This report identifies and evaluates
1.1 Organisation benefits of attracting and retaining a diverse workforce
1.2 Factors that affect an organisations approach to both attracting talent
1.3 Factors that affect an organisation’s approach to recruitment and selection.
2.1 Benefits of recruitment methods
2.2 Benefits of selection methods
4.1The purposes of induction and its benefit individuals and organisations
1.1organisation benefits of attracting and retaining a diverse workforce A diverse workforce means people possess different attitudes and values whether these values are derived from race, religion or even nationality. When all brought together can benefit the company when dealing with a wide range of people and even internationally.
a. Creativity and productivity: People with different backgrounds have different ways of thinking. Enabling different views and ideas to emerge. As result increased creativity and productivity
b. Increase in profit: Companies can use their employees to help with their understanding of the needs of our multicultural society. As an example: within a retail employees could advise the company on specialised products to sell, in turn this could encourage more sales within the store and potentially increase profit
c. Customer service: A diverse workforce will increase the levels of customer service; it can provide help with language barriers and the understanding of different needs within cultures
1.2 Factors that affect an organisation’s approach to attracting talent a. Branding: Good reputation is more likely to be successful in attracting the right talent to its organisation. In order to do this, an organisation relies heavily on being perceived as being known as a good employer and needs to take a proactive approach by offering career development, in addition to remuneration and rewards.
b. Benefits: A benefits package is added value for an organisation. If the package provides flexibility within the package, to reflect the age, sex, family needs and life style of an employee; this will attract a varied range of applicants and helps to retain existing employees.
c. Training and Development: It can attract more candidates who are looking to expand their skills and better their careers; this can also help to retain staff within the company as they will be encouraged to apply for promotions or move within the organisation.
d. Culture: The culture of the organisation can be a part of keeping employees engaged and making the organisation differ positively from contenders. For example, an organisation may be friendly or collaborative and seek employee inputs, bonus, and flexible working hours to drive employee engagement. Resulting in attracting new talent.
1.3 Factors that affect an organisation’s approach to recruitment and selection
Proactive human resource professionals understand the various factors influencing recruitment. Few factors that affect organisation’s approach are:
a. Demographic factors: Demography is the study of human population in terms of age, sex, occupation, religion, composition, ethnicity etc. The demographic factors have profound influence on recruitment process.
b. Labour market: Labour market constitutes the force of demand and supply of labour of particular importance. For instance, if demand for a particular skill is high relative to its supply, the recruitment process evolves more efforts. Contrary to it, if supply is more than demand, the recruitment process will be easier.
c. Unemployment situations: Unemployment rate of particular area is yet another influencing factor of recruitment process. If the unemployment rate is high, the recruitment process will be simpler and vice versa.
Few factors that affect organisation’s approach to selection process are:
a. High Unemployment:High unemployment generally means there are scores of qualified workers looking for jobs. The people you hired during high unemployment will likely leave for jobs that pay more if your strategy was to take advantage of the economic conditions and get workers for the lowest wages possible.
b. Hiring Processes: Seasonal employment, such as year-end holidays for retailers, often requires faster processing to get employees hired, trained and on the sales floor to accommodate business demand. For example, instead of making hiring decisions during third-round interviews, give second-round interviewers the authority to make hiring decisions and streamline the interviews to one preliminary interview and one final interview.
c. Industry Competition:Industry competitors that offer better pay, generous benefits or guaranteed opportunities for professional development can affect the way you select potential employees. A collegial work environment, job satisfaction and security, and flexible scheduling often are appealing to job seekers looking for a quality of life instead of the biggest pay-check. Changing the way you hire candidates in the face of industry competition might also include streamlining your selection process so candidates aren’t put off by the length of time from application to hire date.
2.1 Benefits of different recruitment methods
The method and methodology for sourcing candidates can include many different channels and practices. Following are the few benefits of recruitment methods
Cheaper and quicker to recruit
Limits the number of potential applicants
People already familiar with the business and how it operates
No new ideas can be introduced from outside the business
Outside people bring in new ideas
Larger pool of workers from which to find the best candidate More expensive process due to advertisements and interviews required
Easy to access
A specialized person needed to do shortlisting from large no. of resume
Good for mass recruiting
Requires internet connection
2.2 Benefits of different selection methods
A variety of methods are available and consideration needs to be given as to which are suitable for a particular post.
Following are the few benefits of selection methods
confirms whether the applicant has the requisite qualifications significant time delay between question and answer
Wide geographical access
The interviewer does not see the interviewee, so body language etc. cannot be used as a source of extra information.
Face to face interviews the interviewer and interviewee can directly react on what the other says or does
Time taking process easy, compared to other interview methods
Some personal issues are so sensitive that participants might be reluctant to discuss them with an interviewer.
Test of abilities & Aptitudes
Easy screening of applicants on the basis of skills
Test can be cost-effectively reused
helps an interviewer determine the right applicant for the job candidates can react to the stress of the test, which could affect its reliability
4.1 The purposes of induction and its benefit individuals and organisations
Is to ensure the new employee is set up to succeed in their new role. You need to ensure they understand:
The company, policies and organisation structure
Job, department and company goals and objectives
All aspects of the employment relationship
Benefits of an induction program for an individual
Accurate information is received by the new employee
Employees are kept focused and busy from day one
The new employee feels welcome
Clear expectations are established to help employee performance
Benefits of an induction program for an Organisation
Organisation will most likely have a higher retention rate from properly inducting employees since the process is your new employees’ first impression of what their jobs and corporate atmosphere will be like. An important tool for a Organisation to be effective
Induction can result in “establishing clear foundations and expectations” between a business and its new hire
4.2 Induction plan
Induction plan is an important process for bringing staff into an organisation. It provides an introduction to the working environment and the set-up of the employee within the organisation. An induction identifies areas to be covered, timelines and those involved in the process.