ESS Support Service: Benefits of a Diverse Workforce Report

This report analyzes the organizational benefits of a diverse workforce, focusing on ESS Support Service. It examines how diversity enhances productivity, fosters creativity, and improves company reputation. The report identifies key factors influencing talent planning, including organizational size, recruitment policies, business growth, and company reputation. It also explores recruitment and selection policies, outlining three recruitment methods and three selection methods. Furthermore, the report details the purpose and benefits of the induction process for both employees and the organization, including a list of areas to be covered and the roles of those involved. The report utilizes references to support the findings and provide a comprehensive overview of the topics discussed. The report also touches upon the key factors that can affect an organization’s recruitment and selection policy, and the three methods of recruitment and selection.

Running head: Management
Management
Name of the Student:
Name of the University:
Author’s note:

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Organizational benefits of having diverse workforce (ESS Support Service)
ESS Support Service is a subsidiary company of Compass Group PLC which has
engaged itself with providing catering service to the isolated and harsh environment in large-
scale food service. It also engages itself in providing facility management. The primary clients of
the company are people residing in remote sites, defense and off-shore location around the
world. It is well-known for being the largest food service company in the world.
Diversity in ESS Support Service
The company aims at working together and to build a workplace where the workplace
environment is inclusive. The company allows diverse group of employees to participate,
contribute and contribute towards the organization. The company values and respect all the
employees with different perspectives, abilities, culture and preferences (Roberson 2019). The
company values diverse thoughts of their people and strive to take initiatives and creativity
within the organization and therefore follows in implementing effective diversity programs in the
organization. The company aims at recruiting people around the world
There are number of benefits of having diversified work culture in the organizations. In
the era of economic globalization, the companies aims at making efforts in order to achieve
diversified workforce. Diversity and inclusion in organizations provokes both intangible and
tangible benefits to the organizations (Roberson 2019). Employing workers from different
regions helps the organization to bring creativity and leads to greater reach to the business. It is
believed that heterogeneous groups intent to contribute more towards the organization. Diversity
would foster creativity and innovativeness in the organization and thereby helps to gain
competitive advantage.

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Increase in Productivity
Diversity in workforce have the potential to bring about competitive advantage and
henceforth increasing their productivity within the organization. The employers will have the
capability to solve more problem of the customer from different region in their own way. Since,
each and every person has their own ideal opinions and ideas to tackle a situation and obstacle.
The work diversity helps to increase morale values and upgrades a desire to work more
efficiently and effectively. The diversity in leadership in an organization allows the senior
management to foster new skills and methods for achieving unity within their teams.
Fosters Creativity
Diversity fosters creativity in the organization, a multi-cultural organization intends to
have multiple opinions and ideas. This approach leads to creativity in the organization.
Enhances Company Reputation
The company ESS became the most reputed food service company due to its diversified
work culture. When different people come together and work together from different region, the
company draws attention from different regions of the world as well (Page 2019). This approach
helps the organization to gain more attention and enhance the overall reputation of the company.
Identify and explain at least four factors that can affect an organization’s approach to
talent planning
There are many factors which could affect talent planning for example, the labor demand
in the organization, recruitment policy of the organization, the size of the organization and many

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more. In case of ESS Support Service the four factors which affect the organization’s approach
to talent planning are size of the organization, recruitment policy, growth and expansion of the
business and reputation of the organization.
Size of the organization: The size of organization reflects how big the company is and
what are the major operations of the business The ESS Support Service is big organization and
has expanded world widely which serves massive number of clients. According to the operation
and size of the organization the number of labor demand also increases in order to effectively
carry out all the necessary operation of the business.
Recruitment policy: The recruitment policy also plays a major role in talent planning. Thee
recruitment policy measures all the required apaches towards recruitment and selection and
therefore the company make the talent planning according to their policies.
Growth and Expansion: The Company ESS is a very reputed company which has its
expansion globally. As the company expands its business globally the number of labor and
employees increases accordingly and thereby affecting the talent planning of the organization. It
defines the type of employee which needs to be recruited in the organization justifying to their
job roles and duties.
Reputation of the organization: The organization commitment towards their employees
and each individual related to the company is a factor which can affect the talent planning
approach. The organization commits to indulge in fair and unbiased recruitment giving each and
every person an equal chance to participate avoiding discrimination. When the organization seek
to foster a philosophy of commitment then it is likely that employee searching employment other

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than committed company is less. Therefore, reputation of the company also acts as a factor
affecting talent planning in an organization.
The key factors that can affect an organization’s recruitment and selection policy
The recruitment and selection policy make sure that all the policies and procedures
related to recruitment and selection are not vague and are clearly defined to the each and every
member of the organization (Valenzuela 2019). The management make sure all the process and
procedures are performed transparently in the organization. The four factors that can affect the
organization’s recruitment and selection policy are:
The organizational Objectives and commitment towards the members of the organization
The polices of the government and the relevant reservation
The preferred source of recruitments
The financial and cost implications of the recruitment process.
Three methods of recruitment
The three types of recruitment which is suitable for the modern organization are:
Through inclusive job advertisement: the job advertisement helps the company to promote their
company and advert their job vacancy to the potential candidates (Dany and Torchy 2017).
Online Job portals: The online job portals such as Linkdln, Seek and other online portals. It is the
easiest way of recruiting candidates with less cost and effort.
Employee Referrals: Employee referral usually happens in case of internal recruitment.
The three methods of selection:
Through CVs, resumes: This are the written documents where all the necessary and relevant data
of the candidate is reflected.

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Online screening and general test of mental ability: this are basically the aptitude and reasoning
test.
Interviews: This is basically the last stage of selection.
Activity2:
Explain at least three purposes of the induction process and the benefits to both the
individual and the organization?
The induction process is a supportive and well-structured method of introducing a new
candidate into the organization. The induction process is done after the selection of the
candidates and when they become a part of the organization. The purpose of the induction
process are:
To make understand about the culture of the organization
The new employee needs to align with the workplace culture of the organization and assimilate
into their work culture. This would make them feel comfortable and understand the
organizational beliefs and values.
To educate the employees about their company policies
The employees must compliance with the organizational policies and procedures for example:
policies on safety, bullying, sexual harassment and other important policies of the organization.
For retention
The induction programs helps the new staff members to adjust with their new role and try to
make a smooth transition in to the business (Billot and King 2017). It also helps the management
to know the new candidates’ views and opinions towards their company.

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Benefits related to the employees and the company:
Employees: The employees will be able to know their rights in the company and their job roles
in the organization.
Organization: The induction program will bring reputation towards the company. It also saves
the business time and money for long-run as well developed induction process can be easily
replicated for coming new employees.
Produce a list of areas to be covered by induction, and note the roles of others who should
also be involved in the process?
The induction checklist is a document which covers all the areas of the induction process. The
areas which should be covered within the induction process are:
 Explanation of the business
 Introduction of the key members of the organization such as CEO, senior manager and
others executives.
 History of the company such as how the company started and who were the main players
of the company.
 Explanation of the employment condition
 Explaining about their pay roll
 Explanation on the various important policies and procedures of the organization. In
addition to that explaining about the employees’ rights in the organization and what
additional benefit the organization is providing.
 Elaborating about the work environment and the culture of the organization. The norms,
values and beliefs should be highlighted to the new staff.

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The people involved in the induction process is the human resource manager and senior manager
of the company.
The role of the human resource manager is to describe the company and the other aspect such as
employment contract. The role of the new candidate to ask questions and to be sure about all the
company data and benefits.

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Reference
Billot, J. and King, V., 2017. The missing measure? Academic identity and the induction
process. Higher Education Research & Development, 36(3), pp.612-624.
Dany, F. and Torchy, V., 2017. Recruitment and selection in Europe Policies, practices and
methods 1. In Policy and practice in European human resource management (pp. 68-88).
Routledge.
Page, S.E., 2019. The diversity bonus: How great teams pay off in the knowledge economy (Vol.
5). Princeton University Press.
Roberson, Q.M., 2019. Diversity in the workplace: A review, synthesis, and future research
agenda. Annual Review of Organizational Psychology and Organizational Behavior, 6, pp.69-88.
Valenzuela, A., 2019. Recruitment and Selection Process of Faculty in Higher Education
Institutions in the Philippines. Available at SSRN 3445566.