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Activity 1

Factors that affect an organisations approach to attracting talent


The main factors which affect an organisations approach to attracting
talent are:
1. Supply and demand: the first thing need to be answer is weather
there is a vacancy to be filled or not. If yes, the organisation should
decide between transfer or promote someone from inside or recruit
from outside the organisation.
2. The size of the organisation: it would be much easier for the
large organisations to attract talent, because they are more
recognized by the public and more financially capable to advertise
to get more number of applicants.
3. Recruitment policies: the policies and procedures which the
organisation have also affect the organisations approach in
attracting talents i.e. recruiting from internal sources or external
sources. Generally, organisation tend to prefer recruiting internally
because the employees fit easily into the organisation and its
culture.
4. Unemployment conditions: the process of attracting talent will
tend to be easier if the employment rate in the area is high because
the number of the applicants will be higher. While having a low
employment rate will make the process more challenging.
Benefits of attracting and retaining a diverse workforce
1. Increase productivity: the diversity in the workplace helps in
increasing the productivity of the organization by bringing diverse
talents and different sets of skills that work together towards
achieving a common goal.
2. Increased creativity and Problem solving: having diverse and
different minds working together helps the organisation to be more
creative, and also will help in problem solving as many solutions will
arise due to the diversity.
3. Positive organisation image: having individuals with different
diverse backgrounds makes the organization reputable for being a
good employer, and potential customers will often feel more valued.
Factors that affect an organizations approach to recruitment and
selection
Factors to be considered are:

1. Cost and budget: in order to recruit a new employee, it is certain


that there will be specific amount of cost involved. The organisation
must decide on how much they are willing to spend in the
recruitment process i.e. advertising cost, agency cost and the cost
of time.
2. Skills and qualities: during the interview process it is important to
find and test whether the candidates meet the requirements that
have been already identified through the job analysis, job
description and job specification.
3. Laws and regulations: in each country there is laws and
regulations which affect an organisation approach to recruitment
and selection, in Bahrain for example, there is a Bahrainization rate
which force an organisation to employ a minimum number of
Bahrainis in their organisation.
Recruitment methods
There are many different recruitment methods, below is the most
commonly used methods and benefits of each one of them:
1. Internal recruitment: internal recruitment can be defined as the
practice of selecting one of the current organisation employees to
fill a vacant position, it could be transferring someone from one
department to another or by promoting one of the employees. The
benefits of internal recruitment is that it is easier to assess the
applicants as all the information is available, cost and time effective,
the employees are already familiar with the organisation culture,
policies etc., serve as indicator that career opportunity within the
organisation exists and increase employees morale and loyalty to
the organisation.
2. Recruitment agencies: recruitment agencies are organisations
which try to match the right person with the right set of skills and
knowledge to fit the needs of an employer. The advantages of using
a recruitment agency is that they have more knowledge about the
market as each recruitment agency tend to specialize in some
industries, save time as they take care of screening applicants,
interview them and check their references, they have access to the
best talents and professionals, they can be credible when selecting
someone and also they offer longer guarantee periods for their
services.
3. Online
recruitment:
online
recruitment
i.e.
Bayt.com,
Monster.com, indded.com etc. have revolutionized the recruitment
process for both the employers and job seekers and have made the
hiring decisions more efficient. There are a lot of benefits of using
online recruitment, it reduce time to hire as it takes about 20 minute
to post a job and applicants can apply easily, they are cost effective,
wider reach for both the employers and the candidates, it can be

considered as a branding opportunity for employers and it allows for


database buildup as employers can save attractive CVs for future
use.
Selection methods
When it comes to the selection process, there are many ways and
methods below are the most commonly used:
1. Interviews: interviews considered to be the most method used in
selecting a candidate be organisations. Some of the benefits is that
it provide instant feedback from the applicant, the interviewer can
observe the applicants body language and emotions, allow to
collect rich information and details from the applicant, topics can be
explored in depth and it allows flexibility in explaining or clarifying
questions.
2. Assessment centres: assessment centres can be defined as a
systematic method of evaluation based on multiple criteria.
Advantages of using assessment centres is that it consider to be a
fair and accurate method of choosing a candidate, it give the
applicant a better insight about the role they applied for as most of
the assessment is similar to the role, it not only help in selecting the
right candidate but also enhances the knowledge of all participating
applicants and it can be customized to for different kind of jobs.
3. Reference check: reference check usually comes at the latest
stage in the recruitment process, it is simply screening the
background of the applicant. The benefits of reference check is that
it increase the safety and security of selecting the right applicant, it
reduce employee turnover, it demonstrate fairness and equity in the
recruitment process and it helps to identify and exclude applicants
that have a history of inappropriate workplace behaviour.
Purposes of induction
First of all, induction is a process where employees adjust and get to know
their jobs and working environment, and every organisation should have a
well organised induction programme.
The following is some of the purposes of the induction:
1. It ensure that employees are well integrated into and across the
organisation, understanding the culture, the values and the mission
of the organisation.
2. Having a well organised induction programme enables new
employees understand their role, ways of working and meet their
colleagues, which helps in reducing the anxious and fear of starting
a new role in a new organisation,

3. For employers, it helps in improving the person-job fit, increase


employee commitment and job satisfaction, reducing employee
turnover and absenteeism.
The induction plan
Session

Introduction
to
the
organisation.

Person Responsible
Line Manager

Introduction to the staff


of the organisation.

Person Responsible
Line Manager
Lunch Break

Content of the session


History
and
background
about the organisation.
Mission, vision and values of
the organisation.
A
tour
around
the
organisation premises.
Go through the organisation
chart.
Discuss
roles
and
responsibilities of staff in
general terms.
-

The culture of the

organisation.
Person Responsible
Line Manager/Nominee

Office Systems

Person Responsible
Line Manager/Nominee

Health and Safety

Person Responsible
Health & Safety Officer

Go through the policies and


procedures
of
the
organisation.
Explain local arrangements
regarding hours of work,
holiday requests, sickness
procedure,
after
hours
working, dress code, lunch
arrangements, etc.
Review processes for using
office equipment such as:
computer, telephone, fax,
printer, photocopier, etc.
Review computer security,
and software usage.
Consider
environmental
efficiencies (waste, recycling,
energy).
Physical fire exits, fire
alarms,
fire
evacuation
procedure,
fire-training
arrangements,
manual
handling,
first-aid
arrangements
and
other

Timeline

Day 1
8:30 10:30

Day 1
10:30 12:30

Day 1
12:30 13:30

Day 1
13:30 15:30

Day 2
8:00 9:00

Day 2
9:00 10:30

arrangements as required.

Performance Standards
Person Responsible

Line Manager

Outline specifics of job role


(job description).
Define goals, objectives, and
expectations.
Review
probation
period,
performance
and
development
review/appraisal process.

Day 2
10:30 12:30