Statement of Research: HR, Recruitment, Retention, and Privacy Study

This statement of research explores the critical areas of recruitment and selection, employee retention, and employee rights and privacy, highlighting significant gaps in existing literature. The student's work identifies the need for further research on enhancing employee privacy to foster a positive workplace culture and improve employee satisfaction. It also critiques traditional recruitment methods, advocating for innovative strategies to select and retain suitable candidates, focusing on the impact of these practices on workplace dynamics. The research emphasizes the importance of addressing unanswered questions related to employee privacy, internal communication, and the latest methods for employee selection, ultimately aiming to provide recommendations for future talent management practices. The student points out the lack of focus in the literature on these important aspects and stresses the importance of addressing these gaps in future research.

Running head: STATEMENT OF RESEARCH
Topic: Statement of Research
Name of the Student:
Name of the University:
Author’s Note:

1STATEMENT OF RESEARCH
Introduction
A preliminary literature review has been conducted by focusing on the topic Recruitment
and Selection, Human Resource Retention, and Employee Rights and Privacy. Emphasizing on
talent management either through internal sourcing or through external agencies is one of the
most important decision-making stakeholder management approaches that constructs
organizational sustainability. The first stage for talent acquisition is recruitment, which helps in
accumulating pool of suitable candidates. Through series of tests the most suitable candidates are
selected, who are finally placed in an organization. Later strategic initiatives for retaining those
candidates are actualized that help in employee retention. On the other hand, employee right and
privacy maintenance indicate their satisfaction and unbiased flow of performance. Often it is
found that proper employee privacy is ignored by organizations, which showcases negative
workplace culture and eventually this raises question on the type of employees who were
recruited and the effectiveness of employee privacy policies that are maintained.
Literature Gap
Considering the literature and the articles that were reviewed earlier, it has been found
that the authors mostly highlighted the process of recruitment and selection and the considerable
impact. The sources of recruitment, impact of workplace flexibility, impact of workplace
communication, impact of rewards and recognition, impact of individual differences between
employers and employees and suitable employee retention policies that are common among
organizations are well explored and analyzed. However, considering the main topic, it is clear
that authors did not focus of enhancing employee privacy for retaining them. Moreover, even
though all areas of recruitment and selection has been described but future recommendations

2STATEMENT OF RESEARCH
that might help in recruiting candidates based on employee background and behavior, which
perhaps might not affect workplace culture has not been described.
Literature Gap 1: Enhancing Employee Privacy
The entire research is comprised of three core areas, which are recruitment and selection,
employee retention and employee right and privacy. Therefore, there must have been well
discussion on employee privacy maintenance. At many occasions, especially while considering
employee retention, it is quite important to illustrate a positive workplace culture. However, if
the internal stakeholder management policies are biased, surely this will create dissatisfaction
among associates. Therefore, there is the need for further research to identify the impact of
improper employee right and privacy policies. The focus should be made specifically on the
employee performance, employee satisfaction and workplace culture. Certain unanswered
questions such as how to improve employee privacy, how to improve internal communication
and what is the importance of code of conduct need to be addressed.
Literature Gap 2: Candidate Recruitment Recommendations
The literature review provided enough ideas regarding recruitment and selection however
those were mostly what the companies are currently following. Most of the selection procedures
have been found to be traditional methods. Therefore, it can be said that no suitable
recommendation has been provided, which might have been considered as better strategy for
recruiting employees. Even after selecting candidates it is quite common that in the initial three
months there is high tendency for attrition. Therefore, here the question arises as whether right
employee selection has been done. On the other hand, those candidates who are the wrong
selection often creates negative workplace culture. The gap that here exists is that the authors did

3STATEMENT OF RESEARCH
not provide innovative strategy for recruitment and selection. The research needs to identify new
ways for selection based on which the most suitable candidates can be selected and retained for
longer time. Certain unanswered questions such as what is the best selection procedure through
which most suitable candidates can be recruited and what are the latest psychometric tests that
might help in understanding candidate behavior at the time of selection need to be addressed.
Conclusion
The literature review that has been conducted earlier has been found to lack in providing
suitable recommendations for future talent management. The authors were quite descriptive
while analyzing the recruitment and selection procedures. Therefore, the two main literature gaps
that has been identified here are ways through which enhancing employee privacy can be
justified and the latest recommendations for recruitment and selection, which will be beyond
traditional approaches. The unanswered questions related to the impact of employee privacy on
employee satisfaction, workplace culture and internal communication need to be discussed. On
the other hand, questions related to latest methods for employee selection must be discussed in
the final research. These gaps are extremely crucial to be addressed in future research as most of
the authors ignored reflecting on such literatures.