Organizational practices for resourcing and retention strategies Case Solution
Ward (2000) has defined it as a process of transferring the business control to others but not disturbing the business operations and its values. (Ward, 2000) As it shows that the succession planning is a continuous process which takes a longer time period (T, 2009). It also shows the succession planning transfers the information and knowledge of entire business in order to run a business without disturbance after the retirement or death of the founder. It is a process in which the decision is made in order to manage the ownership and control of the business which would be transferred to subsequent owners.
Each organization has a different definition of succession planning which is used in a unique way and identifies the difference of length of time, stages, participants, results and measurement of success (Karaevli, (2003)), (Kesner, 1994). It has also been defined as the process of continuing leadership and organizational efforts in order to develop intellectual knowledge for company’s future and advancements.
Succession planning is often confused with replacement planning. However, it is defined differently, as it is stated to be another form of risk management. Moreover, the replacement planning focuses on filling a loophole of the company but it is not concerned with the company’s future. The effective succession planning has been an important part of company’s future and had been a necessary part of company’s planning and industrial benefits. A succession planning has been more effective when it is written as an organizational statement. Moreover, it is aligned with company’s goals and future prospects, rather than alist of employees and potential leaderships (Fulmer, 2004).
Recruitment, Selection and Induction process:
The HR department has to play these important roles of recruiting the staff through shortlisting of applications which are then selected for the interviews and after clearing the interview they become part of the induction process. The HR department has to look for the required competency along with the behavioral aspect of the employees as it is very much required nowadays due to the fast-moving working conditions around the world. The industry’s hospitality which needs dedication and low turnover for providing best service to its customers.
The organization needs to take into consideration the respective HR policies and practices so that it does not result in the opportunity cost for the organization to conduct the recruitment process again and again and do not introduce the policies for retaining their staff. The company can do so by through behavioral or personality test which will determine the technical as well as decision making and pressure handling techniques evaluation by the employer through the induction process which will help them to hire only those employees who possess the behavioral aspects as well as technical skills( Chen & Huang, 2007).
If the organization does not hire the right employees, it will have to bring the organizational change which is the even more costly procedure. The company needs to provide the proper job description and job specification while posting an ad for the job vacancy along with the required skills and experience requirements for the job. This will help the company in maintaining the effective interview and testing sessions for making it ethical and lawful by screening the job applications which meets best should be selected. There should not be gender discrimination while selecting the applications and there should not be any question in the interview which hits the personal norms and religious beliefs of the applicant.
The company has to maintain the induction procedure a congenial experience so that it may not result in the gender discrimination and hiring of the employees who have criminal records. The company should have a practice of getting medical reports and character certificate along with the agreement signed by the employee so that it may induct those employees who are free from any unlawful act.
This will help the HR department to hire a bunch of people who will be demanding the competitive pay on the basis of their work and competencies. However, it will be very difficult for the company to replace its employees through layoffs. So, the company should mention in detail about the policies and procedures of fair pay and the work performance required from its employees. The company can also provide pre-induction training sessions for creating the awareness about the working environment of the organization(Lado & Wilson).
This is also necessary for the HR department to measure the required skillset through stress management scenarios for evaluating the skills of an applicant for working in the Stress management situations. This will be the best way to create a competitive advantage for the organization to hire the relevant employees who are willing to work with commitment and strive for their personal and professional growth( Yamao & Sekiguch, 2014).
Criteria of recruitment should be to evaluate the employees on the basis of fluency of English and the negotiation skills along with the stress management skills before selecting an employee for the further procedure and it is also necessary to consider the past experience of the employees to determine the retention and turnover of its workforce in the upcoming years after the induction.
Retention Strategies and Employee Turnover:
Organization culture plays an important role in retaining employees. The relationship between the organizational culture and the employee’s performance are positively correlated. The organizational culture creates shared values, beliefs, and tradition among the employees which also effects on their teamwork. The purpose of having a strong culture would result in honest communication among the employees and managers. By listening to the employees and providing honest feedback would result in creating loyalty among the employees. The strong organization culture would also impact in creating job satisfaction to the employees. Due to strong organizational culture, the company is able to reduce employee turnover and retaining its highly skilled employees (Sheridan, 1992)………………….
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