This report is written for Business Management teacher Karen Abberton. The purpose of the report is Advanced Business Module for FETAC level 6 Certificate. The report is written about the motivation, staff selection and recruitment. The report consist of two parts: demonstration of theory knowledge and theory applied into the practice.
My Business Management teacher Karen Abberton requested a report of on the organization where I completed my Work Experience. This was to be submitted by the 19th March 2013 and recommendations were requested.
Fallowing topics included in the assignment are: Description of HR topic where I wrote about Behavioural theory according A. Maslow, D. McGregor, F. Taylor, C. Alderfer and Behavioural theory & HRM . I chose Wilson Moore Estate and Letting Agency situated on Charlestown Shopping Centre, Finglas, Dublin 11, this is the work placement where I did my work experience. In the end of report you will find conclusions and recommendations.
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Method of procedure
In order to obtain relevant information, the following procedures were adopted to acquire the information in the assignment: I used the materials that were given in the class by my teacher Karen Abberton, some of information I found online in the related sites and some info I asked my colleagues.
Description of HR topic (Staff Selection and Recruitment)
Finding a good employee is not as simple as it seems at first glance. It is difficult to select the right staff for managers who are often not specialists in recruitment. Professional staff selection requires time-consuming, it is necessary having a special understanding of human cognition, information gathering and analytical skills. The person who performs the selection of the employee is required special knowledge and techniques to prepare interviews with candidates to assess their attitude towards work and personal characteristics.
Staff selection criteria
To ensure that selection to be successful, it is essential that the employee be selected according to the specific job requirements. In order to prepare for an interview is necessary to define criteria for the selection and planning of the interview questions. Preparation begins when stating that the particular job requires the employee. The criteria by which candidates are evaluated: human attributes, experience and skills and qualifications, etc.
Staff selection methods
The use of internal company resources.
Screening using existing staff recommendations.
Advertisements in newspapers.
Search in universities.
Participation in career days.
Online ads and database.
State labor exchange services.
In order to recognize and disclose the candidate's personality, used a variety of methods: the selection interviews, psychological tests, thinking study skills and motivation to work for the proposed work, questionnaires and so on.
The first contact with a prospective employer is a resume. Employers usually give each CV no more than a minute. If you fail to make the required first impression, the ability to get the work will be lost. The employer draws attention to clearly and logically presented information: defined qualifications, skills and competencies.
Recommendation provides information about the candidate's typical behavior. They are usually used for two purposes: to verify information provided by the candidate or predict job success. The recommendation is valuable in that it can provide additional information that could not be obtained through other channels.
The interview is to obtain information about a person through oral questioning. It is very important to be good to keep the interview, so you can objectively and accurately evaluate candidates for specific positions. Interviews are as follows:
Structured interview, when question's order and wording is planned in advance.
Unstructured interviews - provides only a general survey plan, the questions are formulated according to the situation.
In most cases the candidate is asked about: Education and vocational training, Work experience, Career aspirations, motivation, Personality characteristics, reason for leaving the ex employer.
The test provides information about the personality, intellect, interpersonal relationships and personal approach.
Often, candidates who are involved in the processes they make a good first impression, but it could be wrong. Conversely, the qualified person for the tension experienced during the interview may not be able to unfold and be assessed as not meeting the company's requirements.
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Motivation - this is the need or internal stimulus that leads to action in order to achieve a certain goal. It is important for everyone to be able to meet all needs and expectations. It is a combination of intellectual, physiological and psychological processes that influence how we act vigorously and in what direction is channeled our energies under certain circumstances.
Each motivation theory attempts to describe what people are and what they can be. There are many different theories and their content helps to understand the relations between management and staff in the organization.
A. Maslow's theory
A. Maslow's theory explained that employees are motivated by needs that make up the hierarchy. This means that the first person has to meet the primary needs, and only then, their activities are motivated by higher-level needs. Physiological and safety needs A. Maslow described as lower level. Social, respect and self-realization needs A. Maslow attributed to a higher level needs category. When one of these needs sufficiently met, begin to dominate other needs. This makes a person to climb up the hierarchy.
A. Maslow divided different needs into five categories:
â€¢ Physiological needs are the needs that cannot live without, that is demand of water, food, rest, and so on;
â€¢ security needs - it is a health, work conservation, future security and so on.;
â€¢ Social needs - it is the love and affection needs. These needs include the individual's desire to maintain friendly relations with others, to integrate into the team;
â€¢ the needs of respect - it is an individual's desire to make it positively evaluated other, the desire to be recognized, to draw the attention of others, as well as stand out from the others;
â€¢ the needs of self-expression - that is needs to realize their potential and grow as a person.
D. McGregor's theory
According D. McGregor, management is the art of human relations regulation. There are two theories of art. One is traditional, this theory D. McGregor called X or authoritarian. The second theory is called Y; this is a democratic approach to staff theory.
Theory X states that the man is lazy by nature, and he shall make every effort to avoid job. Therefore, in order to force someone to work honestly, need to encourage, threaten a variety of penalties and punishments. So, people cannot be trusted, they need to be constantly monitored and bribe. This theory is a multi-management pyramid, the bottom line only execute orders and show no initiative. According D. McGregor opinion, theory X contradicts basic human motives to work. Application of this principle gives rise to fear and apathy, it inhibits the desire to work, encourages an active dissatisfaction, it may affect work decrease in the productivity or job change, mistrust and even open hostility.
In the theory Y D. McGregor claims that goal achievement is a moral retribution. This is where self expression is realized - one of the highest human social needs. But too strict control prevents self-expression. Worker's knowledge and ingenuity, properly adapted, can provide much more than just physical effort;
So, if the company's management is guided by theory X, then the administration pays particular attention to the external control. Meanwhile, based on the theory Y, the focus is on periodic self-control.
F. Taylor's theory
Frederick Taylor's research is based on fundamental principles of efficiency.
F. Taylor's view, the primary tasks of the manager are:
Search for the best way to perform the task (Exploration, experimentation, observation, etc.);
Creating a standardized procedures and tools for performing the tasks;
Determining production rates and bonuses for employees for the completed tasks;
Careful selection of appropriate staff and training of advanced methods of work.
To ensure that every worker produce more output, it is necessary to improve working conditions, reduce the cost of physical strength, making workers less fatigue.
C. Alderfer's theory
He called his theory ERG: This letter refers to the three most important groups of needs - Existence, Relatedness and Growth.
The first group of needs are related to the physical state of the body (food, clothing, shelter, wages, secure employment or training (learning) conditions, etc.)
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Relatedness needs - it is interpersonal communication needs that are met through interaction with others at work or studies. This group meets the security and social needs.
Growth needs - it is a personal growth and development needs, which are met in the development of any significant individual abilities. They include respect and self-expression needs.
Alderfer's theory does not emphasize hierarchical order of needs; theory recognizes that more than one need may operate simultaneously; all three groups of need can operate simultaneously.
Theory says that the claims of the lower-level needs, they become less important and the individual is no longer motivated, and higher-level needs become even more important.
Behavioural theory & HRM
No matter what the size of the firm, company or organization, it has to have the necessary staff to carry out one or another duties.
Wilson Moore is a small Real estate agency with a two office based agents, and two agents who work outside the office. However the office is a very busy and all the time is experiencing a shortage of staff, therefore, additional staff are always needed.
As already mentioned, the WM is a small company, so it is obvious that there is no HRM Department, which is responsible for many functions. One of HRM functions is staff selection and recruitment. Thus, responsible for that is owner and Letting Director of Wilson Moore-Cristina Wilson.
In order to find the right employee, Christina uses in various ways. So, Christina uses internal company resources, existing staff recommendations, advertisements in the press or on the Internet, uses the services of employment agencies, or applying to educational institutions, etc.
Most often it happens that a new employee comes from a close environment. This can be friends, acquaintances and former colleagues from other agencies. In order to fill staff shortages for short-term, Christina called in to help relatives or students who need work experience.
Christina is convinced that no matter how an employee is found or the kind of education he has. It is important that the employee must be young and enthusiastic, who are prone to learn, grow and build a career. So there is a chance to make a career in the real estate sector, even for people from the streets who do not have anything to do with the profession.
In order to better understand and reveal the candidate's personality, Christina does not use any non-traditional way, such as: psychological tests, ability of thinking test, motivational issues to work proposed work and so on. Christina uses a very simple, traditional methods like CV, interview and recommendations.
As any employer and Christina give little time to review the resume. Christina points out clearly and logically presented information: defined qualifications, skills and competencies. And if the candidate succeeds in making the right impression, Christina invited him/her for the interview. Christina is not ready to talk with a new employee in advance and formulate questions according to the situation. Christina is not ready to talk with a new employee in advance and formulate questions according to the situation. It is more like a conversation, outside the rigid structure. In most cases, during the interview, Christina asks the candidate about his/her: career aspirations, motivation, personality characteristics, communication and cooperation skills, what are the reasons for leaving previous job. However, the candidate's educational background, work experience for Christina is not the main criteria to be recruited in the suggested position.
Christina focus her attention on the recommendations because the recommendations give information about the candidate's typical behavior. She checks each recommendation, in order to obtain not only positive but also negative information about potential candidates. Christina is not necessary recommendations for hedging purposes or to make sure that the selected candidate is correct. She wants to know what are the problems encountered in the previous work of the candidate. In this way, Christina better understand their future employees and successfully provides its introduction into the organization, motivation and remuneration, compatibility with other employees.
Last word on who will be hired, says Christina but the rest office staff play a key role in deciding whether a newcomer is appropriate to continue to work in a team. Therefore, everyone is happy: a new person has the chance to test himself/herself in a team, to show all his/her abilities, gain confidence. Older workers have the opportunity to become familiar with the newcomer, saw his /her abilities and potential. Thus, if a newcomer, somehow not earned sympathy or support of the rest staff, then he/she probably will lose job to avoid damage to the whole staff activities and morale.
Christina communicate with their employees very closely. Every employee is a special. In order to maintain a good and cozy atmosphere in the office, creating a high employee motivation Christina consult with their employees hear any of their opinions. It will not put a working relationship with the personal.
As in any workplace, there are also bad days. This is usually due to worker and client conflict. This occurs when the client require something impossible or do not comply with national laws.
Only many years of experience and a strong team helps Wilson Moore to maintain a good reputation and position into the real estate industry.
In summary it can be said that one of the key success factors is the company's recruitment. Employees are the company's most expensive capital. The selection of candidates System Development is associated with considerable costs, but it is an investment in the success of the business. Costs associated with the selection of candidates for a job, pays off in the future.
Properly selected employee earns significantly more money than a casual employee. If the firm has not prepared the staff selection system, would be wise to entrust to do the professionals who will find the best person into the right place. Of course, this does not mean that the goal will be achieved. It is also important to create a positive work environment, such as: provision of good equipment, comfortable micro-climate within the firm, provide opportunities for self-realization and development, training, pay the salary.
There are many different companies that carry out activities and expect from the business to obtain a profit. Most of the revenue generated from the business depends on how employees perform their duties. In order to make business prosperous, the owner has to choose a good and qualified personnel. The employer, in order to achieve maximum performance of activities, must pay his attention to the means by which he could mobilize all employees to achieve company's goals. Good climate at a work placement and motivation are crucial factors that encourage individuals to align their personal goals with the company's objectives.