Recruitment and Selection in the Fast food industry in Sri Lanka.
Recruitment and Selection in the Fast food industry in Sri Lanka.
“One of the most significant developments in the field of organizations in recent times is the increasing importance given to human resource” (Owoyemi and Ekwoaba, 2015). People are vital to an organization as they offer perspectives, value and attributes to organization’s culture (Djabatey (2012). People and their collective skills, abilities and experience, coupled with their ability to deploy these in the interests of the employing organization, are now recognized as making a significant contribution to organizational success (Armstrong (2006).
As explained by Opatha (2010) “recruitment is the process of finding and attracting suitably qualified people to apply for job vacancies in the organization”. Recruitment is an expensive process to hire some on new in to the organization. And vital that organization get the process right the first time round, because resources are scarce enough as it is. Selecting the right applicant can be a difficult task, but the end of the day, organization reputation is held by the people it employs (Henry & Temtime,2009).
“As the global economy expanded dramatically between 2002 through 2007, business leaders and human resource managers worried about the intensifying international competition for talent” (Beechler and Woodward, 2009). Hence in Sri Lanakan market more and more expose to the international fast food brand’s. And increase the need of talented and trained employees as the demand for skill labors raisers. Therefore, Fast food industry sprawling to attract the right people talent in to the organizations.
Figer1.0: Employee Value Proposition
Sourse: (Kumar, 2015)
Figure :1.0 explains the Employee value proposition consists of elements that an organization can offer employees which they might value and which might encourage them to join or stay (Kumar,2015). Therefore, Prospective employees are attracted to fast food organization since based on their propositions and brand names.
Similarly, for acquiring the talented and skillful applicants, organization may require to re look in to organization compensation and benefits program, performance management systems, knowledge management practices, employee development programs, quality of work life and work life balancing (Kumar, 2015). therefore, mentioned propositions are attracting the best employees and will be a reason for better employee retention. As each individual seeks to groom and development on the way forward. As organization focus on future leaders for meet organization future top and middle level human resource requirements (Kumar, 2015).
Figure : 2.0 supports that the attractiveness of the organization and the culture
Sours: (Kumar, 2015)
As shown in figure 2.0, 70% of employees would prefer to work in leading organizations.
Therefore,
organization values and prospects people are drowning to fast food organization
since based on their propositions and brand name. Employer branding is a
crucial determination for talent acquisition and retention (Kumar, d., 2015).
With further investigation translate talented individuals seek brand names base on their attitudes and beliefs, interpersonal skills compatible with the organizations profile. At the same time this may ease to identified the talented employees up to some extent. And sustain in the Sri Lanaka market by creating a competitive advantage on acquiring a better market shear in Fast food industry.
Video 01: The recruitment selection Process.
Source: (Greggu,2017)
References
Armstrong, M., (2006). A Handbook of Human Resource Management Practice. 10th ed. Great Britain: Cambridge University.
Axelrod, E.L., Handfield-Jones, H. and Walsh, T.A. (2001), “War for talent, part two”,McKinseyQuarterly, Vol. 2 No. 2001, pp. 9-12.
Djabatey E. N. (2012). Recruitment and selection practices of organizations: A case study of HFC Bank (GH) Ltd. Unpublished thesis submitted to the Institute of Distance Learning, Kwame Nkrumah University of Science and Technology. Ghana: Kwame Nkrumah University of Science and Technology
Henry, O., & Temtime, Z. (2009). Recruitment and selection practices in SMEs: Empirical evidence from a developing country perspective. Advances in Management, 3(2), 52-58.
Kumar, d., 2015. The Magnetic Organization: Attracting and Retaining the Best Talent. 1st ed. [ebook] california: eook, pp.24,25. Available at: <https://books.google.lk/books?id=Wl-JCwAAQBAJ&printsec=frontcover&dq=The+Magnetic+Organization:+Attracting+and+Retaining+the+Best+Talent&hl=en&sa=X&ved=2ahUKEwiU0L3i09XvAhXCfX0KHUjiBJ8Q6AEwAHoECAYQAg#v=onepage&q=The%20Magnetic%20Organization%3A%20Attracting%20and%20Retaining%20the%20Best%20Talent&f=false> [Accessed 28 March 2021].
Opatha, H.H.D.N.P. (2010). Human resource management. Colombo: Author published.
Owoyemi, O. and Ekwoaba, J., 2015. THE IMPACT OF RECRUITMENT AND SELECTION CRITERIA ON ORGANIZATIONAL PERFORMANCE. Global Journal of Human Resource Management, 3(2), p.24.
According to Sardar (2015), it's true that recruitment and selection of employees are cost effective, but when you hire the appropriate person with a vast knowledge and proper Marketing skills, the expenses that incurred towards the recruitment could be curtailed.
ReplyDeleteResource
Sardar M. and Talat M. (2015), What Managers believe as important while recruitment in fast food industry within Norway: A case study of Burger King and McDonalds (online), available on: https://www.semanticscholar.org/paper/What-managers-believe-as-important-while-in-fast-A-Sardar-Talat/397620ebc4ea67450646fd3bacc7c41aba7a3c58 cited on 02nd April 2021.
Yes in order to mitigate the recruitment cost, Sinha and Thaly (2013) noted that there is a variety of recruitment approaches (e.g. employee referral, campus recruitment, advertising, recruitment agencies/consultants, job sites/portals, company websites, social media)and most organizations will use a combination of two or more of these as part of a recruitment process or to deliver their overall recruitment strategy.
DeleteYes, similar to Kumar (2015), (Berthon et al., 2005) through a research suggests that there are five factors which affects the recruiting ability of a company;
ReplyDelete1. Interest Value- the consideration of the benefits, work environment, work practices offered by the company.
2. Social Value- determines the recognition of the company in the society.
3. Economic Value- attracts individuals based on salary and other increments
4. Development Value- attracts individuals based on career progression opportunities, recognition and performance systems of the employer
5. Application Value- attracts individuals who have related experience in the relevant field.
However, Figure 2 exhibits that 70% of employees wouldn't work at a leading workplace if it has a negative culture. Therefore, (Faseeh, Jalees and Khan, 2019) suggests that if even if it is a leading company, if companies needs to attract talented employees, they should think about ‘Employer branding- the presentation of an organization in such a way that potential employees get attracted, while the current employees get motivated and committed towards it’.
References
Berthon, P., Ewing, M. and Hah, L. (2005). Captivating company: dimensions of attractiveness in employer branding, International Journal of Advertising, 24(2), pp. 151-172.
Faseeh, S., Jalees, T. and Khan, M. (2019). Antecedents to Employer Branding. Market Forces: College of Management Sciences. 14(1), pp. 81-106. Available at: https://www.researchgate.net/publication/333853267_Antecedents_to_Employer_Branding (Accessed: 10th April 2021).
Yes Thank you Arjun for the point, further Recruitment and selection in any organization is a serious business as the success of any organization or efficiency in service delivery depends on the quality of its workforce who was recruited into the organization through recruitment and selection exercises (Ezeali and Esiagu,2010).
DeleteWell said Duminda. Further more as said by Barney(2001) organizations should continuously evaluate their workforce to make sure that they have the correct people with the essential skills in the right place to ensure sustained competitive advantage and also it is essential firms should that employing a.
ReplyDeleteThank you Pernalla, and As per the Djabatey (2012),
Deletei. Recruitment and selection criteria have significant effect on organization’s performance
ii. The more objective the recruitment and selection criteria, the better the organization’s performance.
Adding to what you have emphasized recruitment and selection are key functions of HR practices which continuously affect the performance of an organization. Its a challenge for HR to plan the number of employees required with right talent at the right time and the competencies required to perform the job (Djabatey, 2012).
ReplyDeleteHowever, most recruitment and selection processes have elements of subjective judgement inherent in them. But treating job applicants in a professional and positive manner is more likely to leave them, whether they are successful or not, with a positive view of the organization and how it has dealt with the applicants (National University of Ireland, 2006).
DeleteThe recruitment and selection process is an essential division in HRM because the organization's ultimate objective depends on the organization's employees. Therefore the organization is needed to develop appropriate selection methods; otherwise, then would arise adverse impacts on the business's success and image (Kapur,2018).
ReplyDeleteAnd more Harsha, It has also been argued that in order for the enterprise to build and sustain the competitive advantage, proper staffing is critical (Djabatey, 2012).
DeleteIndeed Duminda Recruitment is defined as the process of finding and engaging
ReplyDeletethe people the organization needs. It is really essential to attract as many as candidate for recruitment and selection process .
The following steps are required when planning how to attract candidates:
1 Analyze recruitment strengths and weaknesses to develop an employee value proposition and employer brand.
2 Analyze the requirement to establish what sort of person is needed.
3 Identify potential sources of candidates (Armsrong, 2014).
Yes Gagana, and While recruitment is the process of identifying and attracting potential candidates from within and outside an organization to begin evaluating them for future employment, selection begins when the right caliber of candidates are identified (Walker, 2009).
DeleteEven though an HR manager has many challenges to face in order to ensure that the human resource department contributes to the bottom-line and emerges as a strategic partner in the business, it is“ Talent acquisition”, that is the key determining factor in how well an Human resource department contributes towards the achievement of the overall objective of the organization and therefore is a daunting task for any HR manager (Kumar,S. & Guota, A.K.,2014).
ReplyDeleteYes Wasantha agreed because hiring the wrong people or failing to anticipate fluctuations in hiring needs can be costly, it is important that conscious efforts are put into human resource planning (Biles & Holmberg, 1980; Djabatey, 2012).
DeleteYes Duminda adding to your points, From recruitment process, a firm is looking for and getting the most appropriate and potential candidates to fill its job needs in terms of sufficient numbers and quality (Dowling and Schulerin Beardwell and Claydon, 2007). While selection is defined more focused with predicting which candidates will make the most appropriate contribution to the firm now and in the future.
ReplyDeleteThere are two factors that shaping recruitment and selection process: external factors and internal factors (Busker, 2014). In one hand, external factors are related with external labor market (availability of candidates who has experience, SAK's (skills, abilities, knowledge), and appropriate payment with organization’s need),technological development and the growth of attracting and selecting candidates, government policy and legislation (sex and race discrimination, disability discrimination, age discrimination, and employment of people with criminal records).On the other hands, internal factors that influence recruitment and selection decision are business strategy (Creswell, 2007).
ReplyDeleteWell said Hashanika on your both comments It has also been argued that in order for the enterprise to build and sustain the competitive advantage, proper staffing is critical (Djabatey, 2012). as Busker (2014) mentioned aselection process can help with external and internal factors.
DeleteAgreed with you and adding to that importance of the recruitment and selection, Moreover experience can play a major role forward the development and the expansion of the organization while poor recruitments and selection criteria can damage the organizational structure and its goodwill (Ekwoaba.et.al, 2015).
ReplyDeleteWell articulated Eranda Available literature has argued that the success of the enterprise is directly linked to the performance of those who work for that business. By the same token, under-achievement can be a result of workplace failures. Because hiring the wrong people or failing to anticipate fluctuations in hiring needs can be costly, it is important that conscious efforts are put into human resource planning (Biles & Holmberg, 1980; Djabatey, 2012).
DeleteYes Duminda, the scope of Recruitment and Selection is very wide and it consist of varies methods. Resources considered as another important factor in hiring process, which help organization to plan, identify, analyze, streamline and utilize the available resources without any constraints in the recruitment and selection process (Armstrong, 2014).
ReplyDeleteYes Sujeendran, recruitment and selection are vital functions of human resource management for any type of business organization. These are terms that refer to the process of attracting and choosing candidates for employment. The quality of the human resource the firm has heavily depends on the effectiveness of these two functions (Gamage, 2014).
DeleteFurther to your point that employees prefer to work for leading brands, Small and Medium sized businesses are struggling to attract qualified employees due to lack systematic and formalized employee resourcing procedures such as well defined recruitment and selection policy and their
ReplyDeleteperformance appraisal was largely informal (Mupani & Chipunza, 2019).
Well said Sathaharan, Available evidence indicates that there is a positive and significant relationship between recruitment and selection and the performance of an enterprise (Gamage, 2014). Sang (2005) for example discovered a positive association between recruitment and selection and business performance.
DeleteAgree with you Duminda, the enterprise has to choose the best and the most promising persons from among the applicants. In this sense, it may be said that while recruitment is a positive function in that it seeks to induce as many persons as possible to apply for a job in the enterprise. Selection is negative function because it aims at eliminating those applicants who are not found suitable in one respect or the other (Chaturvedi, 2007).
ReplyDelete