Project Capstone

Question: Discuss about theProject Capstone. Answer: Introduction to Literature Review The process of recruiting employees is precarious and it deals with the exorbitant cost of training and hiring employees with talent, knowledge and skills, which are suitable for the job designation. However, the major consideration in the entire recruitment process suggests whether to promote an individual within the organisation or hire somebody from outside. According to Cao et al. (2014), both of these processes possess some potential advantages and disadvantages ad can influence the business design and structure of an organisation. The literature review will discuss the importance of internal promotions and external recruitment in the function hall business of Sidney. Even some conceptual theories on internal promotion and external recruitment will be provided in order to get a clear and detailed view on the concerned topic. Literature review consists of existing literature regarding the research topic. The chosen organisation is Grand Roxy of Australia, which is famous for func tion centre and is located in Sydney Brighton beach (Bonet 2014). Hypothesis: H0: Internal promotion and external recruiting cannot influence the business practice in function hall business. H1: Internal promotions and external recruiting can influence the business practice in function hall business. Importance of Internal Promotion There are several steps, which an organisation usually follows in order to determine the employees for promotion. The process of promoting within an organisation has become a popular trend in the function hall business of Australia and the management support this process only because of good reason. Grand Roxy prefers to promote the existing employees rather than hiring new employees in order to help them to be motivated and engaged during the performance of assigned tasks. However, Rongen et al. (2014) have argued that not every existing employees of an organisation are not capable of being promoted for further achievement on the career progression. In certain cases, it is better for recruiting talented and skilled individual rather than promoting unprofessional and unmotivated employees of the organisation. However, the management of Grand Roxy always tries to motivate and influence every employees of the organisation with proper division of work pressure, appraisals and healthy wo rking environment within the organisation. With these working practices, the existing employees of Grand Roxy are satisfied and is able to perform own roles and responsibilities with adequate knowledge, attitudes and skills (Al-Khoury et al. 2014). The management of this function hall thinks and discusses with the supervisors and leaders about the potential employees, who performed in the best way for managing any kind of events in this function hall. Both the management and employees of Grand Roxy plan and execute every event in meticulously manner only those employees, who completed every assigned tasks seamlessly and smoothly and satisfy the clients. Daft (2012) has contradicted that an organisation should have detailed knowledge about the job description before hiring a new employee or promoting an existing employee. Grand Roxy always update relevant information regarding the constant changes within the organisation in order to provide the customers a best experience of their desired events. The higher management of Grand Roxy consider the clients as their extended family, therefore, the event planners plan, decorate the function hall after thorough discussion with the client, and always offer the best and suitable event plan. Although the event managers of Grad Roxy operate the entire events, still they always provide priority to their customers and listens to their suggestions. The management of Grand Roxy allows only those employees for internal promotion, who are capable to provide uncompromised services to the clients and helped the company to win awards as best Function Centre Awards. Even internal promotions of this company are often decided according to the feedback of the clients. Grand Roxy allows its customers to provide relevant feedback on their official webpage after the completion of events. As opined by Aaker (2012), personality plays a significant role in the process of internal promotion and it is often considered as relevant then the skills and knowledge. The capabilities, skills and knowledge can be learned and can be upgraded with proper training process; however, it is next to impossible to learn the quality of personality as personality is a stable situation of an individuals life. Before providing internal promotions to the employees, Grand Roxy monitor, assess and evaluates the good traits of the employees (Bratton and Gold 2012). The regular personality tests help the management team of Grand Roxy to understand the thinking structure, resistance to stress and learning mode of every employee for internal promotion. Grand Roxy supported the proce ss of internal promotion over external recruitment in order to influence and motivate the existing employees of the organisation and provide their best performance during the planning and execution of an event. Necessity of External Recruitment The fundamental strategy of external recruitment involves a systematic process, which allows the talented individual to perform in the existing job vacancies. Easterby-Smith et al. (2012) have suggested that every organisation provides advertisements in various platforms for attracting the talented candidates. Grand Roxy supports the procedure of internal promotion, as it possesses substantial advantages. The management gets an inflow of new and innovative ideas in order to perform in corporate culture. External recruitments always bring fresh talents and skills into the organisation, which is potential enough to complete assigned tasks within appropriate period and following proper strategies (Xanthopoulou et al. 2013). Grand Roxy recruits candidates because its business strategies require more innovation, creativity, interesting and uniqueness to provide the clients a best experience of their desired events. A fresh recruitment will come to this company with prior knowledge from pa st working experience and will be able to produce completely new idea, which can transform the process of planning and decorations of the events (Belbin 2012). Grand Roxy supports the workplace diversity as it brings out the best performance of every employee. The process of external recruitment may lead to the stability of a team, as team can remain active and intact during the important procedures of external hiring of employees. Grand Roxy also recruit employees for temporary basis during the heavy work pressures of event. During the season of party and wedding, many event management organisations of Australia recruit temporary employees in order to reduce the workload from its existing employees (Hill and Hill 2012). The HR department of Grand Roxy often encounters the dilemma between the internal promotions and external recruitment for performing allocated tasks in the organisation. HR department mainly recruits the employees on basic level rather than the managerial and leadership post within the organisation. The managers and leaders have detailed and adequate knowledge about the functions and activities of an organisation, therefore , it is not a perfect idea to recruit in these position (Tims et al. 2013). On the other hand, the leaders can provide proper training to the recruited employees and help them to gain knowledge about the roles and responsibilities of the organisation. As Grand Rosy is a famous function hall in Sydney, therefore it carries a reputation and adequate brand image. The managers and leaders rely on the references and interview procedures only after thorough checking and analysis of both the internal and external candidates. The HR department of Grand Roxy provides advertisements on the social media platform, such as Facebook, Twitter, Instagram, Snap chat and official website of the organisation. Even the organisation provides advertisements on newspaper and radio commercials of Australia to help the inhabitants to know about the facilities, decorations, design and location of the venue. HR department of Grand Roxy mainly recruits in the advertisements team as fresh individual is capable to involve completely new and innovative ideas and concepts that the existing one (Kehoe and Wright 2013). In order to retain its position in the market of Australia, Grand Roxy promotes the existing employees and recruits completely new candidate. Effect on Company Cost During Recruitment According to Jensen et al. (2013), the process of external recruitment cost much more thn the salary of existing employees within the organisation most of the organisation neglects the process of hiring new individual and supports internal promotion only to reduce the cost of the process. The entire process of recruitment and selection consists of advertising, resume checking, interview, background check and assessment test, however, the process of promotion requires only thorough and in depth assessment of the daily activities of the employees of an organisation. Even there is a cost of training for the newly recruited employees in order to perform in adequate manner (Yeh 2013). The functions and activities of Grand Roxy involve creativity and innovation as it continues function hall business in successful way since few years. There are also hidden costs because of external recruitment, such as the cost of workplace integration, the cost of salary and benefits, cost of dislocation d ue to hiring team, cost of attrition and basic cost of recruitment. Every organisation spends a lump some money on the entire process of recruitment and internal promotes as the success of an organisation is depended upon it. The recruitment costs vary from one organisation to the other; it is an obvious matter that, the cost of recruitment in a retail company will be completely different and expensive than the recruitment process in an event management company. As opposed by Bala and Venkatesh (2013), the basic cost of the hiring department of a company includes adequate time to explain and review the position requirements and calculate the exact numbers of desired candidates before short-listing their name for the next round. The external costs engage advertising, job fairs, internet posting, travel reimbursements to the desired candidates and consultant fees and all these process are not required during the internal promotions. The management only evaluates and assesses the job p erformance of the present employees of an organisation and decides who are eligible for the promotion for their career progression. The Recruitment Cost Ratio (RCR) is solely depended upon the total recruitment costs and the total compensation recruited. A lower level of percentage value actually determines the fundamental efficiency of the entire recruiting function (Allen and Shanock 2013). Methods of Recruitment The theory of achievement motivation suggests the power and affiliation, which are developed by the external and internal factors. The motivated employees of an organisation required different kind of needs such as affiliation, power and achievement. However, most of the employees of Grand Roxy possess a mix of all these above-mentioned needs. Theory of achievement motivation deals with the task-oriented goals, performance, persistence, choices of tasks and efforts in order to maintain the high and low perceived competence or ability. Walker et al. (2013) have mentioned that the level of motivation of an individual is solely depended on the combination of situational factors and personality. The achievement motivation of employees of Grand Roxy is considered with a function of expectancy, incentive and motive. Methods of recruitment engage the direct, indirect and third party and with strict following of these processes, an organisation ultimately reaches to the job seekers, who are potential and efficient for the desired designation. The direct method involves the representatives of an organisation, who are sent to the talented and skilled candidates in the training and educational institutes. The representative works in combination with the placement section of these institutes in order to establish relevant contacts with those candidates, who are seeking job. The indirect methods involve various advertisements in radio, television, magazines, journals and newspapers (Ghosh et al. 2013). This method has been followed by an organisation if it fails to find appropriate candidates for the professional posts. In certain cases, there are instances of not revealing the identity of the advertising providing organisation and the desired candidates are asked to reply to the Box No. However, the HR department of Grand Roxy supports the indirect method of recruitment as the process of blind advertisement may damage the brand reputation of the company (Williams 2013). Th ird party method involves agencies of private employment, professional associations, management consultants, employee recommendations, trade unions voluntary organisation, labour contractors and data banks. All these help the recruiter to contact with the suitable job seekers for approached designation. Many organisations encounter challenges and problems regarding the appropriate methods of recruitment. The recruitment process is different from one company to another and it is solely focused on the following policies, rules and regulations of an organisation. However, Grand Roxy supports internal promotions and usually avoids external recruitment process only to ignore such organisational problems. Conclusion Recruitment is an important process of an organisation as it attracts and identifies talented individuals for job vacancies. Selection and recruitment actually determines the ultimate success of an organisation, similarly Grand Roxy recruits only capable and skilled individuals in order to retain its present leading position in the function hall business of Australia. However, there are certain flaws and gaps within the recruitment process of this organisation, which can be resolved with the proper implementation of effective business strategies. The management take seriously the feedbacks from the clients and take actions accordingly. If some feedbacks are appreciative for an employee, then the management consider that particular individual for promotion rather than hiring an external employee for some important and responsible role. However, there are still arguments regarding the effectiveness and necessity of internal promotions and external hiring process of an organisation. Bot h the processes are vital for an organisation in order to reach the desired goal in future and every organisation varies from the other regarding this particular matter considering the present business situation and the requirements of employees on the concerned department. References Aaker, D.A., 2012.Building strong brands. Simon and Schuster. 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