Internal sources are primarily three – Transfers, promotions and Re-employment of ex-employees..
The aim of this report is to investigate and evaluate the recruitment, selection and retention strategies, policies and objectives at Arden Homes, identify areas of connection to the organisational HR strategies, policies and objectives and to make recommendations for the improvement of the recruitment and selection procedures.
1.2 Description of the Organization or organization profile
Arden Homes is a residential building company employing 85 permanent staff in its head office and almost as many subcontractors on sites.
In 2012, two partners with extensive experience in the construction industry commenced operation in a small area at the rear of a factory in an industrial estate. They had one staff member.
Today, the business employs 85 permanent staff in its head office and almost as many subcontractors on sites. Most of the growth has happened over the past two years at which time Arden moved to the ground floor of professional offices in central Berwick. Recently the business has taken over the first floor of the building and already seems likely to need more space in the near future.
1.3 Research Methodology
Our report methodology began with a detailed interview of the HR Manager to find out the recruitment, selection and retention processes at Arden Homes.
Secondary data was collected in the form of various publications. Literature searches on the selection and recruitment of newly qualified candidates in teaching and nursing (2005?2013) were conducted.
In addition to the primary data gathered through in-depth interviewees, the researchers also made use of multiple secondary sources (Yin, 2003), such as participant observation and analysis of organisational documents. This enabled the research to triangulate the findings and ground theory generation in a dynamic manner (Sieber, 1973). Some of the key secondary data sources included EEO policy documents and staff origins analysis provided by participants, data provided by four representatives of relevant professional, migration and employment based organisations and associations as well as participant observation at local business networking events.
2. Organisational Findings (900 words)
3. Comparison between relevant theories and the findings from your selected organisation (1,200 words)
2.1 Recruitment literature 400w
Price (2007), in his work Human Resource Management in a Business Context, formally defines recruitment and selection as the process of retrieving and attracting able applications for the purpose of employment.
Recruitment can be regarded as the process of attracting candidates in sufficient numbers and with appropriate skill-sets and encouraging them to apply for vacancies within the organization
Smith et al. (1989) argue that the more effectively the recruitment stage is carried out, the less important the actual selection process becomes
Internal sources are primarily three – Transfers, promotions and Re-employment of ex-employees.
? Readily available to the organisation
? Saves time, money and efforts
? Informal recruitment method is a cost effective method for companies ‘(Corcoran et al. 1980; Granovetter 1995; Maim 1974; Marsden and Campbell 1990; Pissarides 1984; Rees 1966; Rees and Schultz 1970) argues that low financial cost is the primary reason that firms use informal method when compare to formal methods.