Action Research Project

Improving recruitment procedures to enhance productivity in an organization: Introduction

The process of recruitment in organizations in many ways affects the outcome of operations. However, many managers overlook the concern by if orientation and training alone can guarantee success in operations. It is on this premise that the paper proposes an action redresses of the issue for the prosperity of a firm. The study takes the form of an action team plan. The intent is identifying a solution to the concern of employee incompetence due to the exploitation of infective recruitments strategies halting the productivity of the organization. The trends in the contemporary times indicate that failure to streamline the recruitment process with the prevailing situation in the market is the primary contributor to the challenges that halt progress in the organization. As noted, the inability of the employees undertaking assignments as expected is attributable to the infectivity in the selection and training (Langley, Moen, Nolan, Nolan, Norman, & Provost, 2009). The lack of competence on ways for exploiting organization resources in advancing duties and the utilization of ineffective mode of communication also augments the challenges that organization confront. In the study, the action team identifies the strategies for addressing the challenges on incompetence in duties.

Background, scope, and purpose

The research intends to focus on the internal operation of an organization to identify the specific areas that require adjustments. The concern is arising from the fact that organization are failing to absorb the competent workforce in the labor market. As thing stand, teams can exploit a talent by adopting the most effective strategies for recruitment. However, the organization still struggle in selecting the suitable personnel to steer duties due to the adoption of ineffective traditional strategies of relying on formal interview for selection of staff. Upon their inclusion in an organization, the training strategies exploited also fail to tap into the potential of the human resource. Another concern affecting productivity in firms is that the manner exploited for communication by the human resource personnel halts coordination in duties. As opposed to enhancing harmony in duties, the models exploited create discord. The situation compounded with incompetence of the workforce affects overall progress; thus, the need for solution through formulation of an action team.

The project intends to cover activities relating to competence of the employees serving the organization. The area of focus is human resources undertaking in the identification of the staff to serve customers. The actions team aims at formulating guidelines that encourage the selection of the most competent personnel in the labor market. Afterward, the human resources personnel should proceed with activities such as training the personnel to ensure competence in duties (Christensen & Rog, 2008). The subsequent areas for redress are the coordination aspect. It is necessary formulating guidelines for communication during duties to eradicate the challenges that arise due to the exploitation of tactics that confuses people.

The action research project aims at accomplishing a number of objectives. One of them is facilitating the formulation of recruitments procedures that ensure selection of the most competent personnel to undertake duties at the operational department of the organization. The second objective entails training the selected personnel to ensure they accomplish tasks in line with the expectation of the consumers. The challenges experienced at present is that the organization experiences glitches in a number of areas and the way for alleviating such concerns is through training of the existing labor force. The human resource personnel has the duty of reexamining the organization policy to mandate the exploitation of communication strategies that encourage harmony in duties (Bohlander & Snell, 2006). The goal is encouraging the use of simple methods that ease understanding amidst the employees.

Stakeholders

The stakeholders for the project are employees undertaking duties in various areas. They include personnel in operation departments who interact directly with consumers. The second category of stakeholder is potential employees possessing the necessary skills for steering duties at the organization. Those serving in the human resource departments are also an interested party in their research. The study identifies a sample from the listed categories as the action team members as well as consultants. The employee already engaged in duties has to features as the first stakeholder for the project. The personnel will coordinate with the human resource staff in examining the prevailing situation at the organization. The potential employee seeking opportunity from the company will provide information on ways for improving the recruitment structures for exploitation at the organization.

Appraisal and involvement

The mode of appraisal at the company involves the identification of ways of engaging the potential employees of the company as the first group of stakeholders critical to the progress of the formulation of the project. The process involves examining their interaction with other employees in duties. At the operational levels, the approach to communication and harmony dictates the levels of satisfaction (Bohlander & Snell, 2006). In a situation, where the employee of the company features, the difficulties experienced in coordinating will describe the development as a problem that needs redress. The measurement for progress in duties will be based on individual ability to coordinate with the rest in accomplishing task within the proscribed timeline. The ability to utilize organization resources effectively will also determine the competence of the employee.

An additional consideration in the appraisal of the organization's stakeholders involves assessment of the competence of the individual recruited to the company. The system has to ensure that organization selects those capable of delivering exemplary services to consumers. In a scenario where there is discord in coordination, the research will conclude that the members cannot fulfill the requirements of the project (Langley, et al., 2009). The action team surcharged with the task of implementing changes at the organization must also exploit communication strategies that enhance understanding with the personnel at the human resource departments. The decline in cases of conflict or misunderstanding amidst employees will serve as the appraisal parameters for the progress at the organization. Throughout the duties, the action team members must interact directly with other group of stakeholders affected by the operation of the company. Their professionalism in duties determines the standards of service attained by the clients of the company. The team also influences the perception of the rest of the public about the operations of the organization. In a situation where they perform beyond expectations, the reputation of the organization improves.

Expectations

The first step in setting expectation entails communicating to the concerned parties about the parameters for utilization in measuring the performance of the organization. Afterward, the process demands communication of the expectation to the concerned parties through either formal means or informal strategies. The expectation is that the organization aims to recruit the most competent personnel to ensure that the organization aligns their expectation of the individual with the general vision of the company (Bohlander & Snell, 2006). The member of the action team must identify areas that contribute to the underlying problems that affect the productivity of the organization. They must approve an understanding of their duties and the expectation of those seeking services from the organization.

Plan to obtain data

The process of data collection will commence after the identification of the organization. The action team has to formulate parameters for utilization on the collection of the employees. The members who will take part in the process include the potential employee of the organization, the personnel steering duties and the human resources (Bohlander & Snell, 2006). The process will utilize questionnaire directed to the human resource personnel to facilitate the identification of the issue affecting the operation of the firm. The records of the company concerning previous undertaking will feature as a critical data sources for qualitative evaluation of the challenges in duties. The inclusion of the staff in the operations and the supervisor or the manager is equally recommendable in the identification of the issue for exploration. The skills of administration can come handy in the sampling of the data.

Laying the groundwork

The process of addressing the changes has commenced with the documentation of the findings to facilitate comparison of the current situation with the previous data. Another undertaking ongoing at the company that aims at improving the situation entails the communication to the rest of the team undertaking duties at the organization about the implication of addressing the changes. The steps for improving the situation include investing in technological resources for utilization by the action team. The resources such as computers are necessary for the evaluation of the responses of the affected parties about the recommended changes to the code of conduct. The subsequent approach to preparation for dealing with the complexities that might arise includes the simulation of scenarios (Bohlander & Snell, 2006). The action team can ensure that the funding help by projecting the possible scenarios that might arise after the implementation of the proposed changes. Laying the groundwork for the utilization of the research data also includes experimentation with the samples. The reevaluation of the parameters for utilization in analyzing the progress of the organization is also necessary.

Conclusion

In conclusion, the trend in the contemporary times is that organization grapple accomplishing objectives due to the assumption that training employees is sufficient in redressing the challenges. However, the approach to the selection of employees, the mode of communication and the ability of the individual to exploits organization resources play a critical role in organizational success. The situation explains why the action team comprised of a potential employee, employee and human resource as the stakeholders seeks to address the problems. They intend to steer the study in the form of research that measures ascertainments of objectives in line with present operations. They focus on areas that require adjustments. The data collection will exploit questionnaires, and the human resources personnel and employee will feature as the respondent. The process will lay the groundwork for identification of a solution; the study will simulate scenario in preparation to resolving concerns such as communication strategies affecting productivity.

References

Christensen Hughes, J., & Rog, E. (2008). Talent management: A strategy for improving employee recruitment, retention and engagement within hospitality organizations. International Journal of Contemporary Hospitality Management, 20(7), 743-757.

Bohlander, G., & Snell, S. (2006). Managing human resources. Cengage Learning.

Langley, G. J., Moen, R. D., Nolan, K. M., Nolan, T. W., Norman, C. L., & Provost, L. P. (2009). The improvement guide: a practical approach to enhancing organizational performance. John Wiley & Sons.

Appendix

Critical Mass

PART B

Project (or Function or Task): Improvement of the Employee Recruitment Program

Critical Mass Grid