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RESEARCH PROPOSAL
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Abstract
organisational performance for achieving ultimate goal (Kumari, 2012). This study is
industry. The chosen location for conducting this research is Pakistan. The study
findings. Literature selection are reviewed in this study. Sample size of 50 is taken
and selection practices. The study is based on qualitative analysis where everal
workforce. This includes poor HR planning, ineffective job analysis on the part of
employee, cost of hiring and selection of candidates, lack of human resource function
1.0 Introduction
must employ recruitment and selection of employees in the best way. The
there. Poor performance can be a result of workplace-failures (Keep & James, 2010).
Organisation have specific set of needs when hiring people. It is mandatory that they
hire people with the quality vital for perpetual success in the competitive market
place. The key is the appropriate recruitment and selection practices (Butt & Zeb,
2016).
organisations by acquiring talented and skilled labour force. It also enhance the future
2015). Recruitment and selection also plays an important role to ensure their
personnel in place where one could perform at a higher level or show superior
commitment.
Retail industry has strong influence on growth and development of overall economy
employ and engage the best human resource. So that they can achieve excellent
expectations in the shape of quality, cost, time and safety are the factors which helps
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the company in achieving their aims. On the other hand, Pakistani retail industry
The research study is based upon the fulfilment of following research objectives:
engagement in Pakistan.
industry in Pakistan.
of employees in Pakistan
The below mentioned are the research questions during the study:
process in Pakistan?
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c) Which challenges are faced by retail firms in context of recruitment and selection
process in Pakistan?
d) What are the challenging ways required by retail firms in improving employee
important to conduct it properly. Recruiting right people for the job, educate and train
them appropriately and treat them well, not only result into great business results but
also they stick longer with the organisation (Jayawardhena, & Farrell, 2011). In such
term. A company may employ state of the start technology and the capital resources,
but if it fails employing the right people, it will be detrimental to achieve the results.
It will also serve as reference for other researchers and be valuable to the academic
approach that would result into correct data collection, data analysis and authentic
interpretation of the results for the benefit of audience. Subsequently, this research
utilises primary and secondary source of data. The primary source uses information
obtained from the literature reviewed. The questionnaire includes closed and open-
ended inquiry questions in order to better analyse and determine respondents view on
particular issues. On the other hand, the secondary sources are journals, publications,
All researches have their own specific challenges. Similarly, this research had its own
boundaries. During data collection, many employees in the retail stores were on duty
so it was nearly impossible to conduct survey with them. Some senior members were
recruitment and selection in their stores. Due to simultaneously studying and working,
the researchers also had limited available time, however, these boundaries did not
The research is based on the deductive approach, therefore it will be using a random
sampling method. The total sample size for this research will be 30 respondents. The
retail market that will be taken in consideration will be Hyperstar market. The
respondents will belong to the human resource department of the retail market in
order to analyse the recruitment and selection process in the retail industry more
appropriately.
There had been many researches that have come across on this particular subject.
Although, an extensive literature can be found yet there are some of the research gaps
that needs to be filled out. The first research gap is the quantification of future
demand of the employee selection and recruitment is not completely identified. The
The research gaps will be filled by means of the research questions which will be able
2. Literature Review
This segment does in depth reviews of employee recruitment and selection procedures
specially.
and their environmental situation (Brookes, & Altinay, 2011). Jayawardhena & Farrell
(2011), spoke about five questions an organisation must address in order to have an
effective recruitment strategy promising their survival and success. These questions
in this study directly relates to the methodology by which a company put in place its
human resource policies. The key question is that whether the policies designed in the
Referring to Merkel, Jackson & Pick (2010), Human Resource Management (HRM)
mind set in any business entity are evolved to meet organisational goals and the
while pursuing HRM approach is impacted by the scenario of the labour market and
the organisations power to pull human capital from there (Evans, 2015; Merkel,
Jackson, & Pick, 2010). Moreover, companies must observe systematically how their
public image impacts positively or negatively to attract talent from labour market and
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its impact on applicants expectations. The latest situation views that companies are
now developing models to attract and recruit employees they wish to recruit, and to
identify how long prospects resemble to their models i.e. reliability and validity of the
processes. Also the success of recruitment and selection processes are the vision and
strategies that organisations sought after to identify and select the most suitable
candidates for its human capital (Bryson, James, & Keep, 2013).
When hiring for entry level positions, companies usually go for minimum
not made their minds about future careers or are considering further academic activity
(Armstrong, Flood, Guthrie et al, 2010). While internally filling a position is usually
observed at the middle management levels, senior administrative, technical and junior
executive positions. When highly experienced talent is requires, they often go for
external sources, same is valid while hiring at the senior executive levels. Most
companies mix both the methods while recruiting. The recruiter should emphasis on
demands and rewards relevant to a given job (Zibarras & Woods, 2010).
Numerous researchers have worked in the subject of HRM. They have presented
concentrated yet profound knowledge on the sub fields of HRM with special attention
on recruitment and selection (Gopalia, 2011; Kumari, 2012). Some of the different
employment is called Recruitment (Kumari, 2012). This proposes that applicants with
successful. The cost of a mistake in recruitment is very high, this concerns the
companies the most. HRM aims to acquire, the number of suitable and qualified
Another definition states that recruitment is the process of finding and attempting to
attract suitably qualified job candidates who are capable of filling vacancies in job
positions effectively (McGraw, 2011). The whole idea is to encourage them to apply
procedures used to legally attain adequate number of qualified applicant at the right
place and at the right time to enable applicant and the organisation both to select each
other for their own optimum interest. It is much more like a match making process
pertinent and apparent that recruitment embodies with the plan of advertisement of
attract appropriate and qualified candidates and to apply for the vacant position for
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that will adequately identify the pool of skilled and quality applicants (Taylor, 2014).
the recruitment process must be aligned to inspire individuals to seek long term
employment with the business, the selection process is defined as to find and employ
the best-qualified and suitable individuals for the specific positions. Conventionally, it
was presumed that organisations could unilaterally choose amongst applicants and
that they would automatically accept all job offers (Chaneta, 2014).
On the contrary, selecting a wide array of applicants was never a problem, but
narrowing down to the right applicants became the main concern amongst employers.
It can be easily assumed that employers must be very careful before selecting any
employers decisions relevant to the selection of employees are pivotal to the success
Three of most acclaimed scholars in the field of Human Resource and Management
define the selection process as selecting the most appropriate candidates (Jeske and
Shultz, 2016; Kang & Shen, 2017). The selection process is guided by prearranged
criteria for selection like job descriptions. Job specifications and job profiling that
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begins right after the recruitment process has been completed. Another scholar points
out that the central idea of the whole selection process is to match the applicants
ability, knowledge, skills and experience with business requirement with the job in a
fair and legal manner. This reflects that selection panels, in their mission to select
applicants with potential. Possibly the most elementary query in this area is why do
Selection of employees is among the most crucial decisions for an organisation just
like a decision about any merger and acquisition proposition. It is central to the
organisations, and society as well (Arya and Singh, 2016). Principally the mandatory
question in this area is why organisations engage in selection efforts in the first place.
Business managers who are involved in hiring process should understand the skills
and abilities required in the concerned job and should determine which of the
checks, tests, applications and resumes can help in identifying difference among
candidates. Business managers can make their decisions through the applicants
Recruitment and selection of employees have always been the most vital job of a
business organisation (Jeske and Shultz, 2016). A successful recruitment relies upon
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discovering the people with the right skills, right qualification and matching expertise
to bring organisation objectives into realities and should possess the ability to make a
positive contribution to the values and aims of the organisation. A research analyst
identified risks and issues and highlighted that some of the tricky issues affecting
recruitment and selection are the overcoming pressure for employment, utilisation of
without developing the necessary skills required. Such challenges have drifted the
employee into inadequate use of job description and the standard requirement of the
business is lost in translation in the process of recruitment (Derous & De Fruyt, 2016).
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References
Anyim, F. C., Ekwoaba, J. O., & Anthony, I. D. (2012). The role of human resource
Armstrong, C., Flood, P. C., Guthrie, J. P., Liu, W., MacCurtain, S., & Mkamwa, T.
Beyond high performance work systems. Human Resource Management, 49(6), 977-
998.
Bryson, J., James, S., & Keep, E. (2013). Recruitment and selection. Managing
Bryson, J., James, S., & Keep, E. (2013). Recruitment and selection. Managing
Butt, A., & Zeb, N. (2016). Recruitment and Selection Decisions of SMEs.
Evans, S. (2015). Juggling on the line: Front line managers and their management of
Gopalia, A., 2011. Effectiveness of online recruitment and selection process: a case of
Tesco.
Jeske, D. and Shultz, K.S. (2016). Using social media content for screening in
recruitment and selection: pros and cons. Work, Employment & Society, 30(3),
pp.535-546.
Kang, H., & Shen, J. (2017). International Recruitment and Selection Policies and
Keep, E., & James, S. (2010). Recruitment and selectionthe great neglected topic.
Kumari, N. (2012). A Study of the Recruitment and Selection process: SMC Global.
Kumari, N. (2012). A Study of the Recruitment and Selection process: SMC Global.
Guide, 217-234.
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Mellors-Bourne, R., Metcalfe, J., Pearce, E., & Hooley, T. (2014). Understanding the
institutions.
Merkel, J., Jackson, P., & Pick, D. (2010). New challenges in retail human resource
Raziq, A., & Shaikh, A. A. (2015). Exploring recruitment & selection practices in
Pakistani SMEs. International Journal of Basic and Applied Sciences, 4(1), 102.
Appendix- I
1. Age Limit:
25-35
36-45
46-55
55 and above
2. Gender:
Male
Female
3. Describe the process used to evaluate the performance of all new employees?
4. Describe the process used to bring new employees on board within the
organization?
process?
6. Does the recruitment strategy target the largest possible candidate pool?
Yes
No
Newspapers
Online careers
Recruitment Agencies
Yes
No
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9. Is HR responsible for overseeing the hiring process for the job advertised?
Yes
No
Yes
No
11. Does the recruitment strategy target the largest possible candidate pool?
Yes
No
13. Are there guidelines regarding the content of the job advertisement?
Yes
No
14. How do you determine attractive or selling points in your business unit? What
16. How does HR maintain accurate knowledge about the employee performance?
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8. Comments of Supervisor.
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Director
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