Analysis of HR Strategies: Recruitment and Retention at FSB (Report)

This report analyzes human resource management practices at Fairfield School of Business (FSB), focusing on the recruitment and retention of qualified professionals. The report highlights the merits of conducting recruitment drives and emphasizes the importance of retaining employees based on their productivity. It also explores strategies to attract talent in higher education, such as conducting career counseling sessions, personal interactions, and seminars. Furthermore, the report discusses ways to provide a positive working environment, including adhering to employment laws and removing negative elements like harassment. The conclusion emphasizes the importance of professional interviews and performance-based retention strategies. The report is supported by several references that provide a broader perspective on the subject. The report is a student submission and is available on Desklib, a platform offering AI-based study tools.

HR

Table of Content
Introduction
Merits of recruiting and retaining professionals
Ways to attract talent individuals in the higher education
Ways to provide a working environment
Conclusion

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.

Merits of recruiting and retaining professionals
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.
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.

Ways to attract talent 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.
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.
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.

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.
 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.

Continue….
 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.
 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.

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
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.
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.
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.