In many developing nations, naive job applicants lose millions of dollars to dishonest officials and con recruiters who guarantee acceptance letters to workplaces. Many successful recruits pay between $2,000 and $3,000 and are unwilling to disclose the subject for fear of jeopardizing their fortune (Abbasi et al., 2020). In Kenya, for instance, at least ten individuals, including police and jail authorities, were detained in April 2022 for swindling job seekers of around $50,000 (Angira, 2022, para. 4). There were allegations of corruption throughout the police recruiting process, and it was reported that some positions were only given to applicants who paid up to $5,000 in bribes. Despite the inspector general of polices caution to the candidates and officers not to partake in corruption, the incidents were rampant.
Inappropriate recruitment behaviors like the one in Kenya should be addressed by making hiring procedures transparent, impartial, and credible so that individuals with the best professional skills and ethical standards may be selected. Civil society groups in Kenya, especially media outlets, should play a vital role in policing reform initiatives by bringing attention to corruption issues. The inspector general of police should ensure prosecution against candidates and officers suspected to have partaken in inappropriate recruitment behaviors. Moreover, the inspector general of police should dismiss officials found guilty of perpetrating the vice. The Kenyan government should employ a three-pronged strategy to combat corruption, including enforcement, awareness, and avoidance. Public awareness will be essential to combating inappropriate recruitment behaviors (Williams et al., 2021). Large-scale public education efforts will help improve the legitimacy of police recruiting, increase public awareness of anti-corruption legislation, and encourage citizens to expose wrongdoing.
Quote
According to Berman et al. (2019), Sham recruitment processes are infuriating for the rejected candidates and a drain on the resources of the organization (p. 101). Inappropriate recruiting and selection procedures led to our family business collapse attributable to inaccurate qualifications screens, passive integration with corporate objectives, a high turnover rate, and decreased morale.
Selection Techniques
I would establish eight hiring guidelines if there were no selection processes for a new organization if given the authority. This is because a proper selection strategy permits the employment of qualified personnel, which can enhance the organizations overall performance (Lievens et al., 2020). The eight phases would equip the recruiting team with everything necessary to develop an efficient selection procedure for the organization.
Application: The application stage is often passive since many firms only wait for individuals to react to job advertisements. However, I would guarantee that applications become essential selection tools, allowing the firm to identify suitable and unqualified individuals. The organization would prepare qualifying questions for this purpose. The hiring team would introduce two or three position-specific questions to which applicants must respond. Limiting the number of qualifying questions and ensuring that they do not require advanced or lengthy responses would be essential. This would make it easier for candidates to complete the applications and for the hiring team to evaluate the answers thoroughly.
Resume Evaluation: After completing the worker application procedure, the hiring team would have a bundle of resumes to sift through in preparation for a screening phone call. They would then check through each resume and identify the best candidates.
Evaluation Call: The screening call would be one of the initial hiring steps in which recruiters shortlist candidates. This call would determine if the applicant is genuinely concerned with the position and is skilled in doing the job effectively (Lievens et al., 2020). Thus, the organization would save time and money by advancing only the most qualified candidates to more challenging and expensive stages, such as assessments and in-person interviews.
Assessment Test: After screening applicants and sorting them into excellent, likely, and unqualified categories, the recruiting team would examine the surviving prospects and evaluate their capability to assume the available position. These evaluations can take several forms in the selection process, such as an in-person appearance for showbiz, a written or online examination, or a sales position where the team asks the candidate to sell them a product. Other types may include a practical analysis to determine typing speed or an on-the-spot cooking test for a culinary role.
In-person Interviewing: It would be time to meet the possible prospects personally and choose who will be the subsequent hiring. The entire recruiting staff would require extensive preparation to ask all the appropriate questions (Lievens et al., 2020).
Background Checks: Background checks would convince the hiring board that the candidates are trustworthy and pose no hazards to the organization. For instance, businesses may undertake pre-employment checks to ensure that candidates resumes are truthful and that they are not already using illicit substances (Berman et al., 2019).
Reference Searches: The team must get references for the most qualified individuals in the last phases of the screening process. Thus, the hiring team would receive helpful information regarding the recruits performance from those they have worked with, such as previous managers, former coworkers, or business associates.
Choice and Employment Offer: After a sequence of well-organized selection methods for recruiting new personnel, this would be the ideal moment to inform successful candidates that they have been offered a position in the company.
Quotation
According to Berman et al. (2019), Increased demands on organizations to be productive, flexible, and responsive- often while only maintaining staff or even losing employees- make selecting the best people critical (p. 165). Managing staff retention entails taking deliberate measures to maintain employee motivation and concentration so that they choose to continue working and are industrious for the organizations benefit.
References
Abbasi, S. G., Tahir, M. S., Abbas, M., & Shabbir, M. S. (2020). Examining the relationship between recruitment & selection practices and business growth: An exploratory study. Journal of Public Affairs, 22(2), 1-10. Web.
Angira, Z. (2022). Police took home Sh500m in bribes from recruitment fields. People Daily. Web.
Berman, E. M., West, J., Bowman, J. S., & Van Wert, M. R. (2019). Human resources management in public service: Paradoxes, processes, and problems (6th ed.). SAGE Publications.
Lievens, F., Sackett, P. R., & Zhang, C. (2020). Personnel selection: A longstanding story of impact at the individual, firm, and societal level. European Journal of Work and Organizational Psychology, 30(3), 444-455. Web.
Williams, P., McDonald, P., & Mayes, R. (2021). Recruitment in the gig economy: Attraction and selection on digital platforms. The International Journal of Human Resource Management, 32(19), 4136-4162. Web.
The case in the section is a common dilemma on which skills are the most important for a systems analyst. I found the assignment challenging since the decision is difficult as all the mentioned skills seem to be very important. After some thought, I identified skills in the following order of importance: personality traits, programming skills, and business knowledge. One crucial lesson that I obtained from this assignment is an insight into the dilemma and decision-making process of the hiring teams.
Firstly, personality traits are the most crucial aspect to consider when hiring an employee, including a systems analyst. Programming abilities and business knowledge can be improved if needed. However, one cannot teach or change personality traits such as talking and working with other team members. A systems analysts most important personality traits are communication and problem-solving skills since they often communicate with clients and need to solve problems quickly and under tight pressure (Kendall & Kendall, 2020). Thus, if the person possesses these skills, they can later improve other aspects.
The second priority is programming skills because they are more complicated and take a long time to become proficient. Especially in this changing technology world, programming languages and software packages are being continuously updated. The newly hired individual should be aware of these changes and be able to adapt to them quickly. Thus, since business knowledge is less expertise-demanding, programming skills should be the second most crucial aspect.
Nevertheless, all team members do not need to have identical competencies and skills. Team members should complement the weak areas of their colleagues. For instance, dialogue indicates that the team is diverse in its focus and skills (Kendall & Kendall, 2020). While one person is emphasizing programming skills, the other is stressing business knowledge. Hence, with the confluence of the advanced skills of each individual, the team can derive the best outcome.
To conclude the outcome of the research activity, the hiring team should give the candidates personality characteristics the first consideration. Personal character is a prerequisite for the successful functioning of an employee but also an aspect challenging to change or teach. Due to the expertise and difficulty of learning, managers should prioritize programming skills over business knowledge. However, all team members do not need to possess identical competencies since they can complement each other whenever needed.
Reference
Kendall, K. E., & Kendall, J. E. (2020). Systems analysis and design. Pearson.
The suggested solutions SaaS-based hiring system with expert security means that the EZ-ATS cloud-based hiring solution satisfies the MTC standards (EZ-ATS, 2018). The data will be kept secure thanks to the EZ-ATS solution. The hiring process currently used by MTC is manual. With this solution, all employees will have access to the hiring process from any device, and every procedure will be completed online, eliminating the need for interoffice correspondence. The MTC hiring system wont be interrupted by service outages thanks to the EZ-ATS solutions short downtime. Since no hardware implementation or development is necessary for the system, the MTC IT staff will not be overworked.
Additionally, by using the EZ-ATS solution, MTC will be able to access the website using the systems that its staff is already accustomed to using without having to invest in new hardware. The suggested system solution complies with MTC specifications since it enhances communication through integrated email and the rapid messaging feature (EZ-ATS, 2021; Maryland Technology Consultants, 2021). The system offers frequent upgrades, which are set up automatically. A specialized account manager will assist with the setting, necessitating no labor or development on the side of MTC. The business also offers staff training which will contribute to the overall performance. The technology enables users to customize the hiring portal dashboards to meet their needs. The technology gives the firm a professional appearance by enabling the generation of reports and assisting in monitoring the electronic arranging of interviews (EZ-ATS, 2021). Moreover, it offers offer letters that were produced via the EZ ATS portal. The EZ ATS is an economical option with predetermined monthly packages and features that include limitless data storage, upkeep, frequent updates, and backup and recovery.
Implementation Areas
A free employment portal trial is offered by EZ-ATS; however, this does not guarantee that the MTC hiring system will be implemented successfully. The Implementation section includes every factor that MTC must consider to guarantee that the suggested solution is implemented successfully.
Vendor Agreement
The vendor is offering a trial period so that customers can determine whether the EZ-services ATSs are in line with their needs (UMUC, n.d.). After choosing the company plan that best suits their needs, MTC is required by EZ-ATS to sign the User Agreement. There is not much that MTC needs to send to the vendor to begin the system configuration because the SaaS-based COTS solution runs on the vendors servers and hardware (UMUC, n.d.). Since this is a SaaS-based service, the providers handle the upgrades and maintenance. The system can be customized by MTC for a one-time configuration cost of $2,500 and will be set up following the needs of the business by a dedicated account manager.
Hardware and Telecommunications
By implementing the EZ-ATS solution, MTC employees will have access to the system via desktop computers, laptops, and mobile devices. When using mobile devices outside of MTC, EZ-ATS requires Wi-Fi access or local landline internet service. It is strongly advised to use an internet provider that is reliable and trustworthy.
Configuration
Each client must be configured to some extent when EZ-ATS is implemented. A smooth transition towards software customization is provided by EZ-ATS. A dedicated Account Manager will be assigned after the User Agreement and payment has been received. Before going live, the Account Manager will offer help through the configuring process. The Account Manager will support MTCs use of the MTC company logo, linking corporate email to social networking sites and LinkedIn, as well as linking to job boards used to post job announcements. The Account Manager will assist MTC in setting up staff accounts, creating custom reports, and customizing workflow initiatives.
Testing
After completing the setting, the account manager and an MTC representative will test each feature to make sure it performs as intended. A small group of individuals will test EZ-ATS as part of MTCs User Acceptance Testing, the final stage of the software testing process (Setter. 2021). After the 30-day free trial, they will test the system, and management will then provide them with a survey that includes but is not limited to the following questions: Does the program crash? Does every function accept the right inputs and produce the right outputs?
Access to an applicants present status in the hiring process was one of the demands made by the MTC recruitment staff member. This criterion will be tested by either having testers check the system for changes or having the systems authorized personnel check to see if they receive updated emails about the status of applicants.
Employee Preparation and Support
Leadership, including the CEO, CFO, and CIO, must prepare their workers for the upcoming changes brought on by the new system. The middle management, including the HR Director, Recruiter Manager, and Hiring Manager, must be consulted to receive instructions on how the new system is to be implemented.
Communication between management and staff will be essential during this time of change, according to change management. Management must be completely open and honest about the who, what, and why of the change. Employees must comprehend their role in the transition and the significance of pursuing the same objectives as MTC.
Training: The Train the Trainers Course, which costs $295, is only required for EZ-ATS administrators. After that, the systems administratorslikely the hiring manager and recruiterswould instruct the staff to watch the videos on the EZ-ATS website. Using the training materials EZ-ATS offers, they could then create on-site training sessions.
User Support: A system administrator should be designated to respond to user support requests from staff members such as administrative assistants or leaders. Once more, either the recruiting manager or the recruiter could be to blame, but one of them absolutely must have attended the Train the Trainer training.
Data Migration
It would be necessary to manually enter the applicants current data, which is now being processed manually. This would involve adding new applicants to the system, contact information, and uploading applications and accompanying documentation. The administrative assistants would be in charge of this work.
Maintenance
The EZ-ATS automatically receives updates and improvements. The program itself is updated. Both maintenance and MTCs involvement are not necessary. The user experience is not hampered by system maintenance.
Conclusion
In conclusion, as you can see from all the information gathered and analysis given above, MTC would greatly profit by implementing EZ-ATS. All of the user requirements that were provided by the MTC personnel are met by the system. In contrast to the manual process MTC currently uses, this technology would assist MTC in achieving its present and future goals. As well as making the system more dependable and efficient in terms of processing applications quickly, it would help the hiring staffs burdensome task to decline. This method would keep everyone informed and aid the management, administrative, and recruiter personnel in maintaining organization and awareness of the progress of each application.
References
EZ-ATS. (2021). EZ-ATS Applicant Tracking Software [Course Resources]. In IFSM 300: Information Systems in Organizations: 2021. Web.
EZ-ATS. (2021). EZ-ATS Applicant Tracking Software [Course Resources]. In IFSM 300: Information Systems in Organizations: 2021. Web.
EZ-ATS. (2021). EZ-ATS Applicant Tracking Software [Course Resources]. In IFSM 300: Information Systems in Organizations: 2021. Web.
EZ-ATS. (2021). EZ-ATS Applicant Tracking Software [Course Resources]. In IFSM 300: Information Systems in Organizations: 2021. Web.
EZ-ATS. (2021). EZ-ATS Applicant Tracking Software. In IFSM 300: Information Systems in Organizations: 2021. Web.
Maryland Technology Consultants case study [Course Resources]. (2021). In IFSM 300: Information Systems in Organizations: 2021. Web.
Maryland Technology Consultants case study. (2021). In IFSM 300: Information Systems in Organizations: 2021. Web.
To begin with, it is a question of great inquisitiveness: whether military background helps people in hiring job or not? First, employers are seeking workers who have an idea of how their knowledge, experience, habits or skills meet the requirements of definite job. Two things take place when one is employed to do a job that is similar to some work requirements. The first one is the fact that employees use their energy in order to complete the job right away.
The second reason is that they adore completing the job due to the behavioral correspondence. Contrasting these factors the main aim should fall into real motivations. Employees should make some changes in behavioral framework of them in terms to confront the job and to move in a right way and then use the rest of efforts to carry out main duties about the job.
Before the analysis of pros and cons of prior military when hiring it is important to admit that if one has an interest in providing country policy of a mandatory military service it means that country will be interested in your employment fulfilled. Is military worth those months or years of life? Of course, it is so when speaking about mans qualification in moral aspect, and his matureness about main priorities in life and their arrangement. Also it will be a great reading in addition to your resume when describing personal abilities.
There are several advantages of being prior military. Young people do not actually think over the advantages of having such period of life, but most of physically and mentally healthy population cannot avoid the conscription. As Mark Pizzo admits:
There are several reasons why conscription is an idea whose time has not come. First, a properly structured military wouldnt need conscription to meet its present responsibilities. Todays uniformed defense establishment, about 1.4 million people with another million or so in the National Guard and Reserves, is a labor-intensive, Industrial-Age behemoth (Insight on the News, 1999).
An increasing number of the citizen-soldier population gives the Government few reasons to provide such people with guarantees of their employment. It is so, because of the previous experience when people returning from Vietnam or other military operations and wars had nothing to do and became alone with their problems. The negative effect is in lousiness of military as an employer. The physical and the spiritual factors confirm this statement. It is, of course a matter of money.
The aspect of this issue props against quality of work implementation and rationality of operating time, but the military also must recover its professional self-esteem and renew its standards of excellence (Insight on the News, 1999). Then thereis another question whether women involved in military process or not. Why are military men unsaved with social background for short and long run?
On the other hand, militaries are the glory and fame of the United States of America. To support the predominance of American army government needs human resources. So let it be the mutual exchange of what one can do for country and what country can do for him. This dilemma is faced for everyone who did military service.
An elite approach to military conscription is compatible with a program that would allow selected young men and women from tough neighborhoods to join. We must demand the highest standards for those seeking combat jobs and qualifying standards for all other skills (Insight on the News, 1999).
In short-termed perspective it is clear that the conscription is inevitable and behaves a number of features which are too significant for a real American, namely: courage, bravery, discipline, responsibility and this list can be continued farther. It is known that without serving in army some employers do not desire to hire such persons. That is why one of the motives of doing military service is to accept then a better job within a company. According to the long-term perspective it is hard to underline some advantages, it is better to note some worries about military families. As it is known, facts are stubborn things, so there is an obvious statistics which grabs special attention on the future of militaries and their families in focus.
Fact 1 43.2% of the Active Duty force and 43.1% of the Selected Reserves have one or more children (Military Family Research Institute, 2005, p. 42, 96).
Fact 2 More than half (56.6%) of the Active Duty force and 57.7% of the Selected Reserve have family responsibilities, defined as having a spouse, one or more children and/or one or more adult dependents (Military Family Research Institute, 2005, p. 31, 95).
Fact 3 Out of the 750,320 Active Duty members who are married, 12.7% are in dual-military marriages while out of the 426,296 Selected Reserve members who are married, 5% are in a dual-military marriage (Military Family Research Institute, 2005, p. 31, 86) (Questions and Answers, 2009).
The spouses of prior militaries are usually younger than civilian ones? They earn less and saved worse in social guarantees. Then according to militaries there is also a reason for being separated from the families. Still the conflicts may appear for such reasons.
Deployment of male soldiers had no effect on marital dissolution, though it did lead soldiers wives to work less. In contrast, deployment of female soldiers led to a large and statistically significant increase in divorce rates. Deployment of female soldiers did not affect husbands labor supply. Finally, the results show no statistically significant increase in disability rates among the children of deployed personnel
(Angrist & Johnson, 2000, p. 41).
The prior military cannot but follow the right movements of life so that to control all processes in the well-being of him and his family along with dependants. The country seeks for benefits of its military policy while involving young people in doing military service. Society can make a great contribution to the US. Prior militaries can achieve diversity within job suggestions by providing straightforward actions in order to prove their right to job and work conditions. The civilians also have problems in finding jobs, but as a matter of fact, there is a paradox in advantages for military and civilian people while the civilians for some reasons are in favor.
Though, it needs more time for the government of the United States to accept definite guidelines and amendments to an article in terms of supporting and maintaining the layer of society called militaries. Thus, the advantages of prior military are: a plus while looking through ones resume, the employers conviction in a mans seriousness, additional years in the time in employment, more chances to achieve a better position. The disadvantages are: waste of time, some social and everyday disturbances, exposure of military families.
References
Pizzo, M., & Gold, P. (1999). Should Congress Reinstate a Peacetime Draft to Fill the Ranks?. Insight on the News.
Questions and Answers about MILITARY FAMILIES: A Sloan Work and Family Research Network Fact Sheet. Web.
Angrist, J., & Johnson, J. (2000). Effects of work-related absences on families: Evidence from the Gulf War. Industrial and Labor Relations review, 54(1), 41-58.
Within the scope of their professional activities, law enforcement officials constantly handle violent crimes, accidents, thefts, burglaries, mass riots, and critical incidents. Moreover, police officers are frequently exposed to distressing conditions and circumstances immediately dangerous to their life and health. Therefore, the process of hiring law enforcement officers entails requirements for their education, physical fitness, and moral qualities (Lievens, De Corte, & Westerveld, 2015; Paoline III, Terrill, & Rossler, 2015). This paper will explore the applicable requirements of the Chesterfield County Police Department for the position of an entry-level law enforcement officer.
The official website of the Chesterfield County Police Department provides easily navigable information related to hiring entry-level law enforcement officers. Specifically, an applicant can know about available vacancies, scheduled recruitment, and local testing procedures, execution of documents, training programs, and benefits provided to employees. Applicants have to pass physical ability and written tests and complete the 34-page Background Investigation Packet (Chesterfield Police Department, 2018).
According to the recruitment advertisement, the Department will select individuals with the most relevant education, previous job experience, and qualifications (Chesterfield Police Department, 2018). The minimum requirements of the Department for applicants basic qualifications are as follows:
The United States citizenship;
Successful completion of a written and physical ability testing;
Appropriate education level (a high school or a General Education Diploma);
Possession of or eligibility for a drivers license;
Good eyesight; binocular vision should be of 20-25 corrected (Chesterfield Police Department, 2018);
Relevant proportion between weight and height;
Absence of conviction of crime or violence;
Successful completion of background examination, including a polygraph examination, medical, drug, and psychological screening;
Compliance with the Chesterfield Police Departments requirements for police personnels appearance and dress code;
The minimum age of applicants is 21 years before the completion of the training program.
Given the fact that law enforcement officers require strength, agility, speed, and power (Crawley, Sherman, Crawley, & Cosio-Lima, 2016, p. 1422), the Chesterfield County Police Department provides recommendations for applicants appropriate clothing and comprehensive information that clarifies procedures included in physical ability testing. Candidates physical fitness and abilities are assessed by their results in performing six exercises, including vertical jumping, agility running, 1.5-mile running, 300-meter running, squats, and push-ups. Standardized requirements for physical abilities are freely accessed via the Departments site so that applicants can evaluate their preparedness level and train prior to testing. For instance, if an applicant performs 22 or fewer sit-ups, he will receive 0 points (Chesterfield Police Department, 2018).
In accordance with the Chesterfield County Police Departments Appearance and Dress Code Policy, all applicants should be neat and clean. Requirements are specified for such categories as head and facial hair, makeup and fingernails, jewelry, dental ornamentation, personal hygiene, tattoos, and mutilation. Female officers are allowed to wear appropriate makeup. Applicants should specify and describe any deviations from the Departments policy while filling in the Background Investigation Packet.
Thus, an applicant can obtain useful information concerning the position of an entry-level law enforcement officer via the Chesterfield County Police Departments site. All requirements are provided either with videos or in a printable format, facilitating the application procedure. Downloading comprehensive guidelines and instructions, a person can assess his/her correspondence to the Departments requirements for physical abilities, appearance, and legal issues. However, the site does not involve information about what psychological screening entails for applicants and what personal characteristics will be examined.
References
Chesterfield Police Department. (2018). Now hiring. Web.
Crawley, A. A., Sherman, R. A., Crawley, W. R., & Cosio-Lima, L. M. (2016). Physical fitness of police academy cadets: Baseline characteristics and changes during a 16-week academy. Journal of Strength and Conditioning Research, 30(5), 1416-1424.
Lievens, F., De Corte, W., & Westerveld, L. (2015). Understanding the building blocks of selection procedures: Effects of response fidelity on performance and validity. Journal of Management, 41(6), 1604-1627.
Paoline III, E. A., Terrill, W., & Rossler, M. T. (2015). Higher education, college degree major, and police occupational attitudes. Journal of Criminal Justice Education, 26(1), 49-73.
Planning a wedding is a task that requires meticulousness and much attention to detail. Usually, the best way to organize a wedding is to hire a professional manager with the skills and connections needed for such a task. The managers responsibilities include developing the wedding plan with the clients, planning activities, assigning roles among the guests, finding appropriate staff, inventory, and decorations, and controlling the whole process at every stage. It is helpful to prepare a list of assumptions based on preliminary data to use as a basis for a wedding planner. An indentured list is a valuable and convenient tool for visually representing all stages and activities included in the wedding ceremony together with the responsible persons.
Discussion
Developing a list of assumptions is essential to begin planning the wedding. One of the top priorities is to establish the scale of the wedding. Considering that Tony is from a large farming family and Peggy Sue is from an affluent political family, a medium wedding with up to 150 guests is probable (Thomas, 2022). Since Tony is from a large family with small-town roots and Peggy Sue likely has many acquaintances, an equal distribution of guests of all ages can be assumed (Thomas, 2021). As both families are traditional, a similar wedding ceremony will likely be preferred (Mackey, 2022). Weddings with more than 100 guests averaged $38,000 in budget in 2021, so settling with a 15-percent cushion at $43,000 is an option (The Knot 2021 Real Weddings Study). With the initial assumptions made, it is possible to begin settling on the activities.
The next step is to develop a WBS and a corresponding list of activities. A WBS is an efficient way to present a structured process visually (Online PM Courses Mike Clayton, 2019). The Work Breakdown Structure for the wedding ceremony preparation divides the process into three levels of activities and assigns responsible persons. Primary (P) and Supporting (S) roles are assigned to the responsible persons to prevent misunderstandings and conflicts during planning. The Work Breakdown Structure can be found in Appendix A.
Table 1: WBS indentured list
WBS Number
Activity
Responsible
Deliverables
The Wedding
1
Guests
1.1
Guest List
Mother of the bride (P)
A guest list of up to 150 people is jointly developed
Mother of the groom (S)
1.2
Invitations
Bride (P)
Invitations are designed, prepared, signed, and sent
Groom (P)
Designer (S)
1.3
Guest seating, toasts, and readings
Father of the groom (P)
Guest seats are assigned, toasts and readings are distributed
Father of the bride (S)
2
Ceremony
2.1
Wedding bands
Groom (P)
Wedding bands are prepared
Bride (P)
Bridesmain (S)
Best Man (S)
2.2
Developing the ceremony
Mother of the groom (P)
The type of the ceremony is decided upon, main ponts of the ceremony are established
Mother of the bride (P)
Manager (S)
Official (S)
3
Logistics
3.1
Transportation
Manager (P)
Transport for the guests is hired
3.2
Accommodation
Manager (P)
Means of accommodation are reserved for the guests
Bride (S)
Groom (S)
3.3
Legitimacy
Father of the bride (P)
The acquiring of the marriage licence is planned
Mother of the groom (S)
3.4
Catering
Mother of the bride (P)
A caterer is hired, menues are prepared
Father of the groom (S)
3.5
Decorations
Mother of thr groom (P)
The general style and decorations are agreed upon and ordered
Mother of the bride (P)
Designer (S)
3.5.1
Flowers
Mother of the bride (P)
Flowers are chosen and bought
Florist (S)
Designer (S)
Manager (S)
3.5.2
Dresscode
Father of the bride (P)
Dresscode for guests is agreed upon
Mother of the groom (P)
Designer (S)
3.5.3
Brides dress and grooms suit
Bride (P)
A dress and a suit for the couple are chosen and prepared
Social media has gained a hugely important role in nearly every possible facet of peoples lives, including employment and work. Thus, a new trend in HR has been created, suggesting that social media can be used to announce employment-related decisions, including hiring and firing ones (Albert, Da Silva, & Aggarwal, 2019). Despite the usefulness and numerous advantages of social media, the proposed way of managing HR issues, namely, employing or dismissing people, appears to have multiple problems, which means that a specific etiquette needs to be developed before using the proposed tools in modern business settings.
Having evolved tremendously over the past decade, social media has provided ample and endlessly impressive opportunities for communication. Two of the critical advantages that social media offers in dispersing hiring and firing messages are the speed of data processing and the opportunity to address multiple participants simultaneously (Katiyar & Saini, 2016). As a result, an HR manager can handle the issues of recruitment and dismissal more effectively, which is crucial in companies with a large number of employees and high turnover rates.
Moreover, social media can be useful specifically when making hiring decisions since it offers additional information about the candidate. The level of their activity on a social network, the interests that they pursue, and the range of social connections that they have made will supply essential information to HR managers (Khorsheed, Othman, & Sadq, 2020). Namely, the communication skills of the candidate and the prospects for their future talent management process can be identified.
When considering one of the most important characteristics of communication in the social media context, the presence of certain distancing and the absence of close interpersonal communication, which is essential in preserving good relationships between an employee and an employer, is absent from the environment of social media (Thornthwaite, 2018). The air of coldness and the sense of being distanced from an interloper contributes to the effect, amplifying it to a significant degree. Another important disadvantage of social media as an HR tool is the absence of a well-developed communication etiquette and the resulting high probability of employees misreading the information sent to them by HR managers (Jacobson & Gruzd, 2020). The specified effect is especially plausible in firing decisions, when, being fuelled by emotions, dismissed staff members may ascribe certain intentions to a seemingly innocent message.
Finally, since social media is traditionally used for casual communication, HR managers and employees are likely to find it excessively difficult to separate their everyday communication from work-related on when using social media. As a result, a range of unnecessary attitudes is likely to emerge, complicating workplace relationships (Richter et al., 2018). The described disadvantage is also linked to the problem of bad publicity, which means that controversial incidents may result in the complete loss of employment opportunities for people who may have been misunderstood or misinterpreted.
Since social media is known for its impeccable functionality and the options for delivering important messages promptly, it can be used as a hiring or firing instrument in the future as long as ethical standards for the specified procedures are introduced beforehand. Due to the lack of coherent guidelines for using social media in hiring decisions and dismissal of employees, the identified device may turn out to be inefficient for organizations with an established HRM-related routine. Therefore, currently, the application of social media for hiring and firing staff members does not seem to be effective enough. Despite the numerous options and advantages that social media provides, it may imply unfair decision-making. Thus, it needs to be discarded in favor of a more traditional approach toward hiring and firing staff.
Reflection
When crafting the argument concerning the use of social media in making HRM-related decisions, I found several issues to be of quite high importance. These included the search for reliable and accurate evidence and the assessment of the relationships between social media and HRM processes, namely, recruitment and dismissal of the staff. It was necessary to view the intricate details of relationships between the HR function and the information offered by social media to produce an adequate and honest answer to the essay question.
In addition, constructing the argument above has shaped my view on what forming an argument means. Namely, I realized that, when developing an argument, it is important not to insist on proving a particular point but, instead, to evaluate the situation carefully and represent it objectively. The described approach is especially valuable when researching an issue as contentious as the use of social media in HRM.
To convey the main message in my essay, I plan to use three key elements of rhetoric, namely, ethos, pathos, and logos, accordingly. Ethos will be used to represent the problem fairly and objectively so that readers could make their own decisions about the subject matter. Pathos will be incorporated to a certain extent when outlining some of the ethically questionable aspects of using social media in HRM. Finally, logos will be utilized to create a coherent message and allow the audience to understand the core of the argument.
References
Albert, L. J., Da Silva, N., & Aggarwal, N. (2019). Demographic differences and HR professionals concerns over the use of social media in hiring. e-Journal of Social & Behavioural Research in Business, 10(1), 1-9.
Katiyar, V., & Saini, G. K. (2016). Impact of social media activities on employer brand equity and intention to apply. NMIMS Management Review, 28, 11-31.
Khorsheed, R. K., Othman, B., & Sadq, Z. M. (2020). The impacts of using social media websites for efficient marketing. Journal of Xian University of Architecture & Technology, 12(3), 2221-2235.
The Risky Business of Hiring Stars by Groysberg et al. is an article highlighting companies growth and performance after hiring celebrities or prominent personnel from other firms. The business of hiring stars is shown to be detrimental to the organization and individual staff personnel. The key terminologies applied in the article include business performance, talent wars, and team motivation. The articles main purpose is to explain the strategies, risks, and advantages of hiring stars in the business and the methods companies may employ to grow their teams to become the desired influencers without acquiring others from rival firms.
Discussion
One of the articles findings is that when businesses recruit stars from other companies, the individuals performance suffers greatly, and their shine drops significantly. Based on a survey reported in the article, 46% of stars had decreased performance after switching companies. Additionally, hiring outside talent leads to declining staff performance since it negatively impacts the workers motivation by giving them the perception that their employers prefer to hire outsiders for leadership roles. According to the authors, it is crucial to establish corporate policies and routines that give employees chances to demonstrate their knowledge and talents to lower the risk of recruiting stars and improve their performance. Organizations cannot effectively flourish or achieve a competitive edge by bringing in A-list talent from outside. Instead, they should concentrate on developing internal talent and trying to keep the stars they produce.
One practical implication in the article is that teams frequently lose motivation because they believe they must search for opportunities to shine outside the company or hold positions of authority if they want to progress. However, according to the authors, developing stars rather than hiring them is the first stage in conquering the talent battle. Managers in smart businesses can benefit from this articles information by creating opportunities for team development, including seminars and workshops to grow employee skills. This will benefit the organization by ensuring they nurture and maintain highly skilled, professional, and loyal employees to propel the business to its desired mission and cut the cost of hiring additional staff.
My opinion of the article is that it gives practical steps for businesses to grow their staff rather than hiring prominent individuals from competing organizations. I think this article is crucial for every small and medium-sized company that strives for long-term growth by maintaining its market value. The most interesting point from the reading is that an employees personal qualities invariably incorporate company-specific talents, but the tools that enabled the star to achieve his successes cannot be taken with him when he switches organizations. The main takeaway point is that managers should seize looking for talent outside and grow their teams for sustained business performance.
Conclusion
As the rivalry for the best-talented employees rises again, businesses are undoubtedly looking for high expertise among their competitors. Since once stars begin changing employment, they keep moving to the best bidders, I wonder if hiring staff from less-appreciative organizations and nurturing them would improve their performance and translate to organizational growth. As employees enjoy better HR practices and effective employee-employer relationships, they may develop attachment and loyalty to a firm, remaining committed to the organizations mission, facilitating its growth, and cutting the costs of additional talent recruitment.
When a corporation hires from inside its current staff, it replaces a vacant job. External Recruitment, on the other hand, is seeking someone to fill the open position from outside the organization. The option I favor more than two is external recruiting, primarily because it will allow the business to get fresh perspectives and innovative approaches to help it succeed. This essay discusses why I have selected the external hiring process while highlighting my experience.
Discussion
The competition between businesses is more intense today. Companies across various sectors should not be comfortable with their current market position as there is a chance of failure. External hiring would be advantageous for the organization. When a company relies purely on internal hiring, it may miss the opportunity to recruit individuals who can contribute significantly with new ideas and skills (Valentine, Meglich, Mathis & Jackson, 2019). In contrast, external recruitment makes the chances of finding qualified and experienced applicants to be hired substantially higher. Even though the procedure would take some time and the business would spend some expenses, they would realize the worth if they were able to acquire a worker who can contribute to having a beneficial effect on the business.
When I worked in human resources, the manager would frequently ask our opinion on the best hiring methods. We usually inquire about how urgent the requirement to fill the job is before responding to them since it will be necessary. When the manager would respond that it was not so urgent, our staff advised doing external recruitment. We had been getting various resumes from people from all walks of life. From them, we noted that individuals are unique as they possess different abilities and experiences that would greatly benefit the organization in achieving its objectives. Including the interviews and training sessions for the recruits, the recruiting process lasted for over a month. The business undoubtedly suffered expenditures, but one could attest that they were all worthwhile since we could hire a worker with the potential to accomplish great things for the company.
Conclusion
Overall, although it is relatively common, external recruiting may eventually have advantages or disadvantages, including the other way. When a position needs to be filled immediately, for example, a firm can pick internal recruiting; however, if this is optional, the hiring process would be the ideal option since it gives you access to a wider variety of possible candidates for the company.
The role of organisational work as it is conducted in various modern companies is primarily determined by the qualifications of the employees performing specific duties. Where assessing the quality of human resources is concerned, an essential role is played by the HR manager, whose tasks are to instruct staff and recruit relevant professionals. A modern high rhythm predetermines the activity of all members of a particular firm as a component of joint work. Therefore, it is important to keep track of the various challenges that managers may face, assess opportunities and the degree of training of staff and describe possible recommendations for HR practice.
Challenges of Delivering Corporate Social Responsibility
With the development of progress in terms of production, science and technology along with the urbanisation of life, new and complex problems have emerged and worsened: ecological, technical, socioeconomic, information, cultural and more. The future of civilisation depends on a comprehensive solution for these issues. However, any solution is determined to a great extent by the activities of modern corporations and their responsibility to society and to the future. Therefore, todays problems in light of social responsibility are becoming central to management. As Mason and Simmons (2014) remark, the development and implementation of a reasonable and practical policy of social responsibility are steps towards the recognition of certain organisations in an international arena. Quite a few issues may arise in this sphere.
According to Brammer, He and Mellahi (2015), one of the acutest problems in the process of ensuring social responsibility on the part of business is the absence of actual legislatively established standards to regulate relations in this sphere. Policies that involve compulsory imposition of a requirement to conduct activities according to the principles of social responsibility do not lead to desired results. The management of particular organisations may be reluctant to part with income, preferring to leave something in reserve (Wang et al. 2016). The state, in its turn, is interested in the participation of large organisations in developing a sense of business social responsibility because of a lack of financial resources and is ready to promote partnership and support in this process. However, if mutually beneficial cooperation of these institutions is to achieve greater efficiency, it is essential to provide an adequate mechanism for state regulation of corporate social responsibility.
Ways to Regulate Corporate Social Responsibility
The first step in this direction should be the development of a legislative, regulatory framework focusing on social responsibility. Following its establishment, other possibilities for improvement can be suggested. Some of these, for example, might include economic benefits, the creation of non-profit investment funds, profits that are not taxed and go to charity, the creation of publicprivate partnerships, the introduction of mandatory social reporting for companies, incentives for the leadership of organisations and more. Unfortunately, in the process of introducing corporate social responsibility, a risk of additional problems is likely to arise. For instance, some companies cannot compete with others because of their inefficient allocation of resources. Nevertheless, using a scientifically grounded approach, problems can be solved in a timely manner. Thus, in the modern world, social responsibility on the part of business plays a decisive role.
Evaluation of the Changing Nature of Work
The formation and development of the modern concept of an organisation are largely associated with the industrialisation that has been introduced to the production process. Many entrepreneurs have viewed this as a factor in increasing the efficiency of business management, even as they have evaluated new opportunities to achieve competitive success by improving management effectiveness. When comparing modern and outdated approaches to management, it can be noted that recently, an environmentally conscious concept of management along with the management practices of modern enterprises, banks and firms began to be realised. According to Cooke, Wood and Horwitz (2016), new approaches can also be observed in the creation and implementation of a complex methodology for decision-making in the practical activities of reducing various types of risk. These risks accompany the production, management and intellectual activities of market participants and decision-makers. Such a statement of the problem requires an accurate approach to the establishment of interrelations among existing organisational and production systems and the creation of appropriate entrepreneurial models on that basis.
Compared with past technologies employed in the organisation of the working process, the present-day problems of interaction with the external environment are acquiring the greatest importance in management theory. In addition, as Forman, King and Lyytinen (2014) note, the external environment, the activity of individual companies and the orientation of a particular enterprise under prevailing conditions should be taken into account. The search for solutions to these problems has led to the formation of a number of modern management concepts aimed at ensuring the effective operation of organisations in the modern world. Some of these concepts are commonly used in different states, and experience can be borrowed; however, the development of new and unique ideas is needed. In particular, strategic management, a system where competent planning is an integral component of successful work, is key. Different types of leadership principles abound, and each is used for different purposes.
Figure 1: Management principles types of plans (n.d.).
Managers and subordinates alike realise that approaches to work require constant improvement so that a certain company can adapt to the constantly changing tendencies of the world market. Moreover, according to Barley, Bechky and Milliken (2017, p. 111), the nature of work is likely to continue to change as we move further into the 21st century. Thus, constant change is caused by a high rate of business development. Therefore, the opportunities for some firms to successfully adapt to such changes can be one indicator of company success.
Value of Training and Development Interventions in Organizations
Well-trained employees can significantly improve the level of profitability of a particular organisation, and only high-income companies can survive in the current business environment. Therefore, each HR manager must seek to ensure that only professionals are the members of his or her team. According to Anderson (2016), employees incompetence and their reluctance to fulfil their immediate duties will ultimately affect the quality of collective work, with a corresponding impact on projects and profits. In order to achieve full impact, it is necessary to train staff well.
Figure 2: The impact of training and development on employees performance (Siddique, Attique-ur-Rehman & Jafri 2013).
Training and development of employees will allow an organisation to raise the level of profitability of the business by increasing the effectiveness of teamwork and the value of professionals along with their professional level. Also, in the process of training, workers will be able to develop effective communication skills necessary for establishing good relationships with partners and clients (Andersen 2016). After all, in order to succeed, it is essential to constantly move forward, to look for new opportunities to develop the organisation and to be able to quickly adapt to changing business conditions. Investments in staff training help leadership to flexibly react to business requirements and efficiently manage an organisation.
Employees Motivation
For the training of workers to be effective, the workers themselves should realise that they need such investment. Therefore, HR managers should help subordinates to understand the importance of self-development and explain how it will benefit them. Experienced and proactive workers who are engaged in building a career are prepared to regularly work towards achieving better results (Cummings & Worley 2014). However, some employees want motivation. When implementing a variety of methods to encourage staff to be proactive, managers will demonstrate that training is not only useful but also profitable.
In those organisations where the personnel are in the process of continuing education, managers will spend most of their time achieving coherence in collective work on projects. It is necessary to admit that even a high-class professional cannot alone lead an entire project. The task of team building is a critical element in the process of personnel management. In the course of teamwork on a particular project, employees will be able to acquire new knowledge and develop useful practical skills in the professional field. Appropriate training will allow them to effectively achieve their goals.
Role of HR Practice Within Contemporary Organizations
Personnel policy as an instrument can play an essential role in maintaining stable development of both the entire labour market and a particular enterprise. This type of leadership focuses on organising work for human resources to be distributed according to the professional development factor. The task of specialists in this sphere is also to ensure the filtration of human resources, based on the interests and security of a particular company, especially when companies face growing competition and expanding sales that influence the organisations position in the market.
The role of the HR manager responsible for recruiting staff is particularly important since such a position also requires appropriate training and the ability to make informed, competent decisions. The success of an organisation, its productivity and reputation in the market almost entirely depend on the quality of work performed by its employees (Bamel & Stokes 2016). Accordingly, it is in the interests of the leadership to make sure that workers are as qualified as possible and can fully reveal their potential. HR managers, in their turn, should ensure that only responsible and trained employees perform a particular job in order to prevent work stalling or gross violation of established instructions. Therefore, the role of HR practice within contemporary organisations is certainly important and perhaps crucial.
Any HR manager occupying a leadership position must usually compete with other top managers for resources to develop his or her direction in terms of such factors as budget, vacancies, technical support and premises. However, high position gives an HR specialist the chance to take a strategic role in a specific organisation and to implement long-term projects along with the most favourable conditions for development. In addition to professionalism, this employee needs such qualities as perseverance, leadership potential and well-developed communication skills. In some companies, the HR director leads the management team and becomes the driving force for business development. Also, it is impossible to build trust relationships and promptly adjust work among staff without the constant interaction of all members of the HR department. Successful work provides team cohesion and a desire to help one another in the process of achieving common goals. Much also depends on the basic training of the HR manager. If this specialist has all the necessary skills, his or her company will certainly be provided with highly qualified employees.
Recommendations for HR Specialists
As a recommendation to managers who are searching for and selecting personnel, following different strategies may be of use in finding the most suitable mechanisms. An individual approach to employees is a useful tool that helps in establishing contact with a potential worker and allows each party to count on mutually beneficial cooperation (Liao, Wayne & Rousseau 2016). Also, HR managers should spend more time than usual in searching for experienced professionals. The contribution of such specialists to the success of an enterprises activity will certainly be higher compared to the benefit that ordinary employees who do not have either experience or a desire to work can bring a specific organisation.
Conclusion
It is essential for managers to be cognizant of the various challenges that they may face when working in a competitive environment. It is also important to assess the opportunities and degree of training of staff as these indicators directly impact the productivity of a particular enterprise. The role of HR managers is significant since these specialists work towards the goal of putting professional specialists in place to contribute as much as possible to a certain company. Some recommendations for HR practice can be useful because better results can be achieved when using new techniques. In addition, specific implementations can considerably influence a companys success and recognition.
Reference List
Anderson, DL 2016, Organization development: the process of leading organizational change, 4th edn, Sage Publications, Thousand Oaks, CA.
Bamel, UK & Stokes, P 2016, Flexible HR practice, Global Journal of Flexible Systems Management, vol. 17, no. 1, pp. 1-3.
Barley, SR, Bechky, BA & Milliken, FJ 2017 The changing nature of work: careers, identities, and work lives in the 21st century, Academy of Management Discoveries, vol. 3, no. 2, pp. 111-115.
Brammer, S, He, H & Mellahi, K 2015, Corporate social responsibility, employee organizational identification, and creative effort: the moderating impact of corporate ability, Group & Organization Management, vol. 40, no. 3, pp. 323-352.
Cooke, FL, Wood, G & Horwitz, FM 2016, Multinational firms from emerging economies in Africa: implications for research and practice in human resource management, International Journal of Human Resource Management, vol. 26, no. 21, pp. 2653-2675.
Cummings, TG & Worley, CG 2014, Organization development and change, 10th edn, Cengage Learning, Stanford, CT.
Forman, C, King, JL & Lyytinen, K 2014, Special section introduction information, technology, and the changing nature of work, Information Systems Research, vol. 25, no. 4, pp. 789-795.
Liao, C, Wayne, SJ & Rousseau, DM 2016, Idiosyncratic deals in contemporary organizations: a qualitative and meta-analytical review, Journal of Organizational Behavior, vol. 37, no. S1, pp. S9-S29.
Mason, C & Simmons, J 2014, Embedding corporate social responsibility in corporate governance: a stakeholder systems approach, Journal of Business Ethics, vol. 119, no. 1, pp. 77-86.
Siddique, MU, Attique-ur-Rehman & Jafri, SA 2013, The impact of training and development on employees performance, image, Web.
Wang, H, Tong, L, Takeuchi, R & George, G 2016, Corporate social responsibility: an overview and new research directions thematic issue on corporate social responsibility, Academy of Management Journal, vol. 59, no. 2, pp. 534-544.
