Resource And Talent Management To Sustain Success Q&A Sample

Question 1: Critically evaluate your organization’s employer brand and make recommendations on how this can be improved to ensure a more compelling employee value proposition is offered, securing an enhanced reputation for the organization in the labor market:

Company Overview

The significant question centralizes its core focus on deeply assessing the employer brand of the chosen organization “Délifrance”, and offering appropriate recommendations to improve it in order to make sure that a more attractive “Employee Value Proposition” is offered to the company, through improving its organizational reputation in the labour market (Deliverance, 2023). In accordance with this context, the selected organization “Délifrance”, is deemed a globally recognized company of French origin that specializes in manufacturing “French Style” bakery, snacking, and savoury products. The organization since the year 1983 has been operating its business and presently it operates in almost 100 countries around the globe.

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Employer Branding of Délifrance

The concept of an employer brand resembles an organization's popularity and reputation from a perspective of a potential employer and it states the value an organization offers to its employees. Basically, employer branding means the possible ways through which a company tends to market its organization to desired job seekers (Deliverance, 2023). In this regard, an acute evaluation has been undertaken based on the aforementioned company's employer branding, and it has been observed that the company offers value to their employee in terms of healthy work culture, promising salaries, promotions, and appraisals. The effective work-life balance and job security encouraged by the company contribute to the work satisfaction of the employees working there and seeking to join the company. The company in order to add more value to their employees and make them competent to confront any work-related challenges invites an effective training program that contributes to the skills development of their workers and new job seekers (Abdo, 2022). Apart from that, “Délifrance” deeply values the hard work provided by their workers, which increases their reputation as a global organization and thus, they offer exceptional facilities and benefits to their staff, such as free transport and food as well as international relocation.

In fact, many of the workers of the company have stated that the shift timings of the company are quite flexible and it's good to work there. However, for some other workers, the area of skill development could be improved in the organization (CASTELLUCCI, 2022). In view of the employer branding strategy of “Délifrance”, it has been identified that they tend to focus on taking care of their organizational team like a family and cultivate an equal and unique culture which makes the organization attractive to job-seeking candidates. Moreover, the organization respects the men and women workers of their company, pledges to offer them adequate work safety, and prioritizes the well-being of their staff, which makes the “Délifrance” highly appreciated by its workers (Banerjee et al. 2020). Hence, these aspects do prove that, apart from the area of skill development, “Délifrance” has managed to offer the necessary value to their employees which is helping them to retain the best talent and engage their employees in the best possible manner.

Employee Value Proposition of Délifrance

On the other hand, the concept of “Employee Value Proposition (EVP)” resembles an approach that is employee-cantered and which is linked to integrated and existing “Workforce Planning Strategies”, because it is informed by the external target audience and present workers. To be precise, an EVP needs to be compelling, relevant, and unique in order to perform as a key driver concerning talent retention, engagement, and attraction. Through deeply assessing the possible ways through which “Délifrance” provides value to its employees as a part of its employer branding strategy, it has been noted that the organization encourages creativity and provides opportunities to employees that embrace a passion for creative thinking (Ariyanto and Kustini, 2021). Aside from that, the practice of inclusivity and diversity helps their employees to grow and add more value to the organization. In fact, the multicultural environment of “Délifrance” demonstrates that equal value is provided to workers coming from different backgrounds as well.

However, the leadership approach has been often criticized by some of the staff, which can be considered a potential issue in terms of delivering a better EVP. In addition, the recruitment strategy of the company is quite flexible and less stressful for both their “Human Resource Management” and the candidates that come for the interview process, as most of the candidates revealed that the interview process is easy. Hence, these EVP initiatives of “Délifrance” point out the fact that the company wants to become the best in terms of employees. In order to make employer branding clear to all, they focus on sharing their EVP programs and employer branding through various social media portals such as “LinkedIn, Facebook, Twitter, and Instagram” (Saini, 2020). Apart from providing internship programs for learners, the company never fails to appreciate its employees through incentives, compensation, overtime premium, holidays, bonus schemes, and rewards for their achievements.

Effective Recommendations for Délifrance

In view of the overall analysis, it has been observed that the aforementioned company has unveiled its core competencies to give ample value to its workers, however, the lack of skill development and leadership approaches has been considered as some of the major drawbacks for the company. In order to improve an employer's barding of the chosen company, it is essential to understand the pReferences of the job-seeking candidates and employees and enable ample efforts to meet their expectations. As per the “Human Relations Theory,” a manager must always focus on worker satisfaction in order to improve employee productivity (Omodan et al. 2020). The practice of effective leadership approaches such as “Transformational and Democratic Leadership” can help employees to feel valued, as these two approaches tend to inspire employees and allow the workers to take part in the decision-making process equally.

In fact, developing an emotional bonding with the employees, making them feel that they are at home, and focusing on employee safety can not only help the organization to improve their EVP but also can let the employees think that their company is entrusting the organizational goal on them, which motivates them to work even better. The adoption of a bias less and less prejudiced “Human Resource Management” and “Recruitment Strategy” can help in retaining talent in an effective manner and it can also improve the company's image in the labor market which can attract a wide range of talent pool (Bibi, 2019). Finally, in order to increase the reputation of “Délifrance” in the labour market, it is essential to base the strategy of employer branding on taken requirements, amplifying the employee's voice, and continuously campaigning about the benefits, facilities and positive work culture offered in the company, so that the workers and candidates seeking jobs can understand the perks of working of “Délifrance”.

Question 2: Critically analyse how technologies can be utilized to improve employee selection, drawing upon examples to illustrate.

The Overview of Using Technology To Improve Employee Selection

The important question enables its chief concentration on the effective utilization of technologies in order to facilitate employee selection. In light of the present era of digitalization, the emergence of the latest innovations and technological advancements has enhanced various work operations (Vrontis et al. 2022). For example, modernized technologies have improved employee selection processes, further enhancing the human resource management process. The recent arrival of Covid-19 and the post-pandemic phase has drastically changed the way of recruitment, induction, and employee selection, and also the appearance of digitization has completely transformed the way of attracting, recruiting, and retaining the right talent pool for most of the global organizations. In fact, the rise of automation has not only simplified the process of worker selection but also reduced the possibilities of stress and hassle that was previously observed in the election process.

Evidence-Based Analysis

There are various technologies that have been used in the employee recruitment and selection process due to their effectiveness. However, in order to make the discussion concise and coherent, only two specific technologies have been reflected and their possible benefits and drawbacks in terms of the employee selection process have been demonstrated. Hence, the two effective technologies which have been chosen for the study are “Automation through AI” and “Chatbots” (Nawaz and Gomes, 2019). The invention of “Chatbots” has proved to be quite useful and it has been used in different industries, businesses, and work operations as well due to its high volume efficiency. A “Chatbot” which is automated can appropriately engage with the users of a website and it can answer most of the standard questions related to the interview, job role, job descriptions, and others. As a useful tool in the selection process, “Chatbots” enable the recruiter to freely interact with the candidates without being bored or distracted by other activities or work. It also helps in automating the recruiter's responses and ensures that the applicants do not get stuck in a septic loophole or question, in terms of their application which helps them to continue their application process uninterruptedly.

Most importantly, the adoption of automated chatbots can make sure that the hiring process does not get lengthy and can offer expert support to the applicants from the end of recruiters' time to time. In addition, the incorporation of chatbots can offer an array of advantages to both the recruiter and applicants through smoothly proceeding with the selection and application process. Moreover, through the integration of AI, chatbots can be a great tool to answer candidates' questions. It can also help in the process of screening, reaching out to candidates, and directing candidates to other different jobs based on the keywords available in the candidate's profile and resumes (GS, 2020). However, apart from these benefits, there are some disadvantageous traits as well. For example, the occurrence of technical glitches can pause the overall process, and it cannot be fully relied upon for evaluating human qualities. The inefficiency in problem-solving capability and the lack of standardization of language can be considered as some other drawbacks of using “Chatbots” in the aforementioned process as well.

Another effective technology that can be considered both useful and efficient in improving the selection process of employees in different organizations, is “Automation through AI ''. The emergence of “Artificial Intelligence” has thoroughly revolutionized the work activities and human resource practices associated with employee recruitment and selection. The adoption of “Artificial Intelligence” can reduce the cost and time of hiring through scheduling, screening, and sourcing talent with the help of “Zoho Recruit” (Oncioiu et al. 2022). On the other hand, it can assist the overall process through the fiction of type selection and resume layout by offering leverage over necessary parameters, such as experience, education, qualification, and skills. In fact, with the help of AI, organizational recruiters can automate and create a workflow with the help of machine intelligence and other technological beneficiary aspects of AI. Furthermore, it can engage in high-volume and repetitive operations and AI has the capability to streamline, reduce, neutralize, and speed up the overall process and cost related to the recruitment, selection, and employment process in an effective manner. Aside from that, the aforementioned technology can thoroughly benefit the talent acquisition process through the identification of appropriate talent.

It is also noteworthy to reflect that the effective application of “Artificial Intelligence” in the procedures of employment can help in writing subject lines for emails that are engaging as well as creative. The recruitment tools that are AI-driven involve personalized job content and recommendations, video assessment, intelligent search, candidate discovery, insights as well as fit and engagement scoring. In recent times, the application of “Artificial Intelligence” is appreciated and acknowledged by most large and small-scale organizations to assist in the prediction of employee attrition, assist companies to enhance their organizational culture, and recognize appropriate candidates for the job opening. To be precise, “Artificial Intelligence” can automate the initial screening procedure and from the equation, it can decrease the chances of human bias (Hmoud and Laszlo, 2019). Most importantly, along with the growing time, the applications and operations of “Artificial Intelligence” are becoming more advanced and easier to use for selection procedures. However, there are some cons to using Ai in the selection, recruitment, and hiring process as well. For example, at times “Artificial Intelligence” can be less accurate in terms of managing the recruitment process through proper identification of talented candidates, and in terms of insufficient data, a lag in its performance can be observed. In addition, the resources that are not search engine optimized can be ignored by AI and its dependence on human inputs can be troublesome at times.

Example of Best practice

Based on the overall evaluation there are various promising insights that have been gathered which have mostly identified the benefits of using AI and Chatbots, along with slight disadvantages as well. However, through undertaking a critical analysis of the volume of the practical application of these tools, it has been noted that many “Fortune 500” organizations have already started to use “Artificial Intelligence”, in their recruitment process, such as “Glassdoor, Jibe, and L'oreal Paris” (BARI?, 2020). The valuable findings acquired from the interindividual research have also outlined that the hiring platform, “HireVue” through the effective implementation of “Artificial Intelligence”, has helped around 700 companies such as “Oracle, PWC, Unilever, and Vodafone”, to smoothen their recruiting and selection method. For instance, with the help of “HireVue AI-driven assessments”, the globally recognized company Unilever has acquired annual cost savings worth “£1M”. Similarly, the companies namely “Starbucks and L'oreal Paris” have increased their recruitment efficiency with the incorporation of chatbots in their candidate selection process in an effective way.

Question 3: Recommend two interventions that could be designed to improve the retention of staff, justifying why they are appropriate to your organization.

The overview

The important question is predominantly based on initiating a critical analysis and exploring two effective interventions which can contribute to the improvement of staff retention. In view of failing organizational performance and enhancing organizational productivity, the organizational staff is observed as a key asset that can help in achieving both. Hence, considering the staff and employees as the key contributor to the company, the retention of staff becomes one of the essential duties, which every company must practice. The notion of “Staff Retention” refers to the capability of a company to retain its staff and make sure that their preferences are met to an extent that they feel satisfied with the company. Generally, “Staff or Employee Retention” also resembles the capacity of a company to reduce its employee turnover rate and ensure that the possibility of mass resignation decreases in an effective way (Tian et al. 2020). The practices of staff on employee retention relate to the possible extent to which an employer or company can persuade the employee to stick with the company and contribute to both individual and organizational growth.

The practices and cavities associated with “Staff or Employee Retention” are deemed as a vital exercise for a company because based on the retention of an employee, the overall performance, profitability, and product of the company depend. In addition, due to the effectiveness of staff retention, the revenue can be increased, the customer satisfaction rate can be enhanced, and the quality of the operations can be maintained in an appropriate manner. Hence, by effectively maintaining these aspects related to staff retention, the chosen organization “Delifrance” can be successful in retaining most of its employees effectively (Chanana, 2021). In the previous sections it has been observed that, as per the feedback of some staff in the organizations, there is a lack of appropriate leadership in “Delifrance”, which can negatively contribute to the employee turnover of the company. Aside from this issue, there are some other challenges related to “Staff Retention”, such as salary dissatisfaction, lack of recognition, being undervalued in the organization, discrimination, biases related to reward and compensation, and lack of proper training and development programs.

Two recommended Interventions to improve Staff Retention at Delifrance

In consideration of the necessity regarding “Staff and Employee Retention”, in an organization, it is highly essential for “Delifrance”, to design and implement effective practices to improve the staff retention practices and retain the maximum number of employees within the organization. However, in this regard, two appropriate interventions have been taken into consideration, which can help “Delifrance”, to reduce the possible challenges related to retention and enhance the volume of retention.

Employee Recognition and Reward

As an effective strategy or intervention, the application of the “Employee Recognition and Reward System” has been widely acknowledged by many celebrated and eminent organizations. It has been seen that, within an organizational sphere, every employee wishes to be recognized by the higher authority and wants to be acknowledged for their hard work and contribution towards attaining the organizational goals (Alhmoud and Rjoub, 2019). Hence, in such scenarios, if the organizational hierarchy recognizes the individual employees for their valuable contribution and forwards their names for specific recognition awards, then it can boost the morale of the employee and can help them to feel valued within the company. In addition, the implementation of an employee recognition strategy can help organizational leaders to identify the core contributions of employees and reward them without any biases. In fact, by offering rewards to employees in order to admit their contribution, the motivation rate of the workers can be increased which can influence them to work more efficiently and contribute more towards the growth of the organization. Moreover, by providing compensation, bonus, financial rewards, promotion, holiday trips, coupons, and vouchers, a high level of emotional engagement can be obtained with the employees which can definitely improve the employee retention level (Hussain et al. 2019). However, there are some complications related to the “Employee Recognition and Reward System” as well, such as always offering rewards to the employees can develop a feeling in them that every time they do any smallest contribution they will be rewarded which can decrease their selfless and unconditional contribution towards the company. It can also lead the employer to contribute to the company only if they are offered a reward. Aside from that it can cause a massive toll on the finance and profitability of the company as well.

Training and Development

The company selected for this task, which is “Delifrance”, can retail their workers by adhering to a suitable “Training and Development Program”. It has been observed that the initiation of an effective “Training and Development Program”, can help them increase their knowledge and sharpen their skills so they can tackle any possible challenges they confront in their organization. Apart from that, by providing the right training to the employees “Delifrance”, can make sure that their employees become creative, understand new ideas and concepts, gain effective skills, and use them in their daily tasks for increasing their own capabilities and contribute to the organization's performance improvement (Aleem and Bowra, 2020). Hence, through this effective staff retention measure, employees can acutely rise through the ladder of success and get promoted to higher ranks, which is another reason for their retention as well. The implementation of a relevant training program by professional trainers can help “Delifrance”, to ease the tension and daily work pressure of employees which are two of the main reasons for employee turnover. However, despite these benefits, there are some negative aspects of training staff as well, such as hiring incompetent people for leading the training program or making someone responsible for the training that lacks empathy can backfire on the initiative of the organization.

Conclusion

Therefore, the overall study has highlighted that both the “Employee Recognition and Reward System” as well as the “Training and Development Program” has the ability to retain most of the workers of the company, setting aside the staff retention challenges. The valuation illustrated above has also helped in the identification of a vast range of benefits, from skill, and knowledge development to increased motivation, which positively contributes to “Staff or Employee Retention”. However, there are some critical challenges that have been identified as well that can undo all the positivity of these strategic measures. The issue that has been recognized with the training mentoring program is the incompetence of the trainer and this can be managed by developing a set of criteria for hiring a professional trainer and ensuring that, the employees do not get frustrated with the continuous training programs, In order to decrease the pressure of training, some fun activities can be conducted in between the training. On the other hand, in order to eliminate the finial, challenges of the “Employee Recognition and Reward System”, rewards can be provided that are not financial, such as coupons and vouchers for restarter and coffee shops, in some cases leave can also be provided and in some scenario, a normal appreciation in front of others can also work well.

Question 4: Drawing upon research evidence, provide a justified argument for the adoption of collaborative as opposed to punitive approaches to managing and enhancing employee performance.

The critical question enables a vivid and profound concentration of effectively assessing the role of “Effective Performance Management” and intends to identify the possible ways through which it helps in the enhancement of employee performance. The ideal regarding performance resembles the appropriate procedure that makes sure that a set of outputs and activities fulfils an organization's activities in an effective and effective manner. To be precise, the context of “Performance management” is identified as corporate management equipment that assists the organizational management and leaders to properly monitor and assess the work and work results of employees (Almohtaseb et al. 2020). In accordance with these aspects, an acute assessment has been undertaken to explore the proper meaning of “Effective Performance Management”, and it has been discovered that the system of “Effective Performance Management”, makes sure that the team and individual objectives are properly linked with the organizational objectives so that the volume of performance at both team, individual as well as organizational level are improved through appropriate incorporation of vital practices related to human resource management.

Hence, in terms of the above evaluation, it can be easily understood that the practice of performance management can create an effective environment where individual employees can perform their best to generate high-quality results. However, while talking about performance, there are two significant passages that come to mind, and these two approaches are known as, “Punitive and Collaborative Approaches”. Punitive performance management mainly concentrates on punishing the workers whenever any wrong is done by them in their work or operational activities for which they were accountable. This approach does not support or help the employee to improve (Jahnsen and Rykkja, 2020). To be precise, this critical approach involved in performance management mainly concentrates on bad behaviour rather than just encouraging the employees to improve their mistakes through good behaviour. There are various examples that can demonstrate the approach of punitive measures, such as holding the salary, sacking employees, or demoting workers from their present designation.

Apart from that, the “Collaborative Approaches” are slightly different from the punitive approach, as the collaborative approach refers to the accumulation of several management techniques which enlightens a sense of teamwork and unity among the employee supervisors and managers within a business company. The “Collaborative Approach” focuses on good behavior which encourages honest communication between the employee's supervisors and managers and makes sure that mutual goals can be achieved through working together. Through engaging in effective and open communication, “Collaborative Approaches” helps both the managers and employees to combine their strength with the organizational team and offer a collective effort to overcome potential weaknesses (Strachwitz et al. 2021). Although there are very few advantages of punitive approaches, it can be stated that with the deployment of a punitive approach, the employees that show reluctance towards their organizational leaders and goals can be disciplined, and the staff that commits negative thoughts can be disciplined as well with exemplary punishment. Apart from these specific pros, there are mostly cons associated with the punitive approaches, such as, it can demotivate and demoralize employees which can impact organizational performance and it can increase the turnover rate as well.

On the other hand, the “Collaborative Approach” can benefit the organization with the practice of open communication, collaboration, and effective coordination within the hierarchy of the company which can be fruitful for the organization as well as employed. Through the initiation of this approach employee engagement can be increased with empathy and mutual understanding and it can also help employees to learn from their past mistakes and grow simultaneously. Aside from that, there are certain disadvantages of using this approach as well, such as the excessive use of the “Collaborative Approach” can decrease the chances of an individual learning on their own, and it might lead them to think that they will always have a backup ready for them (Weinberger and Shonfeld, 2020). In addition, it can also make them too dependent on their superiors, and might think of it as a privilege. Hence, these are the possible differences between the two approaches that have been observed after assessing the core findings.

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