisation in relation to approach for all employees is upheld. Following such a plan
will allow Farmbox to recruit the top prospects for the company.
When a corporation outsources all or part of its permanent recruiting, it is known as Recruitment
Process Outsourcing (RPO). An RPO provider might work as an expansion of a firm's HR or
resourcing department, operating on the selected organisation premises and delivering a
comprehensive hiring solution. RPO also has a number of long-term strategic advantages.
Outsourcing the recruitment process results in lower turnover and higher quality hiring
(Peterson, 2019). A more uniform recruiting procedure also improves Farmbox corporate image,
attracting top people to company. A company's ability to develop at a quicker rate might be aided
by recruitment and development. Simplified, effective recruiting procedures lead to higher, more
work engagement, giving you a competitive edge that has a direct impact on the bottom line for
Farmbox. Hiring that is efficient might help Farmbox develop at a quicker rate. Standardized,
effective recruiting procedures lead to higher, more engaged workers, giving your company a
competitive advantage that immediately improves the bottom line of a selected organisation.
8

RECOMMENDATION
It is recommended from the above report is that Farmbox can also use transaction cost theory as
according to this theory, the best organisational structure of Farmbox is one that maximises
economic efficiency while lowering exchange costs. According to the idea, each sort of activity
has coordinating costs associated with watching, regulating, and directing interactions. Corporate
governance and agency theory both include transaction cost theory. Rather than legal links
outside the Farmbox, it depicts governance structures as being focused on the net impacts of
internally and externally activities.
The agency understanding of governance assumptions is a version of transaction cost theory.
Rather than contractual links outside the organisation, it depicts governance frameworks as being
based on the net impacts of internal and external transactions of Farmbox. The structure of a firm
can influence its ability to regulate transactions and, as a result, expenses. It is in management's
best interests to integrate interactions as much as feasible in order to eliminate these expenses, as
well as the potential risks that come with them regarding pricing and quality for Farmbox.
9

CONCLUSION
It is concluded from the above report is that an organization's management abilities and functions
are critical attributes that may make or ruin it. The debate over which theory best summarises the
entire job is less significant than developing techniques to assist managers in tackling diverse
practical duties at work. In management, the control process is extremely important. It aids
managers in comprehending the status of certain programmes that are already in motion.
Managers can also assess if a project is on track and take the necessary actions to guarantee that
it is.
10

REFERENCES
Books and journals
Bonesso, S., Cortellazzo, L. and Gerli, F., 2020. Managing Innovation Through a Competency-
Based Approach. In Behavioral Competencies for Innovation (pp. 69-78). Palgrave
Pivot, Cham.
Murray, J.P., 2017. Managing the Transition to Microcomputers. In Handbook of: Data Center
Management (pp. 641-648). Auerbach Publications.
Kolarič, U., 2019. Promoting healthy arteries: diagnosing and managing PAD. Journal of
Community Nursing, 33(2).
Lee, M.Y. and Edmondson, A.C., 2017. Self-managing organizations: Exploring the limits of
less-hierarchical organizing. Research in organizational behavior, 37, pp.35-58.
Dieguez, T., Conceição, O. and Fernandes, Â., 2017. The challenges of managing the private
institutions of social solidarity: Experiences from Portugal. In Handbook of research on
managerial solutions in non-profit organizations (pp. 23-54). IGI Global.
Arora, H.N. and Sinha, R., 2019. Alchemy of Change: Managing Transition through Value-
Based Leadership. Sage Publications Pvt. Limited.
Earley, S., 2017. The role of the chief data officer: Managing expectations. IT
Professional, 19(3), pp.66-69.
Brønn, P.S. and Buhmann, A., 2018. Building and managing reputation: Current debates and
future directions. In At the Forefront, Looking Ahead (pp. 59-72).
Peterson, S.A., 2019. Advances in Information Technology Integrated with Strategic Direction.
In Advances in the Technology of Managing People: Contemporary Issues in Business.
Emerald Publishing Limited.
Cahill, B., 2017. Managing a Fiscal Crisis in the Midst of Merging Two Faith-Based Human
Service Agencies: A Teaching Case. Human Service Organizations: Management,
Leadership & Governance, 41(2), pp.186-197.
11

(Bonesso, Cortellazzo and Gerli, 2020) (Murray, 2017) (Kolarič, 2019) (Lee and Edmondson,
2017) (Dieguez, Conceição and Fernandes, 2017) (Arora and Sinha, 2019) (Earley, 2017) (Brønn
and Buhmann, 2018) (Peterson, 2019) (Cahill, 2017)
12