Conclusions and recommendations Dissertation Example | Topics and Well Written Essays - 1750 words

Conclusions and recommendations - Dissertation mannikinThe researcher as hale as adopted the use of interview as a research instrument to hear views from workers of the company. The research instrument was used on five out of six members of the company, which represents 83.3% of the staff strength of the company. The info that was collected was well presented and analysed. With information from these primary and secondary data collected, the researcher has drawn the following conclusions to the highest degree the recruitment and selection process at B&M Company and other pertinent organisational issues that tie in to the company. Efficiency and Effectiveness of Recruitment Method Because of the size of the companys staff, it employs external recruitment method. anchor (2011), External recruitment is when organizations looks to fill the vacancy from any suitable applicant outside organizations. To attract applicants for inactive positions, the company advertises in local com munity newspaper. The company restricts itself to the local community newspaper in tramp to minimise the number of prospective applicants because of the size of the company. It was also said that the company did not give birth decorous funds to embark on mass publicity. This mode of advertisement however affected the effectiveness of the recruitment process. This is because it did not expose the company to reaching a large human resource base. The company should have known that the wider the range of business sectorseekers, the wider the range of human resource with abilities and knowledge they would have attracted. Promotion and advertisement are directly linked to marketing because the promotional campaigns tend to have a huge effect on the reception of the product. Good marketing is something that helps your business grow bigger. (McCollister, 2007) The company however had a actually expatiate job description and job specification. Job description is a written statement sh owing job title, tasks, duties and responsibilities mired in a job. It also prescribes the working conditions, hazards, stress and relationship with other jobs. Job specifications, also known as man or employee specifications, is prepared on the basis of job specification. It specifies the qualities required in a job incumbent for the effective performance of the job (Prasad, 2007). Because the job description and job specifications were very detailed, prospective employees had a very good idea of what the company was sounding for. This approach, in no shy terms reduced the chances of the company having to waste resources and succession interviewing people who did not have what the company was looking for. Efficiency was therefore recorded here. Efficiency and Effectiveness in Recruitment Processes The major recruitment processes involved giving feedback on candidates who were shortlisted and the interview itself. The feedback process was very effective. Most workers interviewed said they had feedback on their application was well communicated to them and they were made aware of all that to expect in the interview. It was also confirmed that the feedback was very vigorous. When interviewees receive prompt feedback on their candidature to attend interviews and the interview requirements are well communicated to them, it enhances efficiency during the interview itself because it reduces the incidence of time wastage because the interviewees come well prepared. It also ensures efficiency of man power as interviewers do not do a lot of talking, explaining the interview routine