Human Resource (HR) A Plan Outline For The Selection Strategy - 825 Words

Human Resource (HR): A Plan Outline For The Selection Strategy (Essay Sample) Content: Human Resource (HR)Name:University:Course:Date:Human Resource (HR)A plan outline for the selection strategyThe common recruitment and selection methods are internal outsourcing, external outsourcing, and third party outsourcing. Internal outsourcing entails advertising vacant positions within an organization to the already existing employees. It is an upward recruitment of a worker within an organisation which tends to be cost effective. This was demonstrated by Edenborough (2007) by observing that internal outsourcing is cost effectives since little or lack thereof training is needed. Moreover, it spares expenses related to advertising for new workers/employees, as well as conducting background check (Richason, 2015). It enhances parity and loyalty of employees and among team members. Promotion at work place is not only a morale booster for the employee but also a motivation for a better performance. Besides, it causes promotional secession (Edenborough, 2007).Howeve r, this particular method has limitations. It fosters inbreeding of workforce within a company which may hamper diversification and generation of new ideas. Secondly, the morale of those not promoted may be thwarted and this may be detrimental to the performance of an organization (Baker Doran, 2007). In addition, the internal sourcing technique often generates infighting among staff members or workers for promotional elevation. Besides, it may not be effective for the establishment of management programs such as development programs (Parry Tyson, 2012).The second method is external sourcing which involves searching for the employees through tools such as newspaper adverts and job board among others. The sources for producing the employees may emanate from media sources, employment agencies, school universities and colleges, and labour unions (Swanson Holton, 2001). The method favours candidates for job who may not possess the direct experience in a particular line of work in a c ompany. Nevertheless, the inexperience candidate in most cases is anticipated to provide perspectives that are out of the box for to an organisation. In addition, external source is often employed by business ventures when the existing open or vacant position cannot be fulfilled by another employee due to either specialty or technicality of the position (Richason, 2015). One of the advantages of this method is that new employees tend to bring new perspectives into the organisation which in turn has the potential of bringing new insights into the industry (Sims, 2007). The method in comparison to the internal source helps in the elimination of political infighting for promotions in the company as it limits chances of emergence of political supporters in form of groups in a firm. External source just like the internal source also has its limitations (Gatewood, Field Barrick, 2011). For example, the selected candidate may be an appropriate or ideal person for the job in question. Furt hermore, the method often breeds internal discontent among employees whose morale may have been thwarted in situations where the vacant position may have provided them with a chance for promotion and carrier development. The selected candidate may take longer time to adjust during the orientation period.The third method is the third party sourcing. In this method, LaVoie (2013) argues that agencies for placement or even the headhunter technique may be incorporated in the search for job candidates who are qualified. These sources may employ various tools and techniques in the process of searching for suitable job applicants through channels such as extension of offers of on salary compensation that has been improved, as well as benefit packages that are flexible ( HYPERLINK "/action/doSearch?ContribStored=Kluemper%2C+D+H" Kluemper Rosen, 2009). The major benefits of third party are creating a relationship with the candidates, providing a platform for evaluating a candidate, and prov iding solutions that are temporary to the organization. The development of relationship with the enables flexible employees to be placed on several assignments before a permanent position for the candidate is obtained (Baker Doran, 2007). It provides the employer with the opportunity to evaluate the performance of the candidate (Snell Bohlander (2013). In addition, the third party can provide the employer with a qualified candidate who may require very little training in the assistance of the organisation until the employer is able to permanently hire a candidate.In a scenario where external source method is employed, the strategy for selecting the ideal candidate for the job will entail shortlist of the applicants after which the applicants will be assessed before the job is offered to the qualified candidate. The application for the applicants will encompass the use of online platform where they will be provided with application forms (Taylor, 2005). In the forms, there will be a provision for editing CV before submission (CIPD, 2013). The application forms will be appropriately examined in the human resource department to avoid issues such as unfair discrimination which my prompt a candidate to file a charge against HMV in the employment tribunal (Murray-Webster Williams, 2010). The online platform in this case will be used to manage the number of applicants from the candidates who are out rightly unfit for the advertised position.The assessment of the shortlisted candidates will be employed. This includes the use of aptitude tests on marketing entertainment products, test on how conversant the candidates are on the knowledge of issues such as privacy and illegal downloading of entertainment products; the environmental factors in the production of these products, the economic implications on the use of online and physical stores in selling of the products, and political issues on the use of social media for marketing among others (Arthur, 2012). In addi tion, the candidates will be interviewed by a panel of experienced marketing experts in the entertainment industry. However, these candidates will be informed on the expectations of the selection process such the time the int...

Social Media Marketing Tools Essay - 1100 Words

Social Media Marketing Tools (Essay Sample) Content: NameInstructorCourseDateSocial Media Marketing ToolsPart 1The concept of using social media for marketing is gaining popularity. The three most well known social networking sites used for this purpose are Facebook, Twitter, and LinkedIn. This report analyzes the different marketing tools associated with each of them, and gives an insight into how they can be beneficial for new business ideas.Facebook (FB)Ever since its inception in 2004, this social networking service has been evolving continuously in terms of applications and connectivity. Its user base is increasing exponentially; a recent survey shows that more than 90% of entrepreneurs and marketers use Facebook for business development. Four popular tools used by them are as follows:Pages: From people to movies to hotels, everyone who wants projection can have a page. It is similar to communities that were started by Orkut. However, the main game changing difference is that the updates from pages are instantly ad vertised. Further, fans themselves become a tool for marketing; when something interesting is posted on a page, a fan can share it on his/her wall. Friends/public users that see this can then share it on their wall. This is a chain reaction that goes on to make unbelievable progress. For example, the pages of online shopping stores come up with latest offers on their page. This news spreads like wildfire within a matter of minutes or even seconds, to thousands of fans who take immediate action. And by the end of the day the company has sold ten times more! So, for any business, this is a great strategy to advertise. The steps involved are simple: Create page;Invite users to join;Post updates;Ensure sharing.The results will follow!Ads: Specific ads can be posted using this feature. The main difference between ads and fan pages is that the former is seen as an ad, and the promotion and reach of ads is a lot more. Hence, if there is uncertainty about the number of fans a company may ge t, it is easier to just put up ads that will reach a vast number of users.Website Integration: This is probably the most powerful feature for marketing. Whenever people visit a companys webpage, they can like it. This will be reflected in their FB profile and in the fan page of the company. This automatically creates publicity. It is interesting and important to note that people judge organizations based on the number of likes they get. So if one can ensure the initial likes, it will create a loop where more people will like it and so on.Apps: Commerce apps like Delta are proving to be the most successful ideas. Easy booking and payment option have attracted more users.TwitterFrom the idea of a tweet that initially made it stand apart in 2006, Twitter now has numerous applications including those that aid in marketing, like:CoTweet: This is a powerful marketing tool for those who want to track, discuss and analyze conversations and feedback about their company/brand. There is a free version of this tool that permits the user to collaborate with multiple other users, schedule tweets, keep track of clicks and limited analytics, etc. The paid version, called the enterprise version, permits the user to integrate with Salesforce, workgroup, full analytics, and other advanced user roles.Visibili: This is a free service that allows users to create custom sharing bars. These go with any links that are shared through their service. The custom share bar can have the social sharing icons of the user and links to the users website. A tweet button that lets the user connect to his/her companys fan page and recommends the same to be liked by other users, makes it a good advertising tool.LinkedInLinkedIn is a more formal platform for socializing. It is mainly a professional networking service that has specific marketing tools such as:Polls: These are online and more efficient version of conventional surveys. All new ideas, promotions, business innovations and so on can be pu t to public discussion, voting and analysis. The feedback received is not only helpful, but can also be shared through Facebook and Twitter, thus increasing publicity.Recommendation Ads: These are direct promotion ads that let the user project his or her business to thousands of members. Its work is simple: any user can recommend a particular brand/service/company. When this is done, all members belonging to that users network automatically receive the ad along with a notification of the recommendation.Display Ads: This tool is aimed at targeting a specific audience. The most common filters used are based on geo-location and demographics. The ads put up then r...