HR Organisational Analysis

Web-Based HR Organisational AnalysisIntroductionThe Accenture is a famous company which has 34000 employees in the United States. Accenture also one of the 100 best companis in America, but according to Accenture 2012 annual report, it is recently facing to problems of poor matching of recruitment and staff turnover to their jobs. As the HR executive of this corporation, how to handle with these potential problems? And how to deal with the time frame that achieving the objective in the unfavourable work environment? These issues are stated from the aspects of company recruitment, selection and staff turnover functions respectively.First of things, the matching result from the recruitment data that new employees may come from the unfavourable recruitment of new staffs or graduated students. Therefore, what factors probably affect recruiting quality? How to deal with them?Bowin & Harvey (2001) define recruitments as any practice and activity which implemented by the corporation with the predominant aim of indentifying and absorbing potential employees. Also they argues it as the most significant of human resource functions. Further, Ulrich (1999) indicates that recruitment activities are designed to affect: the quantity and the many types of people who will apply for position; and the possibility that those applying will accept positions the company offered. The result of a recruitment plan is to assure that the company has enough qualified candidates to choose when a vacancy occurs. Moreover, corporate recruiting policies should be the substantial factor that likely to influence recruiting quality. There is a human resource policies stated that the new recruiting strategies. And for the service company, the problem is the poor matching of job to the ‘new’ employees, so it must face some problems of external recruitment rather than internal one. Further, the second policy could be the most effective and efficient way to attract potential employees in short-term, but owing to the uncertainties of the compa ny’s business environment, this strategy may hardly be adopted during this period. In addition, the image advertising also play a crucial role to absorb new person through improving company’s reputation or image by advertisement. And the content of the adv ertisement could not only limited to ‘how good our services are! Or how good employer we are’, but also could show the enterprise’s other merits like, donation for charity, environmental-friendly operations and the corporate social responsibility it have taken etc.These all could enhance its corporate image in the society from another different point of view. Particularly for the company of this topic, different media could be applied according to its different operating and economic condition. For instance, the posting advertisement paper would relatively cost less than others, so it is better for this service company to use this strategy when economic outlook is challenging. Finally, there would be more emerging recruiting strategies like job customisatio n, ‘alumni groups’ which maintained by the company in order to keep contact with previous staffs in case they may return back in future. Those strategies which just have been stated by the author would probably all contribute to high quality of staff recruitment, and the high quality could also give rise to better matching results and so as to further deduce the staff turnover level.According from inside data, we could found that when a corporation wanted complete a recruitment, it would be spent much more time, much more human resource, and paid lot of money during the recruiting. Especially after a new employee come to join thecompany .Although they were fresh, so they should participate position skill training and corporation culture learning.But at the same time, we must poor matching result from the staff turnover. Now we could make a focus on the staff turnover. An employee turnover from the corporation for whateverthe reason, that would make a company damnify. The turn over employees may take some potential risks to enterprise, that would be taken some enterprises secret information to the other companies, although we had signed the secret secrecy agreement with an employee when he joined the corporation first. Then how to reduce the risk? The dismissed employee means that opportunity for business or work environment from previous corporation, there is a saying word that" The same man never crossed the same river twice," the idea has become obsolete, an employee if determined to return to the previous enterprise, that will be able to quickly adapt to the environment and make the performance beyond your imagine. I could aspect at this pointIn addition, Berman et. al (2012) indicate that the sources from which an company recruits staffs are a vital aspect of its overall recruitment program as well. Because of the infinite quantity of labour and its diversity, it is crucial for recruiters to focus merely on the sources which they desired, and further contribute to the decrease in cost and timeframe of recruitment. On the other hand, the service company’s matching and staff turnover problems may be attributable to the irreverent and ineffective sources which selected by the company. So it is better to discuss that which type of sources is most suitable and feasible for this service company.There are a number of types of resources according to internal and external sources; direct applicants and referrals; advertisements in newspapers and periodicals; internet recruitment; sources from public employment agencies and private employment agencies; universities. As the case of this service company, the direct applications and referrals may be generate the most effective recruits; however for the relatively large numbers of employees it required this method may be fairly not adequate. In addition, the sources spring from public employment agencies may also not suitable for the company, for these sources are normally unemployedindividuals which may lack of working skills or professional ethics. In comparison, the advertisements in newspapers and periodicals may generate more applications than direct applications and referrals, but the recruits are usually less desirable. However the cost is relatively inexpensive by this mean. Besides, internet recruitment are becoming more and more popular these days due to its convenient, efficient, effective and cheaper advantages. However, some surveys showed that, while the quantity of applicants may increase, the quality may not. Also, those without access to internet would be further disadvantaged. Finally, the on-campus interviewing or job-fair in campus would likely to be the most effective one and could gather the most quantity and quality of students. But on the other hand, they usually lack of the work experiences which could be a disadvantage. Overall, which method should the service company select; it would also depend on what kind of services it actually supplied. For example, if it is cleaning Service Company, then the advertisements in newspapers and internet recruitment or private agencies could all be adopted, for it probably has no particular requirement for knowledge and skills. However, if it is service for computer or digital products, the campus job fair would probably be the best choice.On the other hand, the HR manager also serves an essential role in recruiting. The searches showed that when recruiter describes a vacancy very positively or goes too far to be ‘realistic job preview’, the candidate can be misled lured and further lead to a serious case of unmet expectations and a high job-turnover rate. So it is also crucial for HR managers themselves to improve their own personalities such as realism, warmth and informativeness to better perform the role of HR executive.After the discussions and analysis of recruitment, it is now going to make a further discussion on the aspect of selection. Any company, especially for Service Company, which intends tocompete by people, must take the utmost care with how it selects employees. Specifically, selection is the process of choosing candidates from those who most likely to succeed in the jobs available. It should be noticed that the procedures of selection, while produced primarily to meet the requirements of the company, should also meet the needs of the candidates. Only by considering both sides is it possible to have confidence that candidates chose for vacancies would accept the offers made to them and remain with the corporate for an acceptable period of time .Therefore a carefully conducted selection procedure is extremely necessary to ensure that the best applicants are selected for any vacant position.Particularly for this case of service company, every facets of selecting process may need to be considered or further perfected in order to find and match the most suitable person to the appropriate job.Initially, the application forms is usually an effective mean to collect relatively accurate, complete and historical data from a candidate, and recruiters then based on the information collected to evaluate and determine which one would come to the next step of selection. So in this way, it is absolutely critical for a company to make its application form effectively and sufficiently. Especially for this service company, various questions could be set to get candidates’ general information. For example, substantive information- sex, character, experience, education, major, etc; progress- in the form of a job history; stability-in the form of previous work record; loyalty and integrity - like Accenture etc, there are often a huge numbers of multiple choice questions; and other information like criminal record, disability, health etc. Moreover, Harel & Tzafrir (1999) deem that in order to guarantee the realism and reliability of the information, necessary certificates may need candidates to supply.Next, after the evaluation of application forms, there would be a number of candidates meet the requirements and come to the next step. The next step should be the interview. And thereare a couple types of interviews available these days. For instance, telephone interview, video interview and the face to face interview. The telephone interview may be the most convenient and efficient one, but on the other hand, there is no eye contact and there is a chance for applicants to answer questions relying upon the materials they already prepared. Therefore, the telephone one may be not sufficient enough. Further, the video interview may also very convenient and efficient and sufficient as well, but for the applicants who have no access to internet and any other kinds of video set, there would be a big disadvantage for this mean. So in comparison with the former two, the face to face interview could be the most popular and common one, but it may be not convenient for the interviewer which needs to travel a long way to the interview place.The company could select different means according to the different situation. Moreover, the most crucial part should be interview questions. And the examiner could set up various types of qu estions to evaluate the examinee’s quality and ability. For instance, to examine the applicant’s integrity and loyalty, the questions could be set like, ‘what is your past work experiences? Why do you want to leave your present job? What is your present boss like?. ‘Are you willing to put the interests of the organization ahead of your own? Tell me about a problem you had with a supervisor. Further, to evaluate candidates’ confidential matter, the questions like, ‘Could you have done better in your last job? Looking back, what would you do differently in your life?’ Moreover, other tests like cognitive ability tests- to evaluate a person’s capacity to understand and use written and spoken language; personality tests which include of extroversion, adjustment, agreeableness, responsibility, inquisitiveness tests; those tests are also fairly essential for an company to examine its candidates. What is more, the ‘work-sample tests’ are also applicable when it is necessary, but it is relatively cost much and takes a lot of time. Though the comprehensive investigation of the applicants, the HRmanager would likely to obtain the most qualified and suitable stuffs which the company desired.Guest(2011) deems that there are two types of employee turnover, and they are voluntary and involuntary turnover. While considering this case of the topic, the writer here just talks about the voluntary one. Voluntary turnover means that the employees normally want to leave, which initiated by themselves, whereas the company on the other hand would prefer the person to stay. High voluntary turnover of a company may give rise to discontinuance of operation and high cost on training new employees and other negative influences on the company’s reputation and profitability. So effective ly management on employee voluntary turnover would benefit the company significantly.There are still a great deal of other approaches to ease high level of voluntary turnover except enhancing matching degree between staffs and positions. First of all, raising pay level and benefits seem to be a fairly effective approach. But to this service company which employed 34,000 staffs, to rise pay level may generate considerable high salary cost, and this would be a great disadvantage for the company and also weaken its competitiveness to its competitors. However, rising employee benefit would be a relatively better method. A recent survey on health care industry showed that 64.9 per cent employees would definitely prefer to stay in the industry 2 years more thanks to the increasing benefits condition. And in work, there are five employer-sponsored benefits programs and they are: retirement plans; disability insurance and life insurance; health insurance programs; paid time-off and flexible work schedules and accommodation and enhancement benefits.ConclusionAs the HR manager, through the all-round examination towards the processes of recruitment, selection and interview, the matching problems would likely to be solved, and further theemployee turnover rate may decline as well to some extent. Nevertheless, to better solve the high staff-turnover phenomenon, following factors are extraordinarily worthy to be taken into consideration.On conclusion, the problem that could be reduced by improving the processes of employee recruitment and selection. Still, the rising level of voluntary turnover could also be brought down or brought damnify by its perfect recruiting and selecting procedures, and furthermore the policies on employee retention and managing employee turnover would make a great contribution as well on staff voluntary turnover issues. What is more, quarterly reviews may need HR manager to be taken to check the effectiveness of its HR policies. And for employer, In my opinion, we could add more extend outdoor training as party mode in spare time. In fact, that would be increase employees team work, also include ability to get work together smoothly, for team leader, it could be increase him or she faith in own team, not only work department, but also manage department in the corporation. Made the employees unity. Good for corporation’s profit-making, and good for reducing the staff turnover.References:Berman, E. M., Bowman, J. S., West, J. P., & Van Wart, M. R. (2012). Human resource management in public service: Paradoxes, processes, and problems. Sage.Bowin, R. B., & Harvey, D. (2001). Human resource management. Upper Saddle River: Prentice-Hall.Harel, G. H., & Tzafrir, S. S. (1999). The effect of human resource management practices on the perceptions of organizational and market performance of the firm. Human Resource Management, 38(3), 185-199.Ulrich, D., Brockbank, W., Yeung, A. K., & Lake, D. G. (1995). Human resource competencies: An empirical assessment. Human Resource Management, 34(4), 473-495. Guest, D. E. (2011). Human resource management and performance: still searching for some answers. Human Resource Management Journal, 21(1), 3-13.。