Selection follows the recruitment process- Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job.
Table of Contents
1.Introduction 300words- Katrina
1.1 Research Objectives
1.2 Description of the Organization
1.3 Research Methodology
1.4 Limitations
2. Organisational Findings 900 words- Andrea
2.1 Recruitment
2.2 selection
2.3 Retention
3. Comparison between relevant theories and the findings from your selected organisation 1200 words- Katrina
3.1
3.2
3.3
4. Recommendations and Conclusion 600 words- Andrea
6. Reference List
7. Appendices
1.Introduction (300 words)
1.1 Research Objectives
The aim of this report is to investigate and evaluate the recruitment, selection and retention strategies, policies and objectives at Arden Homes, identify areas of connection to the organisational HR strategies, policies and objectives and to make recommendations for the improvement of the recruitment and selection procedures.
1.2 Description of the Organization or organization profile
Arden Homes is a residential building company employing 85 permanent staff in its head office and almost as many subcontractors on sites.
In 2012, two partners with extensive experience in the construction industry commenced operation in a small area at the rear of a factory in an industrial estate. They had one staff member.
Today, the business employs 85 permanent staff in its head office and almost as many subcontractors on sites. Most of the growth has happened over the past two years at which time Arden moved to the ground floor of professional offices in central Berwick. Recently the business has taken over the first floor of the building and already seems likely to need more space in the near future.
1.3 Research Methodology
Our report methodology began with a detailed interview of the HR Manager to find out the recruitment, selection and retention processes at Arden Homes.
Secondary data was collected in the form of various publications. Literature searches on the selection and recruitment of newly qualified candidates in teaching and nursing (2005?2013) were conducted.
In addition to the primary data gathered through in-depth interviewees, the researchers also made use of multiple secondary sources (Yin, 2003), such as participant observation and analysis of organisational documents. This enabled the research to triangulate the findings and ground theory generation in a dynamic manner (Sieber, 1973). Some of the key secondary data sources included EEO policy documents and staff origins analysis provided by participants, data provided by four representatives of relevant professional, migration and employment based organisations and associations as well as participant observation at local business networking events.
1.4 Limitations
2. Organisational Findings (900 words)
2.1 Recruitment
2.2 Selection
2.3 Retention
3. Comparison between relevant theories and the findings from your selected organisation (1,200 words)
2.1 Recruitment literature 400w
Price (2007), in his work Human Resource Management in a Business Context, formally defines recruitment and selection as the process of retrieving and attracting able applications for the purpose of employment.
Recruitment can be regarded as the process of attracting candidates in sufficient numbers and with appropriate skill-sets and encouraging them to apply for vacancies within the organization
Smith et al. (1989) argue that the more effectively the recruitment stage is carried out, the less important the actual selection process becomes
-Internal recruitment?
Internal sources are primarily three – Transfers, promotions and Re-employment of ex-employees.
Benefits-
? Readily available to the organisation
? Saves time, money and efforts
? Informal recruitment method is a cost effective method for companies ‘(Corcoran et al. 1980; Granovetter 1995; Maim 1974; Marsden and Campbell 1990; Pissarides 1984; Rees 1966; Rees and Schultz 1970) argues that low financial cost is the primary reason that firms use informal method when compare to formal methods.
External recruitment? Research the benefits of both
– advertising
2.11 Recruitment at Arden Homes
Ardens methods of hiring illustrate the close connection between a company?s decision to promote from within and it?s decision to train potential managers.
Devaro & Morita 2013 argue that the decisions to promote internally as apposed to hiring externally are ultimately influenced by the size and quality of the talent pool in the lower ranks of an organization.
2.2 Selection 400w
-interview
Selection follows the recruitment process- Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job.
2.3 Retention 400w
as noted earlier in section, a study by?suggests
jones 2015 argued that? however, this is not supported by a later study by smith 2016 who found that
4. Recommendations (600 words for recommendations and conclusion)
5. Conclusions
6. Reference List
SECARA, CG 2016, ‘RECRUITION AND SELECTION OF HUMAN RESOURCES AT EDP GROUP’, Agricultural Management / Lucrari Stiintifice Seria I, Management Agricol, vol. 18, no. 2, pp. 103-106.
G?rxhani, K, & Koster, F 2015, ‘Making the right move. Investigating employers? recruitment strategies’,Personnel Review, 44, 5, pp. 781-800, Business Source Complete, EBSCOhost, viewed 1 October 2016.
DeVaro, J, & Morita, H 2013, ‘Internal Promotion and External Recruitment: A Theoretical and Empirical Analysis’, Journal Of Labor Economics, 31, 2, pp. 227-269, Business Source Complete, EBSCOhost, viewed 1 October 2016
7. Appendices
tables
point form
1.Introduction
1.1 Research Objectives
1.2 Description of the Organization
1.3 Research Methodology
1.4 Limitations
2. Organisational findings (approx. 30% of content)?Use sub-sections (with sub-headings) for each main item.
3. Comparison between relevant theories and the findings from your selected organisation (approx. 40% of content)
This section should be the main section of the report.?If there are gaps in organisational strategies and recruitment/selection/retention practices,
this needs to be discussed also.?Use sub-sections (with sub-headings) for each main item.
HRM60017 Talent Management ? Team Research Report
The Team Research Report must be written in a business report format. The following is a format that can be utilised (but there is room for some variations):
i) Title Page
ii) Table of Contents
iii) Executive Summary
1. Introduction (approx. 10% of content) 1.1 Objectives 1.2 Description of Company 1.3 Research Methodology 1.4 Limitations
2. Organisational findings (approx. 30% of content) Use sub-sections (with sub-headings) for each main item.
3. Comparison between relevant theories and the findings from your selected organisation (approx. 40% of content) This section should be the main section of the report. If there are gaps in organisational strategies and recruitment/selection/retention practices, this needs to be discussed also. Use sub-sections (with sub-headings) for each main item.
4. Conclusions and Recommendations (approx. 20% of content) Use sub-sections (with sub-headings) for each main item. Could provide a separate list of recommendations (depends on presented format).
5. List of References
6. Appendices
Note: *Only the Title Page, Table of Contents, Executive Summary, List of References and Appendices and are not counted in the word-count. *Point-form, Diagrams, Figures, Tables etc. may be used. *Your team may focus on Recruitment and Selection (and omit employee retention) if you think it would be more suitable. *Appendices may be referred to for the purpose of providing additional information, but will not be formally assessed. *See the unit outline ? as well as the marking rubric provided ? for other important information.
A REPORT ON THE RECRUITMENT, SELECTION, AND RETENTION STRATEGIES AT ARDEN HOMES.
By Andrea Travers and Katrina Zacharko
HRM60017 Talent Management
Nicola Djurkovic
Swinburne University
13th October 2016
Executive Summary – Katrina
XXXXX
Table of Contents
1.Introduction 300words- Katrina
1.1 Research Objectives
1.2 Description of the Organization
1.3 Research Methodology
1.4 Limitations
2. Organisational Findings 900 words- Andrea
2.1 Recruitment
2.2 selection
2.3 Retention
3. Comparison between relevant theories and the findings from your selected organisation 1200 words- Katrina
3.1
3.2
3.3
4. Recommendations and Conclusion 600 words- Andrea
6. Reference List
7. Appendices
1.Introduction (300 words)
1.1 Research Objectives
The aim of this report is to investigate and evaluate the recruitment, selection and retention strategies, policies and objectives at Arden Homes, identify areas of connection to the organisational HR strategies, policies and objectives and to make recommendations for the improvement of the recruitment and selection procedures.
1.2 Description of the Organization or organization profile
Arden Homes is a residential building company employing 85 permanent staff in its head office and almost as many subcontractors on sites.
In 2012, two partners with extensive experience in the construction industry commenced operation in a small area at the rear of a factory in an industrial estate. They had one staff member.
Today, the business employs 85 permanent staff in its head office and almost as many subcontractors on sites. Most of the growth has happened over the past two years at which time Arden moved to the ground floor of professional offices in central Berwick. Recently the business has taken over the first floor of the building and already seems likely to need more space in the near future.
1.3 Research Methodology
Our report methodology began with a detailed interview of the HR Manager to find out the recruitment, selection and retention processes at Arden Homes.
Secondary data was collected in the form of various publications. Literature searches on the selection and recruitment of newly qualified candidates in teaching and nursing (2005?2013) were conducted.
In addition to the primary data gathered through in-depth interviewees, the researchers also made use of multiple secondary sources (Yin, 2003), such as participant observation and analysis of organisational documents. This enabled the research to triangulate the findings and ground theory generation in a dynamic manner (Sieber, 1973). Some of the key secondary data sources included EEO policy documents and staff origins analysis provided by participants, data provided by four representatives of relevant professional, migration and employment based organisations and associations as well as participant observation at local business networking events.
1.4 Limitations
2. Organisational Findings (900 words)
2.1 Recruitment
2.2 Selection
2.3 Retention
3. Comparison between relevant theories and the findings from your selected organisation (1,200 words)
2.1 Recruitment literature 400w
Price (2007), in his work Human Resource Management in a Business Context, formally defines recruitment and selection as the process of retrieving and attracting able applications for the purpose of employment.
Recruitment can be regarded as the process of attracting candidates in sufficient numbers and with appropriate skill-sets and encouraging them to apply for vacancies within the organization
Smith et al. (1989) argue that the more effectively the recruitment stage is carried out, the less important the actual selection process becomes
-Internal recruitment?
Internal sources are primarily three – Transfers, promotions and Re-employment of ex-employees.
Benefits-
? Readily available to the organisation
? Saves time, money and efforts
? Informal recruitment method is a cost effective method for companies ‘(Corcoran et al. 1980; Granovetter 1995; Maim 1974; Marsden and Campbell 1990; Pissarides 1984; Rees 1966; Rees and Schultz 1970) argues that low financial cost is the primary reason that firms use informal method when compare to formal methods.
External recruitment? Research the benefits of both
– advertising
2.11 Recruitment at Arden Homes
Ardens methods of hiring illustrate the close connection between a company?s decision to promote from within and it?s decision to train potential managers.
Devaro & Morita 2013 argue that the decisions to promote internally as apposed to hiring externally are ultimately influenced by the size and quality of the talent pool in the lower ranks of an organization.
2.2 Selection 400w
-interview
Selection follows the recruitment process- Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job.
2.3 Retention 400w
as noted earlier in section, a study by?suggests
jones 2015 argued that? however, this is not supported by a later study by smith 2016 who found that
4. Recommendations (600 words for recommendations and conclusion)
5. Conclusions
6. Reference List
SECARA, CG 2016, ‘RECRUITION AND SELECTION OF HUMAN RESOURCES AT EDP GROUP’, Agricultural Management / Lucrari Stiintifice Seria I, Management Agricol, vol. 18, no. 2, pp. 103-106.
G?rxhani, K, & Koster, F 2015, ‘Making the right move. Investigating employers? recruitment strategies’,Personnel Review, 44, 5, pp. 781-800, Business Source Complete, EBSCOhost, viewed 1 October 2016.
DeVaro, J, & Morita, H 2013, ‘Internal Promotion and External Recruitment: A Theoretical and Empirical Analysis’, Journal Of Labor Economics, 31, 2, pp. 227-269, Business Source Complete, EBSCOhost, viewed 1 October 2016
7. Appendices
tables
point form
1.Introduction
1.1 Research Objectives
1.2 Description of the Organization
1.3 Research Methodology
1.4 Limitations
2. Organisational findings (approx. 30% of content)?Use sub-sections (with sub-headings) for each main item.
3. Comparison between relevant theories and the findings from your selected organisation (approx. 40% of content)
This section should be the main section of the report.?If there are gaps in organisational strategies and recruitment/selection/retention practices,
this needs to be discussed also.?Use sub-sections (with sub-headings) for each main item.
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