Discuss about the Nepotism and Implications for Knowledge Management.
In the existing business phenomenon, human resources are significant for expanding the business. Further, it is analyzed that workforces are significant for a company as they offer ideas, perspectives, and values to run the organization. These traits of human can facilitate different advantages to the corporation, however, there is required to optimum utilization of resources. This scenario facilitates the credibility to pull the people’s attention in recruiting judgment (Lee, 2017). It aids to increase the wealth and goodwill of the organization as people development, compatibility of people, and development procedure of the organization is revolving to organize the human resources at the workplace. It can be evaluated that constant enhancement of the business is depending on the selecting and recruiting high-quality employees at each level. In this way, recruitment is a process which is used to identify and persuades potential employees within an organization (Donovan, et. al., 2014). This procedure also determines that employees are an asset of company hence company selects the right competencies of an individual.
The recruitment judgment is essential for a company which enhances the organizational performance and also effective to accomplish the business objectives. The productivity and growth of a corporation rely on skill and talent of workforces. Moreover, poor recruitment and selection judgment may an adverse effect on the performance of the corporation. It may also diminish the employee’s efficiency and effectiveness towards the work and prone to reduce the business development (Certo, 2015). This issue can be faced by each organization, therefore, the company should recruit right participants and people who can make efforts in those activities which will lead to the growth of the business.
The business expansion and efficiency to deliver the services are depending on the skills and talent of the employees who were hired within an organization through recruiting procedure. In addition, another thing that each company should be emphasized is their goodwill as recruiting poor candidates not only facilitates low-worth productivity but also harms the goodwill of the company. It can be determined that any individual when they employ in their position even for the temporary then it would be held accountable for each activity of a corporation (Simon, and Johnson, 2015). Thus, any bad activities of the workforce may reflect the employer of a corporation.
The primary aim of research is to analyze the role of poor recruitment decision in the context of organizational performance. The below objectives will exercise for accomplishing the research aim:
Following are research question that will be solved through completing this research report:
This research will aid the readers to generate the deep understanding regarding the role of poor recruitment decision in the context of organizational performance. This research proposal will be significant for existing and new corporation as it creates awareness regarding the causes, consequences, and role of poor recruitment decision in the context of organizational performance. Consequently, it will allow the company to get ready and make rationale decision regarding recruitment of workforces in the future (Williams, 2013). This research will allow representative and researcher to assess the feasible information regarding recruiting procedure.
The research outcome will facilitate the depth knowledge regarding the decision of poor recruitment and selection which leads to create poor performance and decline the productivity at the workplace. Therefore, this research proposal will support to generate the understanding and evaluate the approaches that can be practiced by decision-makers in recruiting the employees. It will also exhibit the blueprint regarding recruiting process as it would be beneficial to assess the factors which may reduce the organizational performance (Jaskiewicz, et. al., 2013). This report will also evaluate that organization’s performance is highly dependent on the quality of recruiting and selecting procedure at the workplace. At the same time, this report will meet the all objectives and goal of research and all questions will be solved by collecting the data and findings of information. These all outcome regarding research will be performed through academic work because of evaluating the research issues (Chiang, and Suen, 2015). In addition, this research will aid the human resource manager to take into consideration on several factors of recruiting right applicants.
This research is depending on a certain theory like equity theory, human capital theory, and resource-based view theory. In this way, the human capital theory is projected by….., as it opined that workforces are constant capital like a machine because they have the skill and sufficient aptitudes to generate the adequate benefits with minimum cost. The human capital theory defines that skills, experience, proficiency, and set of people can be used to optimum utilization of resources at the workplace. In the current scenario, this theory is contributed with respect to organizational success and also beneficial to obtain competitive benefits (Fay, et. al., 2015).
As per the view of Armstrong and Taylor (2014), resource-based theory demonstrated that corporation should pool the efficient and effective human resources as it was beneficial to get competitive benefits. Because, this strategy cannot be easily replicated and substituted by the competitors hence an organization should identify their employees to ensure that they have right people with high proficiency. The company should also focus on placing the employees at the right place as it would be beneficial to avoid the hurdles from recruiting criteria. This theory also focuses on the key practices and strength and challenges which can be created from recruiting the people and building superiority in their working culture.
Brewster and Hegewisch (2017) opined that corporation which recruits and retain the exceptional people may have capabilities to get the benefits from human capital. In addition, technology and capital could be obtained by a large number of the corporation at any movement. But, it is difficult to recruit highly skilled and optimistic people. Hence, the corporation should be cautious during recruiting and selecting the workforces at the workplace. This process should be distinguished from other competitors.
In contrast to this, Nel et al. (2014) stated that equity theory describes the fundamental basis regarding equality at the workplace. According to this theory, feasible selection and recruitment measures are significant for the company as it exhibits the identical opportunity for the employer to assess capable workforces at the workplace. This theory also emphasized on the challenges which are faced by the company during recruiting and selecting the right people with the appropriate skills. Hence, it is beneficial to accomplish the goals and objectives of the corporation.
According to Buckley et al. (2017), poor recruitment issue can occur due to inadequate organized techniques for recruitment and selection process of people. It can be also evaluated that a methodical recruitment process incorporates to addressing vacant position, analysis of task, people specification, and assess advertisement of vacancies. In contrast to this, informal process of selecting, and recruiting the workforces cannot incorporate the effective recruitment process. Under the systematic methodology, company pools the data regarding qualified applicants and also assesses the qualification of each employee and makes a decision with respect to employment.
According to Baum (2016), recruitment and selection is a significant process of HRM in respect to each kind of business. These procedures can be exercised to influencing and choosing the right person to meet the goal and objectives of the company. The corporation is highly depending on the superiority and efficiency of people. In addition, recruiting and selecting the wrong employees who are not competent for their position in an organization can generate a lot of expenses. It cannot be afforded by an organization. Hence, the key aim of recruiting the employees at the workplace is to recruit and select a large number of employees. It is beneficial to attain the objectives of a company with the minimal expenses.
In favored to this, Chelladurai and Kerwin (2017) exemplified that recruitment is a process to influence and assess the appropriate competent workforce who want to apply for a vacant position at the workplace. It is a group of activities by which an organization makes strategies to persuade the candidates towards job who have potential abilities and attitudes. Recruitment is a key element of recruiting approach at the workplace. This procedure is exercised for assessing and defending employees which is necessary for a corporation to survive and attain the goals in short time period. The prime intention of recruiting the workforce is to gather the efficient and skilled workforces so it allows the corporation to choose right candidates. This procedure is also exercised to influence more workforces for applying within a corporation (Beardwell, and Thompson, 2014). In opposed to this, the prime purpose of exercising selection process is to choose the right people at the right place inside the corporation.
The present evidence depicts that there is a positive and significant association between the organizational performance and recruitment. Snell et al. (2015) found that there is a positive association between business performance and recruitment. Other studies Wehrmeyer (2017) have similarly evaluated that execution of recruitment is positively linked with the performance of the organization.
A researcher will practice the inductive approach for this research because of the research subjective in nature. It will enable the researcher to develop a theoretical understanding of the research problems. From this approach, the researcher will able to increase the validity along with the reliability of the research results. From the application of this strategy, the researcher will collect the research information and develop particular summarize to determine the role of poor recruitment decision on organizational performance (Reiche et al. 2016). Beside this, a researcher will not use the deductive approach because the research subject is not based on the objective in nature.
The research design is significant for the research study. In this research study, researchers will study the mixed research design to accomplish the task of research dilemma. The research design includes both qualitative and quantitative data collection method. In addition to this, it can also be said that the exploratory method will support determine the concepts and theories regarding the research issues (Allen et al. 2013). In addition to this, it can be said that researcher will execute the following research design method to collect the information:
The qualitative research design represents the non-numeric data. It is used to collect the rhetorical understanding about the research topic. It will be significant to determine the entire elements that are intangible. It will be also executed to enhance the understanding of the unexpressed reasons, opinions, feeling of people, and emotions (Sparrow, et. al., 2016).
The quantitative research design method is more appropriate to the researcher to present all the numeric data that can change into statistical data. The relevant data can be gathered from a different corporation that consulting with human resource department, employees, and manager who are located in the human resource management of the corporation (Marchington, et. al., 2016). A researcher will practice the secondary data collection method to accomplish the objectives of the research.
There are many sources that are used by the researcher in secondary data collection method such as websites, articles, academic publications, books, and online and offline websites.
In addition to this, it can be said that the primary data collection method will be collected by used different kinds of sources such as observation, sampling, and interview (Brewster, et. al., 2013).
In this research, probability sampling method will be practiced by the researcher. The random sampling method will used by the researcher to collect the data in an appropriate manner.
The probability sampling method provide equal chance to the respondents for react in oppose to the survey through questionnaire. For obtaining the survey through a questionnaire, 55 workforces are chosen who are in the HRM (human resource management) from different Australian organizations such as Wesfarmers, Tesco, and Woolworths (Serafini, and Szamosi, 2015).
For performing this research study, researcher will exercise data collection method because it permits the researcher to accomplish the research task and collect the data in an appropriate manner. At the same time, it can be said that the primary data collection method will be gathered by the researcher by using the survey through a questionnaire on the particular respondents. This method will be significant to accomplish the reliable information about the research objective. In oppose to this, they will also use the secondary data collection method through academic publication, online sources, annual reports, and journal articles. This method will also significant to collect the reliable information in specified time and cost (Storey, 2014).
Data analysis is an essential element of research methodology as it facilitates the reliable and valid outcomes. It is a process to use the rational techniques as it can be beneficial to describe and evaluate the data. For assessing this research, statistical data analysis will be exercised through researcher to assess the collected information and interpret it in an effective way. Along with this, MS-excel software will be implemented through different pie chart, diagram, and column chart. Consequently, it would be effective for readers to build comprehensive understanding with respect to research matter (Serafini, and Szamosi, 2015).
The below structure will be implemented by a researcher to meet the research objective in particular time-framework:
Introduction chapter would be beneficial to accomplish the research objectives as it determines different elements which will be necessary to complete this research. These elements are the background of research, research rationale, aim, and objectives of research and question related to research.
A literature review is beneficial to understand the different concepts regarding the role of poor recruitment decision in the context of organizational performance. It is also significant to increase deep knowledge regarding organizational performance which highly depends on the superiority of selection and recruitment procedure of the organization. It is a crucial technique which describes the relationship between poor recruitment decision and performance of employees (Brewster, et. al., 2013).
Research methodology will facilitate the researcher to identify the techniques that would be essential to pool the appropriate information and assess the information. Moreover, it is determined that assessed data would be effective to accomplish the appropriate outcome within particular budget as well as time schedule (Marchington, et. al., 2016).
Data analysis and finding will be exercised by a researcher to assess, describe, and determines the gathered secondary data. It allows the beneficial outcome regarding meeting the objectives of the research.
The conclusion is the last chapter which demonstrates the synopsis of whole findings. It depends on the objectives of the research. Subsequently, it will also offer the recommendation regarding future challenges (Marchington, et. al., 2016).
The budget for this research would be approximately AUS$ 1900 to accomplish the objectives of research in a specified time framework.
The following element will be incorporated in project budget:
|
Activities which would be performed during the research |
Targeted Amount (in AUS$) |
|
Literature Review |
700 |
|
Pooling information |
600 |
|
Data Analysis |
600 |
|
Sum of projected financial amount |
1900 |
The following table will be exercised through researcher to accomplish the research in a particular time-framework:
|
Activity name |
Beginning date |
Ending date |
Time Duration (in Days) |
|
Proposal for this Research |
10/8/2017 |
10/17/2017 |
10 |
|
Literature Review |
10/18/2017 |
12/18/2017 |
60 |
|
Pooling information |
12/19/2017 |
2/26/2018 |
67 |
|
Assessment of Data |
2/27/2018 |
3/22/2018 |
25 |
|
Final Submission of report |
3/23/2018 |
4/25/2018 |
32 |
Conclusion
As per the interpretation, it can be summarized that the key issue of this research is to identify the role of poor recruitment decision in the context of organizational performance. This research also finds out that poor recruiting has an adverse impact on the performance of the organization. It can be concluded that mix research design will be used by a researcher which contain the characteristics of both qualitative and quantitative research design. Along with this, it can be evaluated that survey through questionnaire and literature review is the prime research methodologies to pool the information. In the last, it can be concluded that about AUS$ 1700 will be required to attain the research objectives in particular time- framework.
References
Allen, M. R., Ericksen, J., and Collins, C. J. (2013) ‘Human resource management, employee exchange relationships, and performance in small businesses’, Human Resource Management, 52(2), pp. 153-173.
Armstrong, M., and Taylor, S. (2014) Armstrong’s handbook of human resource management practice. USA: Kogan Page Publishers.
Baum, T. (Ed.). (2016) Human resource issues in international tourism. UK: Elsevier.
Beardwell, J., and Thompson, A. (2014) Human resource management: a contemporary approach. UK: Pearson Education.
Brewster, C., and Hegewisch, A. (Eds.). (2017) Policy and Practice in European Human Resource Management: The Price Waterhouse Cranfield Survey. UK: Taylor and Francis.
Brewster, C., Gollan, P. J., and Wright, P. M. (2013) ‘Guest editors’ note: Human Resource Management and the line’, Human Resource Management, 52(6), pp. 829-838.
Buckley, M. R., Wheeler, A. R., and Halbesleben, J. R. (Eds.). (2017) Research in personnel and human resources management (Vol. 35). UK: Emerald Group Publishing.
Certo, S. (2015) Supervision: Concepts and skill-building. UK: McGraw-Hill Higher Education.
Chelladurai, P., and Kerwin, S. (2017) Human resource management in sport and recreation. UK: Human Kinetics.
Chiang, J. K. H., and Suen, H. Y. (2015) ‘Self-presentation and hiring recommendations in online communities: Lessons from LinkedIn’, Computers in Human Behavior, 48, pp. 516-524.
Donovan, J. J., Dwight, S. A., and Schneider, D. (2014) ‘The impact of applicant faking on selection measures, hiring decisions, and employee performance’, Journal of Business and Psychology, 29(3), pp. 479-493.
Fay, D., Shipton, H., West, M. A., and Patterson, M. (2015) ‘Teamwork and organizational innovation: The moderating role of the HRM context’, Creativity and Innovation Management, 24(2), pp. 261-277.
Jaskiewicz, P., Uhlenbruck, K., Balkin, D. B., and Reay, T. (2013) ‘Is nepotism good or bad? Types of nepotism and implications for knowledge management’, Family Business Review, 26(2), pp. 121-139.
Lee, G. (2017) Leadership coaching: From personal insight to organizational performance. USA: Kogan Page Publishers.
Marchington, M., Wilkinson, A., Donnelly, R., and Kynighou, A. (2016) Human resource management at work. USA: Kogan Page Publishers.
Nel, P. S., Werner, A., Botha, C., Du Plessies, A., Mey, M., Ngalo, O., and Van Hoek, L. (2014) Human resources management. Southern Africa: Oxford University Press.
Reiche, B. S., Mendenhall, M. E., and Stahl, G. K. (Eds.). (2016) Readings and cases in international human resource management. UK: Taylor and Francis.
Serafini, G. O., and Szamosi, L. T. (2015) ‘Five-star hotels of a Multinational Enterprise in countries of the transitional periphery: A case study in human resources management’, International Business Review, 24(6), pp. 972-983.
Simon, N. S., and Johnson, S. M. (2015) ‘Teacher turnover in high-poverty schools: What we know and can do’, Teachers College Record, 117(3), pp. 1-36.
Snell, S. A., Morris, S., and Bohlander, G. W. (2015) Managing human resources. UK: Nelson Education.
Sparrow, P., Brewster, C., and Chung, C. (2016) Globalizing human resource management. UK: Routledge.
Storey, J. (2014) New Perspectives on Human Resource Management (Routledge Revivals). UK: Routledge.
Wehrmeyer, W. (Ed.). (2017) Greening people: Human resources and environmental management. UK: Routledge.
Williams, C. (2013) Principles of management. South-Western: Cengage Learning.
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