BA3UK90O � Managing People & Systems Assignment Sample

BA3UK90O – Managing People & Systems Assignment

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Part A: Presentation

Description of the business include number of employees, location, and the management structure

• ABC Corporation is a multinational company that specializes in the manufacturing and distribution of renewable energy products.
• The company is headquartered in London, UK, with subsidiaries and offices in major cities around the world. ABC Corporation has over 5,000 employees globally, including engineers, designers, marketers, sales representatives, and customer service agents (Olson, al. 2021).
• The company is led by a Board of Directors, which is answerable for setting the overall strategic course of the corporation and providing guidance to the decision-making management team.
• The executive management team is responsible for the day-to-day operations of the company, including marketing, sales, product development, investment, and human resources (Kumar, al. 2019).
• The CEO information to the Board of Directors and oversees the executive management team.
• The executive management team includes the Chief Financial Officer (CFO), Chief Marketing Officer (CMO), and Chief Operating Officer (COO), Chief Technology Officer (CTO), among others (Majid, 2020).
• Each department has its own management structure, with department heads reporting to the relevant C-level executive.

Note: In addition to the management team, ABC Corporation also has a devoted sustainability team responsible for ensuring that the firm’s products and operations align with its commitment to sustainability and environmental responsibility (Majid, 2020).

Job Description

Marketing Manager

• Reporting to the manager of marketing, the marketing manager will be responsible for rising and implementing marketing strategies to boost brand consciousness and drive revenue for the organization.
• ABC Corporation is looking for a highly motivated and knowledgeable Marketing Manager to connect dynamic team (Rust, 2020).

Key Responsibilities:

• Develop and implement marketing campaigns to drive lead generation and conversion.
• Create and manage social media campaigns, email marketing and other digital marketing efforts
• Conduct market research to understand target audience and identify opportunities
• Manage the organization's website and optimize for search engine optimization
• Develop marketing collateral and sales enablement tools
• Collaborate with internal teams to ensure marketing efforts align with overall business goals
• Manage budgets and provide regular reporting on marketing performance

Qualifications:

• Bachelor's degree in marketing, business administration, or interrelated field
• Minimum of 5 years of experience in marketing, with a focus on digital marketing and lead generation
• Strong project management skills and capability to prioritize tasks in a fast-paced surroundings
• Outstanding communication skills, both verbal and written (Di Gregorio, al. 2019).
• Experience with marketing automation and CRM platforms
• Knowledge of search engine optimization (SEO) and digital advertising
• Ability to work collaboratively with internal teams.

Note: The flourishing candidate will be answerable for developing and implementing the company's promotion strategy, including digital marketing, lead generation, market research and project management.

Person Specification

• Strong leadership and management skills.
• Adaptability and flexibility
• Proactive and results-driven
• Capability to work autonomously and as component of a team
• Creativity and innovation
• Personal qualities:
• The candidate should have a strong understanding of digital marketing and lead generation tactics, as well as experience with marketing automation and CRM platforms.
• Person Specification: The best candidate for this spot will be a strategic thinker who is results-driven and has a track record of increasing and execute successful promotion campaigns.
• Education and qualifications: A bachelor's degree in advertising, Business administration, or an associated field is necessary (Mogaji and Nguyen, 2022).
• Experience: At least five years of experience in marketing, including experience in digital marketing, lead generation, market research and project management. Experience in the technology industry is preferred.
• Skills:
• Strong methodical and analytic skills
• admirable communication and interpersonal skills
• Proficiency in digital marketing platforms and tools, including social media, email marketing and website analytics
• Experience in market research and analysis
• venture management skills, including the capability to supervise multiple projects simultaneously
• Strong attention to detail

Note: They should be able to work autonomously and as part of a group, with strong communication and interpersonal skills (Mogaji and Nguyen, 2022).

Job Advert

Job Advertisement:

Marketing Manager

• We are a leading organization in the manufacturing and distribution of renewable energy products and are looking for a talented marketing manager to join our group.
• As our Marketing Manager, you will be responsible for mounting and implementing advertising strategies to drive revenue and increase product awareness (Ellington, al. 2015).

Note: You will have the opportunity to work with a team of talented professionals and collaborate with internal stakeholders to ensure our marketing efforts align with overall business goals.

Application Form taking into account relevant legislation

Key Responsibilities:

• Develop and implement marketing campaigns to drive lead generation and conversion
• Create and manage social media campaigns, email marketing and other digital marketing efforts
• Manage the organization's website and optimize for search engine optimization
• Develop marketing collateral and sales enablement tools (Mahlamäki, et. al. 2019).
• Collaborate with internal teams to ensure marketing efforts align with overall business goals
• Manage budgets and provide regular reporting on marketing performance

Qualifications:

• Business administration, or related field
• Minimum of 5 years of knowledge in marketing, with a focal point on digital marketing and lead generation
• Strong venture management skills and capacity to prioritize tasks in a fast-paced atmosphere
• Experience with marketing automation and CRM platforms (Iqbal and Khan, 2021).
• Knowledge of search engine optimization (SEO) and digital advertising
• Ability to work collaboratively with internal teams

Note: Conduct market research to understand target audience and identify opportunities

Conclusion

• The presentation concludes that, a manager tasked with the responsibility of recruiting a new team member having a critical role in ensuring the success of the hiring process.
• The manager's responsibility includes defining the job description, outlining the qualifications and skills required for the role, developing a recruitment strategy, and leading the recruitment process.
• To ensure a successful recruitment process, the manager must first clearly define the requirements and qualifications for the position, including education, experience, and personal qualities.
• Once the job description is developed, the manager should develop a recruitment strategy that includes advertising the position in the appropriate channels, screening resumes and applications, conducting interviews, and checking references.
• Throughout the recruitment process, the manager should ensure that the recruitment process is fair, transparent, and free from discrimination.
• They should also involve other members of the team in the recruitment process to ensure that the new hire fits in with the existing team dynamics.

Note: Overall, the manager's responsibility in the recruitment process is critical to the success of the team and the organization. By taking a strategic and thorough approach to recruitment, the manager can ensure that the new team member is the right fit for the role and the organization and that they will contribute to the team's success in the long term.

References

1. Kumar, V., Sezersan, I., Garza-Reyes, J.A., Gonzalez, E.D. and Al-Shboul, M.D.A., 2019. Circular economy in the manufacturing sector: benefits, opportunities and barriers. Management Decision, 57(4), pp.1067-1086.
2. Majid, M.A., 2020. Renewable energy for sustainable development in India: current status, future prospects, challenges, employment, and investment opportunities. Energy, Sustainability and Society, 10(1), pp.1-36.
3. Olson, E.M., Olson, K.M., Czaplewski, A.J. and Key, T.M., 2021. Business strategy and the management of digital marketing. Business horizons, 64(2), pp.285-293.
4. Rust, R.T., 2020. The future of marketing. International Journal of Research in Marketing, 37(1), pp.15-26.
5. Di Gregorio, A., Maggioni, I., Mauri, C. and Mazzucchelli, A., 2019. Employability skills for future marketing professionals. European management journal, 37(3), pp.251-258.
6. Mogaji, E. and Nguyen, N.P., 2022. Managers' understanding of artificial intelligence in relation to marketing financial services: insights from a cross-country study. International Journal of Bank Marketing, 40(6), pp.1272-1298.
7. Mahlamäki, T., Rintamäki, T. and Rajah, E., 2019. The role of personality and motivation on key account manager job performance. Industrial Marketing Management, 83, pp.174-184.
8. Ellington, J.K., Brannick, M.T. and Levine, E.L., 2015. Job specification. Wiley encyclopedia of management, pp.1-1.
9. Iqbal, T. and Khan, M.N., 2021. The Impact of Artificial Intelligence (AI) on CRM and Role of Marketing Managers.

Part B - Study on effective recruitment and selection practice in the 21st century

Introduction

This essay will discuss about the importance of recruitment and selection practices that have evolved significantly over the years, and in the 21st century. Companies are increasingly relying on technology and data-driven strategies to find and hire the best talent. The essay is prepared to emphasize on recruitment and selection process of identifying, attracting and hiring the best candidates for a job opening (Hmoud and Laszlo, 2019). Key features of the report will highlight recruitment and selection process of company to ensure that they hire the right people for the job. Effective recruitment and selection practices can lead to increased employee retention, productivity and job satisfaction, while also helping companies achieve their strategic goals (McCartney, et. al. 2021). The essay will highlight on Employers are placing more emphasis on the candidate experience to ensure that candidates have a positive perception of their organization (Anderson, et. al. 2021). This includes providing timely and personalized communication, a streamlined application process and transparency.

Description of Relevant Theories

Recruitment and selection in the 21st century is informed by various theories and models that provide a framework for understanding how organizations can effectively attract, identify and select the best candidates. Some of the most commonly used theories of recruitment and selection in the 21st century are:

• Person-Environment Fit Theory: This theory suggests that the success of an individual in a particular job is dependent on the compatibility between the individual's personality, values and skills, and the characteristics of the work environment (Ngayo Fotso, 2021).
• Social Cognitive Theory: The theory suggests that persons learn by observing others and their behaviors, and that performance can be shaped through the use of rewards and punishments. In recruitment and selection, this theory is used to guide the use of behavioral interviewing and other assessment tools that seek to understand how candidates have behaved in past situations.
• Expectancy Theory: This theory considers that individuals are provoked by the faith that their efforts will direct to preferred outcomes (Villeda, al. 2019).
• Human Capital Theory: This theory suggests that individual skills, knowledge and abilities are valuable resources that can be invested in and developed over time. In recruitment and selection, this theory is used to guide the identification of the competencies that are required for success in the job and to ensure that selection processes focus on the assessment of those competencies.
• Diversity and Inclusion Theory: This theory suggests that diverse and inclusive workplaces are more effective, innovative and competitive (Hmoud, and Laszlo, 2019). In recruitment and selection, this theory is used to guide the development of strategies that attract a diverse pool of candidates and that mitigate biases in the selection process.

In general, these theories and models provide a useful framework for designing and evaluating recruitment and selection practices in the 21st century.

Analysis

Companies are focusing on building their brand as a desirable employer to attract top talent. They use social media and other digital channels to promote their culture, values and work environment. Recruitment marketing involves using marketing techniques to attract and engage potential candidates (Nikolaou, 2021). Companies are using data and analytics to make informed hiring decisions. They analyze candidate data to identify patterns and trends that can help them find the best candidates. Skill assessments are becoming more popular as companies seek to hire candidates with the right skills for the job. These assessments can be administered online and provide objective data on a candidate's abilities. Companies are prioritizing diversity and inclusion in their hiring practices (Albert, 2019). They are using data to identify areas where they need to improve and implement strategies to attract and hire candidates from diverse backgrounds.

Recruitment and selection process refers to the steps involved in identifying and hiring the right candidate for a particular job vacancy. The main stages of the recruitment and selection procedure:

• Job analysis and job description: This stage involves analyzing the job requirements and responsibilities by creating a job description that includes the necessary qualifications and skills for the job.
• Sourcing candidates: The next stage is sourcing candidates for the job opening. This can be finished through various channels such as social media, job boards, referrals and recruitment agency.
• Screening candidates: Once candidates have applied for the job, the manager or recruiter reviews their resumes and cover letters to assess whether they meet the necessary qualifications and skills required for the job.
• Conducting interviews: The next stage involves conducting interviews to assess the candidate's skills, experience, personality and fit with the team and the organization (Brandão, al. 2019). Interviews can be conducted in various formats such as face-to-face interviews, video interviews, or panel interviews.
• Assessments and tests: Depending on the job requirements, candidates may need to complete assessments and tests to evaluate their technical skills or cognitive abilities.
• Checking references: After interviews and assessments, it is essential to check the candidate's references to verify their work history, experience and qualifications.
• Making a job offer: Once the manager or recruiter has selected the most suitable candidate, they can make a job offer (Farashah, al. 2019). This includes details of the job position, compensation benefits and other employment terms.
• On-boarding and training: The final stage of the recruitment and selection process involves on boarding and training the new employee to make sure that they are fully prepared with the necessary knowledge, skills and tools to carry out their job efficiently.

The key trends and challenges in recruitment and selection analysis in the 21st century:

• Use of technology: Technology has revolutionized recruitment and selection processes by automating many tasks and enabling employers to reach a wider pool of candidates.
• Focus on diversity and enclosure: Employers are more and more recognizing the significance of diversity and inclusion in their personnel (Lievens and Chapman, 2019). Recruitment and selection processes need to be intended to draw a diverse pool of candidate and mitigate biases in selection.
• Candidate experience: Employers are placing more emphasis on the candidate experience to ensure that candidates have a positive perception of their organization. This includes providing timely and personalized communication, a streamlined application process, and transparency in the selection process.
• Data-driven decision-making: Recruitment and selection decisions are increasingly being based on data analysis, rather than intuition or past experience (Pham and Paillé, 2020). Metrics such as time-to-hire, cost-per-hire, and candidate satisfaction are being used to evaluate recruitment and selection effectiveness.
• Remote work and global competition: Recruitment and selection processes need to be designed to attract and select candidates from diverse backgrounds and geographic locations (Ore and Sposato, 2022).

Conclusion & recommendations

It is recommended to the companies to approach recruitment and selection as a strategic process that aligns with their overall business goals and objectives. This includes identifying the competencies required for success in the job, and designing selection processes that assess those competencies. Companies should use a range of recruitment sources to draw a diverse pool of candidate. This includes posting job openings on their website and social media platforms, utilizing job boards, and attending career fairs and networking events. Companies should prioritize multiplicity and inclusion in their recruitment and selection processes to attract a varied pool of candidates and mitigate bias in the selection process. This includes setting diversity goals, providing diversity and inclusion training to hiring managers, and using diverse interview panels. The company should regularly monitor and evaluate the efficiency of their staffing and selection processes to identify areas for improvement. This includes analyzing metrics such as cost-per-hire, time-to-hire, and candidate satisfaction.

References

• Hmoud, B. and Laszlo, V., 2019. Will artificial intelligence take over human resources recruitment and selection. Network Intelligence Studies, 7(13), pp.21-30.
• McCartney, S., Murphy, C. and Mccarthy, J., 2021. 21st century HR: a competency model for the emerging role of HR Analysts. Personnel review, 50(6), pp.1495-1513.
• Poto?nik, K., Anderson, N.R., Born, M., Kleinmann, M. and Nikolaou, I., 2021. Paving the way for research in recruitment and selection: recent developments, challenges and future opportunities. European Journal of Work and Organizational Psychology, 30(2), pp.159-174.
• Ngayo Fotso, G.M., 2021. Leadership competencies for the 21st century: a review from the Western world literature. European Journal of Training and Development, 45(6/7), pp.566-587.
• Villeda, M., McCamey, R., Essien, E. and Amadi, C., 2019. Use of social networking sites for recruiting and selecting in the hiring process. International business research, 12(3), pp.66-78.
• Nikolaou, I., 2021. What is the Role of Technology in Recruitment and Selection?. The Spanish journal of psychology, 24, p.e2.
• Albert, E.T., 2019. AI in talent acquisition: a review of AI-applications used in recruitment and selection. Strategic HR Review, 18(5), pp.215-221.
• Hmoud, B. and Laszlo, V., 2019. Will artificial intelligence take over human resources recruitment and selection. Network Intelligence Studies, 7(13), pp.21-30.
• Brandão, C., Silva, R. and dos Santos, J.V., 2019. Online recruitment in Portugal: Theories and candidate profiles. Journal of Business Research, 94, pp.273-279.
• Lievens, F. and Chapman, D., 2019. Recruitment and selection. The SAGE handbook of human resource management, pp.123-150.
• Farashah, A.D., Thomas, J. and Blomquist, T., 2019. Exploring the value of project management certification in selection and recruiting. International Journal of Project Management, 37(1), pp.14-26.
• Pham, D.D.T. and Paillé, P., 2020. Green recruitment and selection: an insight into green patterns. International journal of manpower, 41(3), pp.258-272.
• Ore, O. and Sposato, M., 2022. Opportunities and risks of artificial intelligence in recruitment and selection. International Journal of Organizational Analysis, 30(6), pp.1771-1782.