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

Conclusions and recommendations - Dissertation ExampleThe researcher also adopted the use of interview as a research instrument to sample 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 data that was collected was risespring presented and analysed. With information from these primary and secondary data collected, the researcher has drawn the following conclusions about the recruitment and selection process at B&M social club and other pertinent organisational issues that relate to the company. Efficiency and Effectiveness of Recruitment Method Because of the size of the companys staff, it employs external recruitment method. Pillar (2011), External recruitment is when organizations looks to fill the vacancy from any suitable applicant outside organizations. To attract applicants for vacant positions, the company advertises in local club newspaper. The c ompany restricts itself to the local community newspaper in order to minimise the number of prospective applicants because of the size of the company. It was also said that the company did non have enough funds to put down on mass publicity. This mode of advertisement nevertheless affected the effectiveness of the recruitment process. This is because it did not expose the company to reaching a large clement resource base. The company should have known that the wider the range of jobseekers, the wider the range of human resource with abilities and knowledge they would have attracted. Promotion and advertisement are directly colligate 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 very detailed job description and job specification. Job description is a written statement showing job title, tasks, duties and res ponsibilities involved 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 stand 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 looking for. This approach, in no uncertain terms reduced the chances of the company having to waste resources and time 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 applic ation was well communicated to them and they were made aware of all that to expect in the interview. It was also support that the feedback was very prompt. 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