Assignment Sample on Management Practice
Introduction
The present study is categorized into two parts; the first portion focuses on the companies’ corporate social responsibility, and another part is based on the development of the recruiting strategy. Further, it also outlines the role of recruitment and selection in attaining the business objectives.
Corporate social responsibility
Q 1 To what extent is CSR part of the effective management of an organisation?
Corporate social responsibility is when business organizations operate sustainably and ethically to deal with the social and environmental impacts (Hamilton and Webster, 2012). Further, this involves careful consideration of society, human rights, and the environment.
Every organization is responsible for performing and initiate CSR activities and programs, and it becomes a vital part of the management of a business organization. Demonstrating CSR activities is the need of the era to perform social responsibilities. Ethical practices and performing social duties have become an inseparable part of a business enterprise.
CSR has become the central aspect of the company as it improves the public image, increases brand awareness, and provides a competitive advantage over others (Lindgreen and Swaen, 2010). Customers assess the brand image of the company before purchasing any product or service, and the goodwill of the company can be increased by practicing social responsibilities. Also, a business must emphasize maintaining the ethical standards of the company. For example, companies like Unilever that have a global presence consider CSR activities part of their management and strategy. The management of CSR practices of Unilever comprises of environmental issues, the standard of conduct, public activities, and compliance.
The companies that are committed to ethical and social sustainability get promoted positively, and hence the brand awareness can be increased. Further, by embracing CSR, companies can get the advantage of standing out from the competitors. Apart from this, it increases customer engagement and employee involvement (Vartiak, 2016). It is the responsibility of the company’s management to ensure that employees are well aware and known of the CSR strategies of the company. It is not a hidden fact that employees like to work for a company that has excellent and improved public image.
Businesses nowadays have recognised that they are responsible for taking care of the stakeholders and developing Greenpeace. This is possible by effective management of the company’s operations and practices. In the present business environment, automotive companies are needed to conduct work practices beneficial for the environment and community and avoid harming the environment, whether directly or indirectly. It can be said that companies operating in automobile industries are mainly concentrated towards the reduction of carbon emissions. This requires proficient planning and effective management of the operations.
Also, there are several pressure groups and regulatory bodies that keep an eye on the organization’s business operations. The businesses are also expected to respond to the various global issues as per the standards and laws prevailing in the nation. The global problems that are assessed are corruption, child labour, etc.
Therefore, companies are expected to create corruption-free management. It can include bribes, fraud, and illegal money to the parties and contribute to the environmental damage (Lee, 2016). In the context of child labour, businesses should follow the policy of not employing children as labour as it hampers child education and ruin their future. Apart from this, companies should focus on child education and providing them a culture of enhancing their potential and taking a step towards community development. Being socially responsible is also a part of the management of the company.
Recruitment
Q 1 Ways to design an effective recruitment strategy.
Recruitment and selection are the most crucial functions of the Human resource department in the business organization. The human resource manager of a company is responsible for recruiting talented candidates by developing an effective recruitment strategy. A well-designed and well thought recruitment strategy streamlines the hiring process and attracts proficient candidates effortlessly and consistently. A properly formulated recruitment strategy is required to eliminate the poor HR selection causes and effective HR planning.
It can be illustrated that Tesco has great importance for its workforce, and thus the HR manager focuses on developing a proper recruitment plan. Strategic recruiting plan of the organization consists of the hiring position, recruitment calendar, tracking and assessment tools, and every required detail regarding the management of recruiting efforts (Armstrong, 2014). An effective hiring strategy consists of external forecasting supply and an appropriate description of the job specification and person specification.
The employer has to formulate efficient human resource planning so that the recruitment strategies can be drafted. The HR planning comprises identifying and determining appropriate skills and quality, a correct number of personnel required, and facilitating cultural change. The employer must draft the hiring strategy after analysing several decisions, including decisions of reducing staff, retaining the existing ones, and employing directly, via outsourcing or by sub-contracting.
There are several recruitment methods that can be considered by an employer of a business organization. Approaches of recruitment are internal recruitment, promotion, transfer, or external recruitment, comprising hiring by recruitment agencies, walk-ins, job fairs, and social media advertising (Leopold, 2002). The way of recruitment that is going to be considered by the employer must be added to the strategy.
An employer of a business enterprise can develop an effective recruitment strategy by emphasizing job analysis, role analysis, and person and job specification. Job analysis can be defined as a systematic process of gathering information on the nature of a job, qualities required to perform the job, and physical and mental efforts needed. Job analysis is a detailed description of the necessary tasks to complete a job and the conditions under which an employer needs to do the tasks.
Job specification is the detailed description of the roles, responsibilities, requirements, and objectives (Derous and De Fruyt, 2016). For example, the job description of Tesco’s sales manager can be managing sales of the supermarket, meeting the sales goals, reporting results, and understanding the customer’s needs. It is the profile of the ideal employee required in a business organization that includes skills, experience, and personality type.
The issues that are considered when crafting a recruitment strategy are sources, how to recruit, where to hire, and the cost of the hiring process (Jeske and Shultz, 2016). Furthermore, in order to develop a proficient recruitment strategy, the key elements or components identified are employee base strategization and recruiter stratification. Employee base strategy defines the number of employees required to hire by the employer for the company. It is also termed workforce planning.
This identification allows the company to prioritize positions and assess staff development investments. On the other hand, recruiter stratification is where recruiters must be varied and have knowledge of different skill sets and well-defined roles. Hence, a well-designed recruitment strategy can be drafted by assessing the company’s goals, the need of the candidate, and selecting the recruitment approach.
Q 2 Ways recruitment can contribute to the effective achievement of goals.
As it has been assessed that recruitment is the primary human resource strategy that contributes to the effective attainment of the goals by selecting the best suitable candidate for the organization. Employees are the company’s main assets, and they play a crucial role in the success of the business (Chungyalpa and Karishma, 2016). Thus, an employer must focus on hiring talented individuals so that they can aid in the company’s growth.
Further, at the time of identifying the best candidate, skills and competencies are needed to consider and prioritize. For instance, the key competencies and behaviours that are required in the candidate can be team orientation, problem-solving approach, leadership skills, customer management capabilities, and communication competency. Recruitment is a process of identifying candidates and selecting the best out of the applied candidates. Selection of the candidate is to be done by choosing the appropriate techniques as no single technique can be termed as reliable and universally applicable. The commonly used selection tools are curriculum vitae, interview, and references.
The person that is needed to be involved in the process of recruitment and selection so that organizational goals can be attained are manager, human resource manager, and process expert (Rozario et. al. 2019). At the time of the interview of the candidate, the HR manager of Tesco analyses the essential skills and core competencies in the first place so that they can be used for further development and growth of the supermarket.
Apart from this, the interview is the activity that shows the behavioural aspects of the person and his or her eligibility to perform the tasks of the required job (Farndale et. al. 2018). Furthermore, the interview can be done in the form of one to one, panel, and small group interviews. Other than the interview, some tests can be conducted by the interviewer that can analyse the behavioural and logical reasoning of the candidate.
The tests that are often used are psychometric and personality tests (Coller et. al. 2018). Besides, cognitive tests measure the mental ability of a person and tests the general intelligence level and any particular aptitudes. Recruitment and selection are the vital functions of HR manager that facilitates the proper working of the company and ensures that pre-determined goals and objectives of the business can be achieved by effectively utilizing the skills and competencies of the employees.
In a nutshell, it can be said that recruitment and selection are the processes of hiring the candidate suitable for a specified job role and will contribute to the company’s growth and success.
Conclusion
Hence, from the comprehensive study, it can be concluded that practicing CSR programs has become a part of the effective management of the business organization. Also, recruitment is the positive process of attracting candidates, while selection is a negative approach to hiring the best candidate.
References
Books and articles
Chungyalpa, W. and Karishma, T., (2016). Best practices and emerging trends in recruitment and selection. Journal of Entrepreneurship & Organization Management, 5(2), pp.1-5.
Coller, X., Cordero, G. and Echavarren, J.M., (2018). Recruitment and selection. In Political Power in Spain (pp. 83-102). Palgrave Macmillan, Cham.
Derous, E. and De Fruyt, F., (2016). Developments in recruitment and selection research.
Farndale, E., Nikandrou, I. and Panayotopoulou, L., (2018). Recruitment and selection in context. In Handbook of research on comparative human resource management. Edward Elgar Publishing.
Hamilton, L. and Webster, P., (2012). The international business environment. 2nd ed. Oxford: Oxford University Press.
Jeske, D. and Shultz, K.S., (2016). Using social media content for screening in recruitment and selection: pros and cons. Work, employment and society, 30(3), pp.535-546.
Lee, S.Y., (2016). How can companies succeed in forming CSR reputation?. Corporate Communications: An International Journal.
Leopold, J., (2002). Human resources in organisations. Harlow: FT Prentice Hall.
Lindgreen, A. and Swaen, V., (2010). Corporate social responsibility. International Journal of Management Reviews. [e-journal] Available through: Anglia Ruskin University Library website <http://libweb.anglia.ac.uk> DOI: 10.1111/j.1468- 2370.2009.00277.x
Rozario, S.D., Venkatraman, S. and Abbas, A., (2019). Challenges in recruitment and selection process: An empirical study. Challenges, 10(2), p.35.
Vartiak, L., (2016). CSR reporting of companies on a glo
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