Using Information in Human Resources - Key Stages of the Research Process - Management Assignment Help

Assignment Task:

Activity 1

Your CEO has asked each departmental head to undertake a critical review of their systems, processes, and practices as part of a major organizational change agenda.  You have been asked to review an area of HR/business practice and present a business report to key stakeholders with recommendations for improving practice.  To provide the basis for your report, you have been asked to conduct a critical review of information sources relevant to the area of practice. You should: 
 ? Select an area of HR/business practice and give the reason for your choice    
 ? Undertake a critical review of different information sources (at least four) e.g. research digests, academic and professional literature, online databases, key texts relevant to the selected area of practice.    
 ? Draw meaningful conclusions from the review of the different information sources.    
? Make justified recommendations to named stakeholders for sustaining and/or improving practice.     
 
Your report structure should include: 
? Title page (report title and their name, submission date)    
? Executive summary (overview, methods of analysis, findings, recommendations)    
? Table of contents (list of numbered sections)    
? Introduction (terms of reference)    
? Main body (headings and sub-headings – these could be for each information source reviewed). Candidates should use a mix of narrative and diagrammatic formats to present their findings.    
? Conclusions     
? Recommendations    
? Reference list/Bibliography    
? Appendix if used i.e. information supporting their analysis but not essential to its explanation.    
 
Activity 2 
a. Summarise the key stages of the research process.  
b. Compare two different research methods. 
 

Introduction  

Recruitment and selection play significant roles in ensuring organization performance. Notably, the recruitment and selection of workers occur not only to replace existing vacant positions in a firm but also to provide a workforce that can demonstrate high-performance standards.  
 
On this note, it is important to screen potential candidates to ensure that they possess the required skill, culture fir, attitude, and knowledge in performing allocated tasks to improve the performance of the organization. Failure of human resource managers to ensure a competent workforce while performing recruitment and selection processes leads to the hiring of bad hires incapable of contributing to the organization’s goals and objectives.  
 
This report seeks to provide a summary of recruitment and selection processes in view of the discussed literature review sources on the same. The report critically reviews information sources by different authors on a major factor that influences the success of recruitment and selection. It also gives an example of Zappos, the organization that has driven research studies on the HR practice of recruitment and selection.  
 
Recruitment and Selection  Bratton & Gold (2017) provide a differentiation of the two practices with clear links by defining recruitment as a process of developing a pool of potential employees to apply for employment in a company.  
 
Selection refers to the process by which managers use specific tools in identifying qualified employees form the available pool of potential employees or applicants. Both processes involve a pool of potential employees or applicant. However, Rees & Rumbles (2010) argues that although there is a close relationship between the two HR practices, they require different skills and expertise. Today, organizations can choose to outsource the selection process to an agency thus treating the two practices separately.  
 
Over the years, organizations have gradually shifted from traditional practices of recruitment to online recruitment. However, most recruiters who have embraced online recruitment complain of the flood of unqualified applicants. Chapman & Webster (2003) argues that online advertising of vacant positions results in increased unqualified applicants. Consequently, the deluge of applicants inflicts considerable costs to the company in cases where the company fails to establish an effective and efficient screening technology. Lievens & Harris (2003) argues that human Resource Managers in organizations need to emphasize the need for an integration of efficient screening tools in online recruitment as well as other forms of recruitment such as through interviews and resumes.  
 
It is clear that recruitment is of significant value to an organization, but there is need to incorporate efficient screening tools to create a positive outcome in the recruitment process. Managers who use online recruitment should therefore incorporate recruiters with screening expertise and skills to scrutinize applicants’ resumes, skills, personality, and their attitudes to determine if the applicants fit the culture present in the organization (Lievens & Harris, 2003). Furthermore, the Human Resource should source for any other approaches before sticking and devising to one strategy or specific tool to use for screening purposes in recruitment processes in the organization. 

Recruitment and Selection at Zappos  There are major reasons why Zappos needs to evaluate its recruitment and selection processes. Firstly, Zappos needs to fill vacant positions after massive turnovers with the right technical employees fitting in the corporate culture (Harvard Business Review, 2018). However, due to the holacracy management style introduced by Zappos’ CEO, Mr. Hseih applicants are afraid of whether to succeed in accessing the recruitment portfolio of Zappos leave alone being able to work in the newly introduced system (Harvard Business Review, 2018).  
 
Notably, employees currently working in the organization are frustrated and confused by the new management approach introduced. Zappos needs to enhance its recruitment strategies as well to acquire a talented workforce that will not only qualify for and after recruitment but will be able to work under Zappos holacracy management system, culture, and core values.  
 
Secondly, primary research within the organization has revealed that employees have little faith in the current recruitment and selection system. To increase the reliability of this research a deeper dive into the issue undertaken through the questionnaires issued in the organization provided a clear insight on the issue. According to Harvard Business Review, (2018), Zappos human resource management has acquired feedback from the questionnaires that not only does holacracy affect employees in the company but also those seeking to apply for jobs at Zappos. Notably, the company has suffered losses of $100 million due to bad hires acquired through an ineffective recruitment and retention process (Harvard Business Review, 2018).  
 
Lastly, Zappos needs to devise ways to incorporate social media in recruiting. Through using social media in recruiting, the company can replace the massive loss of talented and qualified employees. Based on the internal feedback cited above, the report focuses on various aspects of screening in recruitment and selection processes. 

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