Describe how employing a large number of new workers require strategic recruiting planning and operational efforts, and discuss what aspects might be different in smaller firms .
Employing a large number of new employees is challenging for any organization. Large enterprises depend on human resource capabilities and also run on a cost basis. Therefore, the mismanagement of the staff hiring procedure may lead a business to crises. The employees’ recruitment process requires strategic recruiting planning and operational efforts because these factors play a significant role in preventing the occurrence of crises. Strategic recruiting planning helps decide the number of new workers needed, and defines the time frame, leading to successful tasks. If a company has a short period, it may opt for a broad recruitment strategy as KIA did to hire the most valuable applicants. According to DeNisi and Griffin (2015), strategic planning also helps human resource personnel in developing forecasts about future employee demand. On the other hand, smaller firms function at a low-risk basis and may not encounter crisis circumstances if recruitment is low or delayed. They do not need the hiring of many workers and do not require as many operational efforts and strategic recruiting planning as KIA. Nevertheless, small businesses still need recruitment strategies, such as the use of social media platforms and newspaper ads, to reach large masses of people seeking employment.
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Discuss how utilizing the Internet, like Kia did and other employers do, is changing how recruiting efforts are occurring for various jobs in employers of different sizes.
The Internet is changing the occurrence of recruitment efforts because job seekers and different size employers use it for correlated purposes. It is an online communication platform between these parties. The former apply for work from the job varieties posted, while the latter analyses various aspects before choosing candidates for interviews. Therefore, the Internet helps employers in being more efficient as they review and compare applications electronically (Flynn et. Al., 2015). This approach is time-saving and cost-effective in accomplishing recruitment tasks.
References
DeNisi, A. & Griffin, R. (2015). HR3. Cengage Learning.
Flynn, W., Mathis, R., Jachson, J. & Valentine, S. (2015). Healthcare Human Resource Management. Cengage Learning
