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MGMT3429 Strategic Human Resources Management
Answer:
Introduction
The report is aimed to analyze the problems with the recruitment and HR policies that are
used to manage the employees of Job Filler LLP. Job Filler LLP is a recruitment consultancy
that is responsible for recruiting new employees for different individual companies that
hire the services of Job Filler LLP. Sarah is responsible for directing the actions of the
consultant company and ensures a turnover of £5m. The company comprises 35 employees
who are divided into four posts to ensure proper progress of activities important for the
progress of the company. But it is identified that a number of problems are being faced by
the company in the last six months due to a number of factors. These problems are mainly
related to the actions and management of the employees working in the company as Sarah
identified that their level of motivation to work is significantly decreasing and many
employees are trying to switch their jobs for better opportunities, Sarah has also identified
that a number of competing companies are also responsible for providing attractive
opportunities to the employees which are responsible for affecting her business. Thus it is
crucial for Sarah to analyze and enhance the recruitment and people management policies
of the company to ensure effective motivation of the employees and boost sustainable
growth of the company.
Theoretical Knowledge And Critical Understanding
Analysis Of Recruitment And People Management Policies
It is identified from the case study that the business managed by Sarah is responsible for
facing a number of problems regarding the approach of recruitment and management of
employees in the organization. These problems are mainly identified as the decrease in the
motivation levels of the employees which are mainly due to the ineffective payments and
retention policies of the company. It is also identified that the competing companies in the
market are responsible for providing the employees with a range of additional benefits that
are affecting the capability of the company to retain talented employees. Moreover, it is also
identified that the team responsible for targeting retail sectors is also not able to perform
effectively due to the health problems of some employees. These problems are critical and
must be managed effectively to ensure proper management and retention of the employees.
To ensure such actions the HR approaches and policies of the company are analyzed as
follows:
Selection and recruitment: Selection and recruitment of the employees is a crucial action as
it involves the effective selection of the employees for the enhancement of a company. This
involves the analysis of the skills and knowledge level of the participants such that their
competencies can be effective for the company (Abbasi et al. 2020). As identified from the
case study Sarah maintains a fixed set of educational qualifications according to which the
employees are selected for different roles in the organization. These qualification standards
are identified to be effective in enabling the selection of effective employees for the
organization. But as identified in the case Sarah selects a number of female candidates and
fewer male candidates which is responsible for affecting her profits as most of the female
workers tend to opt for maternity leaves. Thus it is also essential for the company to recruit
a few young male candidates to ensure an effective balance of diversity at the workplace.
This is mainly because of the fact that workplace diversity helps to enhance the levels of
emotional intelligence in the company and ensures the development of innovative ideas.
The internal factors that is responsible for affecting and enhancing the process of selection
and recruitment are given as follows:
Strength: The Company maintains a strategic pricing policy that is fixed and depends on the
nature of the project being undertaken.
Weakness: The policy of managing the employees is not effective and is responsible for
developing a scenario of dissatisfaction among the employees.
Threat: Ineffective development of HR policies and people management approaches is
responsible for affecting the motivation level of the employees.
Opportunity: Developing a new range of policies for recruiting potential candidates
The external factors for affecting recruitment of the candidates involves the following:
Legal Factors: The country UK is also responsible for maintaining a number of laws
regarding the payment of employees like the labor laws and the laws of human rights. These
laws are also responsible for affecting the HR policies of the company as these laws must be
maintained for the effective growth of the company in the markets of the UK.
Training, talent management, and development: It is identified from research that training
and development of the employees are also crucial for any organization as it will help the
employees to develop a new range of skills and knowledge which can ensure effective
enhancement of their position in the company (Sivathanu, and Pillai, 2019). But Job Filler
LLP is not responsible for providing such opportunities to the employees which are
responsible for affecting the mental health as these people tend to think that they are stuck
in a single role with no opportunity to grow. This is mainly affecting the interests of the
resourcers and the administrators as these people are not getting any opportunity to rise in
position or increase their pay. These people are thus affected mentally as these people will
tend to look for better opportunities that can ensure growth in the future. Thus it is
essential for the company to develop training facilities such that the administrators and
resourcers have an opportunity to increase their position in the company. This can be
ensured by introducing effective training facilities that can enhance the talent levels of the
employees for effective growth in new activities for a higher position in the company
(Sheehan, Grant, and Garavan, 2018). This would be effective in enhancing their
motivational levels and ensuring higher levels of performance.
The internal factors that are responsible for impacting the training and talent management
of the employees involves:
Strength: Effective division of employees for performing important tasks that are crucial for
the progress of the company.
Weakness: Reduction of best employees in the company due to better opportunities in
competing companies are also responsible for affecting performance (Whysall, Owtram, and
Brittain, 2019).
Opportunity: Introduction of effective training programs such that the employees are able
to upgrade their skills and knowledge base (Hamza et al. 2021).
Threat: Growth in a number of competing companies that are responsible for providing
better opportunities to the employees.
The external factors affecting the company involves:
Social factors: The people in the society are capable of getting high-paid jobs with similar
specifications as compared to the Job Filler LLP due to a number of competing companies in
the market. This is responsible for attracting the attention of the people working in the
company and even the new potential candidates. This is because these people are getting
better options in the market and tend to settle for these options. Thus the company is also
not able to attract effective candidates for recruitment.
Reward and performance: Studies prove that rewards and performance of the employees
are directly linked to the growth of any organization. The rewards are specific incentives or
recognition approaches that are adopted by the company such that the motivational levels
of the employees can be enhanced (Glaister et al. 2018). The motivational enhancement of
the employees will ensure effective enhancement in the performance of the employees at all
levels. As identified from the case the resourcers, and administrators are the most basic
group of employees who are mainly unsatisfied due to their fixed wages. This is responsible
for the decrease of their motivational levels as analyzed by Sarah. Thus the company must
ensure the development of a certain specific target policy for the resourcers and the
administrators such that these people are able to get an opportunity to increase their salary
by working extra time. Moreover, the development of a system to reward the employees
due to their activities can also ensure effective enhancement in their motivational levels
which can thus ensure high performances (Han, 2021).
The internal factors for rewards and performance are listed as follows:
Weakness: Fall in the performance of the team which is responsible for focusing on
attracting clients from the retail sectors.
Opportunity: Development of enhanced HR policies and employee management techniques
such that the motivation level of the employees can be enhanced.
Threat: Loss of employees and problems of attendance are also responsible for affecting the
activities of the organization (Islam, and Tariq, 2018).
The external factors affecting the reward and performance of the employees involve:
Technological factors: The advancement in technology have resulted in the digitalization of
all processes of companies, the management of such digital activities requires important
skills and knowledge which are important for effective enhancement of performance. But
many employees in the company are not accustomed to such new technologies and those
with the required skills are looking for better opportunities and thus affecting the growth.
Engagement and employee relations: It is analyzed from research that engagement of the
employee and their relationship with each other is also very important for effective
progress of work. The relationship between the employees is mainly affected due to
ineffective communication and diversity at the workplace (Mazzei, Butera, and Quaratino,
2019). But the leaders of the company must ensure that these people are able to
communicate effectively among themselves such that the progress of activities can be
ensured more smoothly. Moreover, it is also identified that ineffective communication and
interpersonal issues are responsible for developing a number of conflicts at a workplace
which can affect the growth of the particular company. In this case, it is identified that the
main Recruitment Consultant, Lim, of one of the retail-focused teams is also not able to
ensure effective management of the team members and is thus losing a number of contracts
to the rival companies. The effective enhancement of employee relations and engagement
levels of the employees can help in this situation which is not being performed well by Lim
(Lemon, 2019). Thus the company must also try to develop a resolution for the problems in
the team such that the engagement and relationship among the employees can be
enhanced.
The Internal Factors That Are Related To Employee Relations Are Listed As Follows:
Strength: Effective marketing and management activities are also undertaken by the
company to attract new clients.
Weakness: Ineffective leadership policies for motivating the activities of the employees by
ensuring transparent communication (Johnston, and Taylor, 2018).
Opportunity: Development of effective leadership traits such that the collaboration level of
the employees can be enhanced.
Threat: Significant problems related to the unavailability and health problems of important
employees acting as leaders.
The external factors responsible for affecting the relation among the employees involves:
Economic Factors: The onset of the pandemic situations has resulted in the disruption of
economic balance in the market as many businesses are required to be shut. Moreover,
these conditions of the market have also affected the proceedings of a number of companies
that were responsible for recruiting a new range of employees for expansion of their
business. This has resulted in loss of a number of business deals for Job Filler LLP and
affected proper work environment in the company. This is responsible for affecting the
engagement level of the employees.
Identification Of Ethical, Legal, And Moral Issues
Ethical Issues
Sarah involves recruitment of a high number of female employees which can be identified as
an ethical issue. This is also responsible for affecting the company as a large number of
women are applying for maternity leaves which are affecting the progress of activities
(Lepistö, and Ihantola, 2018).
Another ethical issue identified in the case involves the stagnant salary and position of the
administrators and resourcers. This is also responsible for affecting their levels of
engagement with the company and leading to the loss of employees. This is because the
employees working as resourcers and administrators are always looking for better
opportunities as these people have no opportunity to grow in the company (Ngwa et al.
2019).
Legal/Moral Issues
It is identified that the legislation of the UK ensures that every woman employee must be
provided with maternity leave of a specific number of days. These rules make it important
for Sarah to provide maternity leave to every woman employee working in the organization
and is thus responsible for affecting her profits.
It is also identified that the situation of Lim affecting the activities of the retail-based group
is also responsible for having a significant impact on the company. Sarah has not yet been
able to ensure effective resolution of the issue which is mainly due to the ethical aspects and
morals towards the old employee working in the position. This is mainly because of the
accident suffered by Lim which has been affecting his memory significantly.
Conclusion
Thus it can be concluded from the above study that Job Filler LLP is affected by a number of
issues that must be resolved effectively to ensure positive growth. The main issues
identified in the report involve primarily the ineffective selection of the employees as
mostly female candidates are selected in the company. The issues also involve fixed
positions and no growth opportunities of the base level employees like the resourcers and
the administrators. Moreover, the company also does not maintain any effective rewards or
increment policies that can enhance the motivational levels of the employees. Ineffective
leadership is also observed in some parts of the company which is responsible for affecting
the relationship among the employees and their levels of engagement with the company
and thus affecting the performance levels. After analyzing these factors a few
recommendations are developed for the company such that the profits can be enhanced and
a strong competitive advantage can be developed. The recommendations are listed as
follows:
To ensure the selection of more male candidates in the company such that the gender
diversity of the workforce can be enhanced. This will ensure that fewer employees are to be
provided with maternity leaves. The increase in the diversity of the workplace will also help
to enhance the levels of emotional intelligence in the company and enhance the
development of new ideas (Poto?nik et al. 2021).
The company must introduce special training for the employees at all levels such that their
skills can be enhanced in an effective manner. The training provided to a different level of
employees must be different such that these people have an opportunity to increase their
skills and position in the company through a set of examination or qualification tests that
are to be arranged at specific intervals. This will ensure effective enhancement in
motivational levels of the resourcers and the administrators.
The company must also develop a specific target for the administrators and the resourcers
such that the performance of these people can be analyzed in an effective manner. This
would ensure the administrators and resourcers get monetary incentives in the form of
rewards or incentives. These benefits will enhance the motivational levels of the employees
and ensure effective retention (Panekenan, Tumbuan, and Rumokoy, 2019).
The company must also arrange for special meetings and programs such that the
engagement levels of the employees can be enhanced. This will also ensure an effective
increase of transparent communication and enhance the relations of the employees
(Johnston and Taylor, 2018). The effective enhancement of relations among the employees
will ensure the reduction of conflicts and problems regarding interpersonal issues and
enhance mental health.
In case of Lim is affected by the accident, the company must introduce a new Recruitment
Consultant who can work in the team and ensure effective progress of activities.
Reference List
Abbasi, S.G., Tahir, M.S., Abbas, M. and Shabbir, M.S., 2020. Examining the relationship
between recruitment & selection practices and business growth: An exploratory
study. Journal of Public Affairs, p.e2438.
Glaister, A.J., Karacay, G., Demirbag, M. and Tatoglu, E., 2018. HRM and performance—The
role of talent management as a transmission mechanism in an emerging market
context. Human Resource Management Journal, 28(1), pp.148-166.
Hamza, P.A., Othman, B.J., Gardi, B., Sorguli, S., Aziz, H.M., Ahmed, S.A., Sabir, B.Y., Ismael,
N.B., Ali, B.J. and Anwar, G., 2021. Recruitment and Selection: The Relationship between
Recruitment and Selection with Organizational Performance. International Journal of
Engineering, Business and Management, 5(3), pp.1-13.
Han, C.W., 2021. The Effects of Choice on Task Performance and Reward Awareness: A
Functional Magnetic Resonance Imaging Study. Mind, Brain, and Education, 15(4), pp.299-
310.
Islam, T. and Tariq, J., 2018. Learning organizational environment and extra-role behaviors:
the mediating role of employee engagement. Journal of management development.
Johnston, K.A. and Taylor, M. eds., 2018. The handbook of communication engagement. John
Wiley & Sons.
Lemon, L.L., 2019. The employee experience: how employees make meaning of employee
engagement. Journal of Public Relations Research, 31(5-6), pp.176-199.
Lepistö, L. and Ihantola, E.M., 2018. Understanding the recruitment and selection processes
of management accountants: An explorative study. Qualitative Research in Accounting &
Management.
Mazzei, A., Butera, A. and Quaratino, L., 2019. Employee communication for engaging
workplaces. Journal of Business Strategy
Ngwa, W.T., Adeleke, B.S., Agbaeze, E.K., Ghasi, N.C. and Imhanrenialena, B.O., 2019. Effect of
reward system on employee performance among selected manufacturing firms in the
Litoral region of Cameroon. Academy of Strategic Management Journal, 18(3), pp.1-16.
Panekenan, R.M., Tumbuan, W.J. and Rumokoy, F.S., 2019. The Influence of Reward and
Punishment Toward Employee’s Performance at Bank Indonesia Branch Manado. Jurnal
EMBA: Jurnal Riset Ekonomi, Manajemen, Bisnis dan Akuntansi, 7(1).
Poto?nik, K., Anderson, N.R., Born, M., Kleinmann, M. and Nikolaou, I., 2021. Paving the way
for research in recruitment and selection: recent developments, challenges and future
opportunities. European Journal of Work and Organizational Psychology, 30(2), pp.159-174.
Sheehan, M., Grant, K. and Garavan, T., 2018. Strategic talent management: A macro and
micro analysis of current issues in hospitality and tourism. Worldwide Hospitality and
Tourism Themes.
Sivathanu, B. and Pillai, R., 2019. Technology and talent analytics for talent management–a
game changer for organizational performance. International Journal of Organizational
Analysis.
Whysall, Z., Owtram, M. and Brittain, S., 2019. The new talent management challenges of
Industry 4.0. Journal of Management Development.

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MGMT3429 Strategic Human Resources Management.docx

  • 1. MGMT3429 Strategic Human Resources Management Answer: Introduction The report is aimed to analyze the problems with the recruitment and HR policies that are used to manage the employees of Job Filler LLP. Job Filler LLP is a recruitment consultancy that is responsible for recruiting new employees for different individual companies that hire the services of Job Filler LLP. Sarah is responsible for directing the actions of the consultant company and ensures a turnover of £5m. The company comprises 35 employees who are divided into four posts to ensure proper progress of activities important for the progress of the company. But it is identified that a number of problems are being faced by the company in the last six months due to a number of factors. These problems are mainly related to the actions and management of the employees working in the company as Sarah identified that their level of motivation to work is significantly decreasing and many employees are trying to switch their jobs for better opportunities, Sarah has also identified that a number of competing companies are also responsible for providing attractive opportunities to the employees which are responsible for affecting her business. Thus it is crucial for Sarah to analyze and enhance the recruitment and people management policies of the company to ensure effective motivation of the employees and boost sustainable growth of the company. Theoretical Knowledge And Critical Understanding Analysis Of Recruitment And People Management Policies It is identified from the case study that the business managed by Sarah is responsible for facing a number of problems regarding the approach of recruitment and management of employees in the organization. These problems are mainly identified as the decrease in the motivation levels of the employees which are mainly due to the ineffective payments and retention policies of the company. It is also identified that the competing companies in the market are responsible for providing the employees with a range of additional benefits that are affecting the capability of the company to retain talented employees. Moreover, it is also identified that the team responsible for targeting retail sectors is also not able to perform effectively due to the health problems of some employees. These problems are critical and must be managed effectively to ensure proper management and retention of the employees.
  • 2. To ensure such actions the HR approaches and policies of the company are analyzed as follows: Selection and recruitment: Selection and recruitment of the employees is a crucial action as it involves the effective selection of the employees for the enhancement of a company. This involves the analysis of the skills and knowledge level of the participants such that their competencies can be effective for the company (Abbasi et al. 2020). As identified from the case study Sarah maintains a fixed set of educational qualifications according to which the employees are selected for different roles in the organization. These qualification standards are identified to be effective in enabling the selection of effective employees for the organization. But as identified in the case Sarah selects a number of female candidates and fewer male candidates which is responsible for affecting her profits as most of the female workers tend to opt for maternity leaves. Thus it is also essential for the company to recruit a few young male candidates to ensure an effective balance of diversity at the workplace. This is mainly because of the fact that workplace diversity helps to enhance the levels of emotional intelligence in the company and ensures the development of innovative ideas. The internal factors that is responsible for affecting and enhancing the process of selection and recruitment are given as follows: Strength: The Company maintains a strategic pricing policy that is fixed and depends on the nature of the project being undertaken. Weakness: The policy of managing the employees is not effective and is responsible for developing a scenario of dissatisfaction among the employees. Threat: Ineffective development of HR policies and people management approaches is responsible for affecting the motivation level of the employees. Opportunity: Developing a new range of policies for recruiting potential candidates The external factors for affecting recruitment of the candidates involves the following: Legal Factors: The country UK is also responsible for maintaining a number of laws regarding the payment of employees like the labor laws and the laws of human rights. These laws are also responsible for affecting the HR policies of the company as these laws must be maintained for the effective growth of the company in the markets of the UK. Training, talent management, and development: It is identified from research that training and development of the employees are also crucial for any organization as it will help the employees to develop a new range of skills and knowledge which can ensure effective enhancement of their position in the company (Sivathanu, and Pillai, 2019). But Job Filler LLP is not responsible for providing such opportunities to the employees which are
  • 3. responsible for affecting the mental health as these people tend to think that they are stuck in a single role with no opportunity to grow. This is mainly affecting the interests of the resourcers and the administrators as these people are not getting any opportunity to rise in position or increase their pay. These people are thus affected mentally as these people will tend to look for better opportunities that can ensure growth in the future. Thus it is essential for the company to develop training facilities such that the administrators and resourcers have an opportunity to increase their position in the company. This can be ensured by introducing effective training facilities that can enhance the talent levels of the employees for effective growth in new activities for a higher position in the company (Sheehan, Grant, and Garavan, 2018). This would be effective in enhancing their motivational levels and ensuring higher levels of performance. The internal factors that are responsible for impacting the training and talent management of the employees involves: Strength: Effective division of employees for performing important tasks that are crucial for the progress of the company. Weakness: Reduction of best employees in the company due to better opportunities in competing companies are also responsible for affecting performance (Whysall, Owtram, and Brittain, 2019). Opportunity: Introduction of effective training programs such that the employees are able to upgrade their skills and knowledge base (Hamza et al. 2021). Threat: Growth in a number of competing companies that are responsible for providing better opportunities to the employees. The external factors affecting the company involves: Social factors: The people in the society are capable of getting high-paid jobs with similar specifications as compared to the Job Filler LLP due to a number of competing companies in the market. This is responsible for attracting the attention of the people working in the company and even the new potential candidates. This is because these people are getting better options in the market and tend to settle for these options. Thus the company is also not able to attract effective candidates for recruitment. Reward and performance: Studies prove that rewards and performance of the employees are directly linked to the growth of any organization. The rewards are specific incentives or recognition approaches that are adopted by the company such that the motivational levels of the employees can be enhanced (Glaister et al. 2018). The motivational enhancement of the employees will ensure effective enhancement in the performance of the employees at all levels. As identified from the case the resourcers, and administrators are the most basic
  • 4. group of employees who are mainly unsatisfied due to their fixed wages. This is responsible for the decrease of their motivational levels as analyzed by Sarah. Thus the company must ensure the development of a certain specific target policy for the resourcers and the administrators such that these people are able to get an opportunity to increase their salary by working extra time. Moreover, the development of a system to reward the employees due to their activities can also ensure effective enhancement in their motivational levels which can thus ensure high performances (Han, 2021). The internal factors for rewards and performance are listed as follows: Weakness: Fall in the performance of the team which is responsible for focusing on attracting clients from the retail sectors. Opportunity: Development of enhanced HR policies and employee management techniques such that the motivation level of the employees can be enhanced. Threat: Loss of employees and problems of attendance are also responsible for affecting the activities of the organization (Islam, and Tariq, 2018). The external factors affecting the reward and performance of the employees involve: Technological factors: The advancement in technology have resulted in the digitalization of all processes of companies, the management of such digital activities requires important skills and knowledge which are important for effective enhancement of performance. But many employees in the company are not accustomed to such new technologies and those with the required skills are looking for better opportunities and thus affecting the growth. Engagement and employee relations: It is analyzed from research that engagement of the employee and their relationship with each other is also very important for effective progress of work. The relationship between the employees is mainly affected due to ineffective communication and diversity at the workplace (Mazzei, Butera, and Quaratino, 2019). But the leaders of the company must ensure that these people are able to communicate effectively among themselves such that the progress of activities can be ensured more smoothly. Moreover, it is also identified that ineffective communication and interpersonal issues are responsible for developing a number of conflicts at a workplace which can affect the growth of the particular company. In this case, it is identified that the main Recruitment Consultant, Lim, of one of the retail-focused teams is also not able to ensure effective management of the team members and is thus losing a number of contracts to the rival companies. The effective enhancement of employee relations and engagement levels of the employees can help in this situation which is not being performed well by Lim (Lemon, 2019). Thus the company must also try to develop a resolution for the problems in the team such that the engagement and relationship among the employees can be enhanced.
  • 5. The Internal Factors That Are Related To Employee Relations Are Listed As Follows: Strength: Effective marketing and management activities are also undertaken by the company to attract new clients. Weakness: Ineffective leadership policies for motivating the activities of the employees by ensuring transparent communication (Johnston, and Taylor, 2018). Opportunity: Development of effective leadership traits such that the collaboration level of the employees can be enhanced. Threat: Significant problems related to the unavailability and health problems of important employees acting as leaders. The external factors responsible for affecting the relation among the employees involves: Economic Factors: The onset of the pandemic situations has resulted in the disruption of economic balance in the market as many businesses are required to be shut. Moreover, these conditions of the market have also affected the proceedings of a number of companies that were responsible for recruiting a new range of employees for expansion of their business. This has resulted in loss of a number of business deals for Job Filler LLP and affected proper work environment in the company. This is responsible for affecting the engagement level of the employees. Identification Of Ethical, Legal, And Moral Issues Ethical Issues Sarah involves recruitment of a high number of female employees which can be identified as an ethical issue. This is also responsible for affecting the company as a large number of women are applying for maternity leaves which are affecting the progress of activities (Lepistö, and Ihantola, 2018). Another ethical issue identified in the case involves the stagnant salary and position of the administrators and resourcers. This is also responsible for affecting their levels of engagement with the company and leading to the loss of employees. This is because the employees working as resourcers and administrators are always looking for better opportunities as these people have no opportunity to grow in the company (Ngwa et al. 2019). Legal/Moral Issues It is identified that the legislation of the UK ensures that every woman employee must be provided with maternity leave of a specific number of days. These rules make it important for Sarah to provide maternity leave to every woman employee working in the organization and is thus responsible for affecting her profits. It is also identified that the situation of Lim affecting the activities of the retail-based group is also responsible for having a significant impact on the company. Sarah has not yet been
  • 6. able to ensure effective resolution of the issue which is mainly due to the ethical aspects and morals towards the old employee working in the position. This is mainly because of the accident suffered by Lim which has been affecting his memory significantly. Conclusion Thus it can be concluded from the above study that Job Filler LLP is affected by a number of issues that must be resolved effectively to ensure positive growth. The main issues identified in the report involve primarily the ineffective selection of the employees as mostly female candidates are selected in the company. The issues also involve fixed positions and no growth opportunities of the base level employees like the resourcers and the administrators. Moreover, the company also does not maintain any effective rewards or increment policies that can enhance the motivational levels of the employees. Ineffective leadership is also observed in some parts of the company which is responsible for affecting the relationship among the employees and their levels of engagement with the company and thus affecting the performance levels. After analyzing these factors a few recommendations are developed for the company such that the profits can be enhanced and a strong competitive advantage can be developed. The recommendations are listed as follows: To ensure the selection of more male candidates in the company such that the gender diversity of the workforce can be enhanced. This will ensure that fewer employees are to be provided with maternity leaves. The increase in the diversity of the workplace will also help to enhance the levels of emotional intelligence in the company and enhance the development of new ideas (Poto?nik et al. 2021). The company must introduce special training for the employees at all levels such that their skills can be enhanced in an effective manner. The training provided to a different level of employees must be different such that these people have an opportunity to increase their skills and position in the company through a set of examination or qualification tests that are to be arranged at specific intervals. This will ensure effective enhancement in motivational levels of the resourcers and the administrators. The company must also develop a specific target for the administrators and the resourcers such that the performance of these people can be analyzed in an effective manner. This would ensure the administrators and resourcers get monetary incentives in the form of rewards or incentives. These benefits will enhance the motivational levels of the employees and ensure effective retention (Panekenan, Tumbuan, and Rumokoy, 2019). The company must also arrange for special meetings and programs such that the engagement levels of the employees can be enhanced. This will also ensure an effective increase of transparent communication and enhance the relations of the employees (Johnston and Taylor, 2018). The effective enhancement of relations among the employees will ensure the reduction of conflicts and problems regarding interpersonal issues and enhance mental health. In case of Lim is affected by the accident, the company must introduce a new Recruitment Consultant who can work in the team and ensure effective progress of activities.
  • 7. Reference List Abbasi, S.G., Tahir, M.S., Abbas, M. and Shabbir, M.S., 2020. Examining the relationship between recruitment & selection practices and business growth: An exploratory study. Journal of Public Affairs, p.e2438. Glaister, A.J., Karacay, G., Demirbag, M. and Tatoglu, E., 2018. HRM and performance—The role of talent management as a transmission mechanism in an emerging market context. Human Resource Management Journal, 28(1), pp.148-166. Hamza, P.A., Othman, B.J., Gardi, B., Sorguli, S., Aziz, H.M., Ahmed, S.A., Sabir, B.Y., Ismael, N.B., Ali, B.J. and Anwar, G., 2021. Recruitment and Selection: The Relationship between Recruitment and Selection with Organizational Performance. International Journal of Engineering, Business and Management, 5(3), pp.1-13. Han, C.W., 2021. The Effects of Choice on Task Performance and Reward Awareness: A Functional Magnetic Resonance Imaging Study. Mind, Brain, and Education, 15(4), pp.299- 310. Islam, T. and Tariq, J., 2018. Learning organizational environment and extra-role behaviors: the mediating role of employee engagement. Journal of management development. Johnston, K.A. and Taylor, M. eds., 2018. The handbook of communication engagement. John Wiley & Sons. Lemon, L.L., 2019. The employee experience: how employees make meaning of employee engagement. Journal of Public Relations Research, 31(5-6), pp.176-199. Lepistö, L. and Ihantola, E.M., 2018. Understanding the recruitment and selection processes of management accountants: An explorative study. Qualitative Research in Accounting & Management. Mazzei, A., Butera, A. and Quaratino, L., 2019. Employee communication for engaging workplaces. Journal of Business Strategy Ngwa, W.T., Adeleke, B.S., Agbaeze, E.K., Ghasi, N.C. and Imhanrenialena, B.O., 2019. Effect of reward system on employee performance among selected manufacturing firms in the Litoral region of Cameroon. Academy of Strategic Management Journal, 18(3), pp.1-16. Panekenan, R.M., Tumbuan, W.J. and Rumokoy, F.S., 2019. The Influence of Reward and Punishment Toward Employee’s Performance at Bank Indonesia Branch Manado. Jurnal EMBA: Jurnal Riset Ekonomi, Manajemen, Bisnis dan Akuntansi, 7(1).
  • 8. Poto?nik, K., Anderson, N.R., Born, M., Kleinmann, M. and Nikolaou, I., 2021. Paving the way for research in recruitment and selection: recent developments, challenges and future opportunities. European Journal of Work and Organizational Psychology, 30(2), pp.159-174. Sheehan, M., Grant, K. and Garavan, T., 2018. Strategic talent management: A macro and micro analysis of current issues in hospitality and tourism. Worldwide Hospitality and Tourism Themes. Sivathanu, B. and Pillai, R., 2019. Technology and talent analytics for talent management–a game changer for organizational performance. International Journal of Organizational Analysis. Whysall, Z., Owtram, M. and Brittain, S., 2019. The new talent management challenges of Industry 4.0. Journal of Management Development.