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Resourcing Talent Case Study

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1)Identifies and assess at least 4 factors that affect an organization approach to attracting talent
Size of the Business: A bigger business would think that it's much less demanding to source this could be on account of they are all the more well-known to the general population and they would likewise be all the more fiscally ready to promote a post to get a bigger scope of candidates.
Recruitment policies: Recruitment Policies have an impact For instance, selecting from inward sources and outer sources can influence the recruitment process. Recruitment through inside sources is favored in light of the fact that possess workers know the association and can fit well into the culture of the organization. In addition to that Promotion/Personnel …show more content…

If the demand is greater than one particular skill, recruitment will be relatively easier. And whereas Unemployment situation has an effect. Such as when employment rate is high, the recruitment procedure is likely to be simple. There will be a huge number of applications which indeed makes it easier to attract the best qualified applicants. Unlike unemployment, low rate recruiting process tends to become more difficult.
2) There are many benefits of implementing diversity within organization and some of the three benefits are:
Reputation: Customer would like to do business with companies that have a diversified workforce with different nationalities employees, because it shows that this company is very caring in taking consideration in hiring many professionals with different nationalities. And once the company does so its reputation becomes stronger and better. Customer now a days make decisions based on a reputation of company diversity
Recruitment: Diversity can really benefit recruitment in term of Enhancing retention, Facilitating recruitment and becoming an employer of …show more content…

On top of that its relatively cost effect method and reveal a lot information of the candidate. Personality is considered to be one of the best selection method as to is high relevant information needed form the candidate to know exactly who they are and whether they fit and is capable of the

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Selection methods deal with the candidate’s applications and resumes, interviews, reference checks, background checks, cognitive ability tests, performance tests, and integrity tests (Bateman & Snell, 2013, pp. 185-187). Throughout the selection process on the video, there were two applicants that were interviewed: Jacqueline and Sonya. The three key components that Robert was looking for was business experience, education, and personality qualities.

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- Diversity brings a variety of ideas and viewpoints to the organisation especially when creative problem solving is required. - Diversity increases passionate workers and makes work fun and

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The ways in which diversity can impact on work and work relationships: Cultural diversity can affect the workplace in numerous ways. Negative impacts can include miscommunication, creation of barriers, and dysfunctional adaptation behaviors. Positive impacts can include building a sound knowledge base fellow colleagues, which can make for smoother integration of the organization into foreign cultures. Many organizations have recognized that the workforce is changing and they are working to create a work environment in which diversity and difference are valued and in which employees can work to their fullest. They are dealing with the problems that arise when people in the workplace communicate.

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JLL Case Challenge 2 : Address gaps in recent openings, paying close attention to where your company measures in terms of diversity and inclusion initiatives and steps you can take to stay competitive in hiring to promote a more diverse workforce. Diversity is an essential component in any organization because, people from different backgrounds and skills sets give different perspectives and innovative ideas which play a vital role in achieving its business goals. 1) At JLL (an equal opportunity employer) we consider people as valuable assets and we take pride in a culture that is inclusive of all backgrounds and experiences. 2) Currently we have 60,000 employees over 800 locations across the globe coming from different cultures, backgrounds,

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When a company recruits internally it benefits both the company and the employee. Promoting from within the company helps builds company loyalty by offering promotions to their employees (Snell, 2015). The employee may decide to stay with the company longer and it may even be a pay raise for that position. This could also be the opposite, as the employer knows what the employee makes and may not offer the same pay or benefits as they would an external recruit. Another thing about internal recruitment is that work ethics may have already been seen since it would come from employees already within the company.

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The company uses promotions, transfers, and trainees/interns as the main internal recruitment sources for HR needs. On the other hand, the external recruitment sources at Google include educational institutions and respondents to job advertisements. Most of these ads are available through the Careers section of Google’s website. Through these recruitment sources, the company facilitates a continuous influx of qualified workers, while matching these employees’ capabilities with human resource needs. 1.2.

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Key works: workforce diversity, contract workers, employees, diversity, divergent attitude, human resource management, international employees, consumers, consumer behavior, empathic marketing 1.2 Thesis Statement Diversity in the workforce provides unique employment opportunity and benefit, strengthen organizational outcome and further provides a platform to Exchange culture and lifestyle. On the other hand diversity workforce challenges increased in cost of training requires HRM careful employee’s selection and increased conflict due to demographic differentiation. 2 Part

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Age Diversity in the Workplace Diversity at workplace is one of the prominent issues in today’s world. It is the challenging issue that managers face to manage at the workplace. But it gives the highest output if properly managed. By managing the workplace diversity, companies can increase the overall efficiency that results in higher output. Besides, it enhances the image of the company to become ‘Employers of Choice’.

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Diversity management can defined as an activity that recruits diverse employees such as women and minorities into the workforce and it’s also can increase the competitive advantage of the organization. (Stone 2013). By applying diversity management, a more productive environment will be created so everyone would have a feeling of they are being valued and their talents are being fully used resulting in their organisational goals are achieved.. (Kandola and Fullerton 1994, p. 56). Equality legislation helps the employers to know better on how to recruit and treat their employee fairly and also helps to promote diversity in the workplace. (Nibusinessinfo n.d).

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Organisation also have to make a decision as to whether it is better to recruit internally or externally, and both come with advantages and disadvantages. There are also legal consideration to take into account when associated with recruitment and selection process which is imperative that an organisation sticks to (Aylott, 2014) Recruitment and selection bests practices The first few steps in recruitment should be fairly straightforward. It is important for the organisations HR department to know how many position within the company are free, and what necessary skills and abilities are needed

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P2) Explain the Strengths and weaknesses of different approaches to Recruitment and Selection Recruitment and Selection Recruitment can be defined as searching for and obtaining a pool of potential candidates with the desired knowledge, skills and experience to allow an organisation to select the most appropriate people to fill job vacancies against defined position descriptions and specifications. (Ref-Green, Paul C. Building Robust Competencies: Linking Human Resource Systems to Organizational Strategies. Jossey-Bass, 1999.) External recruitment brings new blood, new face to the organization.

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Successful strategies link diversity progress directly to business results. (www.diversityinc.com/diversity-management) Diversity in the workplace means bringing together people of different ethnic backgrounds, religions and age groups into a cohesive and productive unit. Advances in communication technology, such as the Internet and cellular phones, have made the marketplace a more global concept. In order to survive, a company needs to be able to manage and utilize its diverse workplace effectively. Managing diversity in the workplace should be a part of the culture of the entire organization As a group we discussed diversity management and realized that the world is a big place and there will always be diversity.

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INTRODUCTION This assignment will focus on explaining the importance of diversity management, challenges of management diversity, give strategies and implementation of management diversity in the workplace. A diverse workforce is a reflection of a changing world and marketplace. Diverse work teams bring high value to organizations. Respecting individual differences will benefit the workplace by creating a competitive edge and increasing work productivity.

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THEORETICAL BACKGROUND OF THE STUDY: 3.1 RECRUITMENT & SELECTION Recruitment and selection is one of the most important management functions. The whole process represents a significant investment in both financial and other resources. Recruitment and selection are two of the most important functions of personnel management. Recruitment procedure selection and helps in selecting a right candidate.

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The research noted that recruitment procedures that provide a large pool of qualified applicants, paired with a

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