HUMAN RESOURCE MANAGEMENT
Recruitment is the first step in the process of hiring employees for the organization. The primary purpose of the recruitment is to attract and identify the potential candidates for the organization and includes different activities and practices carried out for attracting people for the organization by the organization. With the passage of time multiple things have been changed, and this uncertainty is certain. Organizations are making more advanced attempts to have talented workforce in their organizations in order to be sustainable and profitable. Recently significant enhancement has been analyzed in the utilization of the internet for the process of recruitment. Different companies prefer the e-recruitment process for the selection of employees rather do traditional methods. This has results in the growth of e-recruitment. Several researchers has been provided evidences. According to them, online recruitment is getting popularity due to the lower cost and time saving factor; and both recruiters and job seekers are using this forum widely across the world. However, several studies have been presented for the elaboration of the effectiveness of online recruitment (Dhomija 2012).
The aim of this section is to make a detailed analysis on online recruitment and for this purpose, three organizations have been chosen such as Tesco, Sainsbury, and Marks and Spencer. Through these online organizations, online medium has been utilized widely for recruiting the employees. Each organization’s website impression, image they portray, key information, and how expectations are set about work by them have been analyzed.
There are several things that make the impression on visitors. These include associations, quality of content, accessibility, clarity of purpose, navigation ease, quality of image and photos, load time, colors and so on. Good impression is essential in order to attract employees. The overall impression of the website of Tesco is good for applicants. Tesco has a very highly structured website, and they classified their vacancies efficiently that are based on the categorization of locations such as inside the store jobs, center jobs, offices jobs, and inside Tesco jobs. Tesco provides immense ease of navigation to their applicants. Even applicant at the beginning of their career can find out job vacancies by clicking on the tab of “ early career”. Candidates who have started their career and searched for another opportunity at Tesco can find opportunities by clicking on “ career center”.
Tesco portrays the positive image on applicant’s mind by assuring that they will get a chance to build their career at Tesco. Company welcomes fresher’s and mid-career people warmly and present different values for them very effectively. The company offers fresh graduates special deals and 20% paid holidays and exciting opportunities to build their career through training and development.
Under the name of the position candidate is applying for, Tesco detailed the job responsibilities that are required to perform if applicant apply for that particular position. Under every job title, the range of responsibilities has been communicated that sets the expectations about the work.
Recently on 17th November, company has started a “ the Tesco youth academy” in order to help youngsters in building their skills essential to succeed. On 14 November 2014, a new program has been introduced to help diabetes patients.
Sainsbury is an online retail store, company was found in 1869; company is operating 1200 convenience stores and supermarkets and employees are 161000 (Sainsbury, 2014).
The overall impression of the website is excellent and admirable, and the ease of navigation on this site is excellent for applicants. Applicants can choose the position where they want to work and can apply accordingly. Company attracts applicants through communicating the benefits that include long and short-term benefits (Sainsbury, 2014).
Company portrays the positive image of their employees that enables the company to make a positive influence on the applicants. Company presents values to the applicants through the communication of facilities that are provided to the employees who are associated with the organization, and Sainsbury is better in presentation values as compared to Tesco.
Company can set highest expectations about work. Under the header to each position the responsibilities that will be applied have been discussed by communication that what members are working in the organization do, under this particular position. Company does not provide in depth details of requirements, but the core expectations have been communicated in well manners that are enough to aware applications about work expectations.
Sainsbury’s made call for applicants for “ the big data agricultural research and development grant” (Sainsbury, 2014). Applicants want to associate with the organizations that have a strong position and through exploring the awards and rewards company gained; they communicate that applicants are going to associate with a strong entity. That encourages applicants to apply for the opening positions.
– Marks & Spencer
Marks & Spencer was a single market stall that later appeared as a multichannel retailer; it was founded in 1984. Company has its operations in 50 territories and has approximately 86000 employees across the world.
The overall impression of the website is good the wide range of categories has been presented at the top of the website. However, applicants can find data regarding the job description after making some efforts. Website allows applicants the ease of applying for a job through online form that is easy to fill and does not contain long procedure.
Key information for applicants can be the status of the company of salary and reward options. Company provides competitive salary options to its employees. Marks and Spencer’s working hours are more than others, and they do not pay for extra work (Job Crowd, 2014).
These websites present the great example of online recruitment and present the same patterns. Therefore, these websites can be followed as a guideline when making and attempt to recruit people online.
Our writers will create one from scratch for
The aim of this section is to introduce the different ways of motivation through which employees can be motivated. In this section, different theories of motivation have been discussed, and some suggestions have been made to motivate employees.
Motivation is a process that guides, initiates, and maintain the goal-oriented behaviors. It is a process through which efforts of a person are energized directed and sustained towards the achievement of goals and generally speaking it involves all efforts that are exerted towards a goal (Robbins & Coulter, 2007). Motivation has been an important factor for all organizations and had central value in human resource management practices. Several researches have been conducted on this topic, and it has been determined that in order to have productivity and positivity in profit, it is essential to have motivated workforce. Even in several researches it has been encountered that motivated employees are more engaged and work in the favor of the organization as compared to those who are not motivated. Motivation is an important factor that plays a key role in organizational success and allows organizations to have positive growth in sales and profitability. Several theories have been presented in this domain. For example, Maslow’s hierarchy of need theory, McGraw theory of motivation that is known as theory X and Y, and Herzberg’s two-factor theory. Moreover, three need theory such as goal setting theory, reinforcement theory, equity theory, and expectation theory are also presented. Most of them share the concept of Maslow’s hierarchy of need theory (Robbins & Coulter, 2007).
McGraw theory of motivation is based on five needs of human. According to the theory, an employee can be motivated through satisfying these five needs. These needs are physiological needs, safety needs, social needs, esteem needs, self-actualization needs (Parthasarathy n. d). McGraw hill presents the two assumptions of human nature X and Y. Theory X involves the assumption that people dislike work, lazy and avoid to take responsibilities must be punishing in order to motivate them. However, theory Y includes the assumptions that employees are creative, like innovative work, and ready to take responsibilities should be rewarded. Two-factor theory includes that intrinsic factors are related to job satisfaction and motivation, however, extrinsic factors are associated with job dissatisfaction extrinsic factors are known as hygiene factors and intrinsic are known as motivators. Extrinsic factors are external factors that de-motivate employees such as work environment, employee, and management relationship, etc. According to reinforcement theory behavior, is a function of its consequences. Equity theory describes that employees compare their input to their output, which means they compare their efforts that the outcome they get in the result of these efforts. Expectancy theory includes that employees behave according to their expectations that means the act of employees will be followed by the given outcome and on the attractiveness of that outcome (Walker & Miller, 2009).
Motivating the right candidate is essential for management and motivation factors vary with persons. It is not necessary that the factor that motivates one will motivate other as well. It has been encountered that it is not necessary that people always get motivated by monetary rewards (Sundheim, 2013). For example, some employees motivate by having challenges, some by innovation, some by rewards and some by recognitions. Therefore, it is vital for managers to understand the requirements of employees while designing a plan for motivation. They must learn that what factors drive people.
In the case of Thai weavers, Pok made a motivation plan that he will provide 10% premium to those who speed up the manufacturing of carpets. However, it has been encountered that most of them are not interested in this reward. Very few changed their behavior, and others are completing their assigned work in more than a limited time and making constant delays. Due to delays Pok has to face penalties from the buyers. Therefore, it is necessary to encounter that what is the reason of this negligence. May weavers do not have enough resources or they are not interested in current rewards. If I stuck in this condition, analyze the situation and design the rewards system accordingly in order to motivate the employees. However, if workers are not interested in doing work and deliberately doing their work late then I must prefer to adopt carrot and stick theory. Therefore, I advice Pok that if weavers have enough resources and they are not taking their work seriously or performing lazy, then Pok should change the strategy. Pok must adopt the “ carrot and stick” method of motivation. This means that he should find out the people who are not interested in doing their work on time and should punish them in order to motivate them. As pay cuts and fear of losing job can encourage them to do work in a specific time. Second option is that, penalties that have been charged to Pok due to delays in work. These penalties can be transferred to the weavers that are making constant delays. With this technique, Pok will be able to make the deliveries on time. Everything has some pros and some cons, and nothing is perfect. Therefore; at the time of making these steps it must be considered that a lot of cuts can de-motivate employees as well, and this trick can lead the Pok towards the disastrous condition. Therefore, strategies must be formed very carefully. The promise that workers will be rewarded if they perform good. This promise will encourage the existing performers. On the other hand, the fear that if work is not completed at time then they will get punishment. This idea will encourage and motivate the employees or workers who belong to theory X (do not like work and take responsibilities).
Dhamija, P. (2012). E-recruitment: a roadmap towards e-human resource management. Journal of Arts, Science& Commerce, vol. 3, no. 2, pp. 33-39.
Galanaki, E. (2002). The decision to recruit online: a descriptive study. Career Development International, Vol. 7, No. 4, pp. 243-251
Gopalia, A. (2014). Effectiveness of Online Recruitment and Selection Process: A Case of Tesco. Available from: http://www. pbr. co. in/brochure/0002. pdf [Accessed November 30, 2014]
Hart, C., Doherty, N & Ellis-Chadwick, F. (2000). Retailer adoption of the Internet Implications for retail marketing. European Journal of Marketing, vol. 34, no. 8, pp. 954-974.
Job Crowd. (2014). Marks and Spencer Key Information. Available from http://www. thejobcrowd. com/employer/marks-and-spencer/interview-tips [Accessed November 30, 2014]
Robbins, P. S & Coulter, M. (2007). Management 9th ed. Pearson Prentice Hal
Sainsbury. (2014). Call for applications for 2014/2015 Sainsbury’s ‘ Big Data’ Agriculture Research and Development Grant. Available from http://j-sainsbury. co. uk/media/2304417/2014%20Sainsbury%27s%20Agriculture%20Research%20and%20Development%20Grant%20Application%20Form. pdf [Accessed November 30, 2014]
Sundheim, K (2013). What Really Motivates Employees?. Forbes, Available from: http://www. forbes. com/sites/kensundheim/2013/11/26/what-really-motivates-employees/ [Accessed November 30, 2014]
Walker, R. J & Miller. E. J (2009). Supervision in the Hospitality Industry: Leading Human Resources. John Wiley and Sons: United States of America.