Managing Workforce Diversity: ESS Support Services LLP Case Study

This report provides a comprehensive analysis of workforce management practices, specifically focusing on ESS Support Services LLP. It begins by highlighting the numerous benefits of a diverse workforce, including improved creativity, better decision-making, enhanced product quality, an...Read More

MANAGING WORKFORCE
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[Year]
CASE OF ESS SUPPORT SERVICES LLP
STUDENT DETAILS
[Company name] | [Company address]

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Table of Contents
A. Benefits of Diverse workforce within the organisation........................................................2
B. Factors that can affect an organisation’s approach to talent planning...................................3
C. Factors that can affect an organisation’s recruitment and selection policy...........................4
D. Methods of Recruitment and Selection.................................................................................5
E. References..............................................................................................................................6

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A. Benefits of Diverse workforce within the organisation
Having a diverse workforce within the organisation results in various benefits to the
organisation. As employing a diverse workforce within the organisation results in a mix of
the workforce in terms of gender, age, religion, culture, experience, or personality. Such
workforce contributes towards the success of the organisation in many ways. A diverse
workforce contributes towards improved creativity within the organisation, as people from
diverse backgrounds have their own experiences, and knowledge and capabilities, and when
such diverse people are included within a team they contribute towards creative and
innovative ideas within the organisation (Saxenaa, 2014).
ESS Support Services LLP has received a Workforce Innovation Award, by adopting a
diverse workforce within the organisation and recognised creative and strategic efforts to
overcome challenges within the organisation (Compass Group Plc, 2017). Having a diverse
workforce helps in better decision making, as the employees from diverse backgrounds
came up with different ideas and solution for a problem within the organisation, therefore
effective engagement of diverse workforce within the organisation improves the decision
making within the organisation (Hunt, et al., 2014).
Organisations having a diverse workforce are preferred as a good and socially responsible
organisation and develop goodwill within the industry as in the view of employees. ESS
services are currently the world’s leading food and support service provider with more than
509,000 employees working in around 50 countries (ESS Support Services, 2019).
Organisations employing a diverse workforce within the organisation contributes towards
improved product quality and innovation within the products produced within the
organisation. ESS has been recognised as an organisation focused on providing quality
services to its clients (Compass Group Plc, 2017).

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B. Factors that can affect an organisation’s approach to
talent planning
Recruiting and retaining the talents within the organisation is required to deliver the best and
satisfactory services to the customers and to be a leader within the industry. Certain factors
affect the talent management within an organisation such as the internal management, as the
internal management within the organisation is responsible in providing various training and
development opportunities that would improve the employee’s skills and help the
organisation in retaining them. The cost being incurred in retaining the employees, as the
employees are required to provide with timely training sessions which incur a cost for the
organisation. so, organisations focus on the cost factors while deciding upon the talent
management within the organisation (Hewitt's Human Capital consulting, 2008). At ESS the
management focuses on providing its employees with the training and development
opportunities so that the employees can be retained and the productivity within the
organisation can be maintained.
The government has influence over the workforce management within the organisation, as
the government focus on the organisation’s workforce management and ensures that the
organisation is providing opportunities to the candidates from different backgrounds within
the society. The organisational culture also influences the organisation’s approach to the
talent management, as the employees like to work within the organisation, where they have a
sense of job satisfaction and a culture that promotes satisfaction among the employees. ESS
services maintain an organisational culture that promotes innovation and creativity and
focuses on recruiting the diverse workforce within the organisation (Compass Group, 2018).

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C. Factors that can affect an organisation’s recruitment
and selection policy
ESS support services LLP is among the world leaders in providing support services.
Therefore, it is required that the organisation should focus on developing its talent planning
process so that they can acquire the workforce that can meet today’s industry requirements
and lead towards organisational goals. The talent planning at ESS can get affected due to
certain industry as well as organisational factors. The availability of a diverse workforce,
ESS services are focused towards recruiting the diverse workforce within the organisation,
therefore availability of such candidates from different backgrounds are required to be
analysed before talent planning.
The cost of acquisition, the cost that is being incurred by the organisation in hiring and
training of an employee within an organisation also impacts the talent planning process. as
the organisation focus on setting up a budget that would be expended in the recruitment
process (Schiemann, 2014). The job profile influences the talent planning of an organisation,
as depending upon the job profile the organisation focus on the skills and qualifications that
would be present within a candidate.
The market supply and demand for the organisation products and service also impacts the
talent planning process. ESS services are the world’s leading service provider and are
focusing to improve their business performance and to expand their business operations,
therefore there would be more requirement of workforce, so the organisation is required to
develop plans to ensure that the required workforce and with the required skills are available
within the industry (Islam, et al., 2010).

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D. Methods of Recruitment and Selection
Recruitment is the process of identifying and attracting the potential candidates for a vacant
position within an organisation. Recruitment can be done through various methods depending
upon the situation and organisational requirements. Internal Promotions, organisations
prefer internal promotions in case of managerial positions, as the employee working within
the organisation has better experience and knowledge as compared to the candidate hired
through external promotions, in such case companies promote their existing employees to
higher positions. Online advertisements through social media and websites, organisations
prefer such methods when there is a need for a large workforce within a small period. As a
message on social media spread quickly and attracts a large number of candidates. Through
Recruiting Agents, in cases when the organisation does not want to include in the recruiting
activities and want to focus on interviewing and analysing the suitable candidate, the
organisations take help of agents for procurement and attracting the potential candidates
(Green, 2019).
The selection process involves selecting the best from the available candidates that have been
sourced through the recruitment process. Mostly the organisations prefer Direct interviewing
of candidates to evaluate and select them so that they can effectively evaluate their soft skills
and presentation skills. Selectors sometimes prefer the use of Assessment Centres to judge
the candidate’s ability for the respective position. Organisations use such tools to evaluate the
candidate based on the tasks designed according to the job requirements (Green, 2019).
Group Activities, organisations prefer to use such methods in the case when the job role
requires the candidate to perform in teams and provide profitable results to the organisation.
as such methods involve assigning a group task to the candidates and based on the result of
the activity their efficiency for the job role is being evaluated.

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E. References
Compass Group Plc, 2017. Annual Report, United Kingdom: Compass Group.
Compass Group, 2018. ESS recognized as one of the achievers 50 most engaged workplaces
in North America for 2nd year in a row. [Online]
Available at: https://www.compass-canada.com/tag/ess-support-services/
[Accessed 07 January 2020].
ESS Support Services, 2019. About Us. [Online]
Available at: https://www.esskazakhstan.com/about-us
[Accessed 07 January 2020].
Green, M., 2019. Recruitment: an introduction. [Online]
Available at: https://www.cipd.co.uk/knowledge/fundamentals/people/recruitment/factsheet
[Accessed 07 January 2020].
Green, M., 2019. Selection methods. [Online]
Available at: https://www.cipd.co.uk/knowledge/fundamentals/people/recruitment/selection-
factsheet
[Accessed 07 January 2020].
Hewitt's Human Capital consulting, 2008. The State of Talent Management. [Online]
Available at: https://www.shrm.org/ResourcesAndTools/hr-topics/organizational-and-
employee-development/Documents/hciLibraryPaper_79300.pdf
[Accessed 07 January 2020].
Hunt, V., Layton, D. & Prince, S., 2014. Diversity Matters, U.S: McKinsey & Company.
Islam, N., Habib, M. W. & Pathan, R. K., 2010. Factors Affecting the Recruitment and
Selection Process of Private Commercial Banks in Bangladesh. The Journal of Global

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Commerce, 2(4), pp. 1-8.
Saxenaa, A., 2014. Workforce Diversity: A Key to Improve Productivity. Procedia
Economics and Finance, 11(1), pp. 76-85.
Schiemann, W. A., 2014. From talent management to talent optimization. Journal of World
Business, 49(2), pp. 281-288.