Organizational Research
The recruitment and the selection process have been identified to be valid for all organization. This need to be done with the proper application of appropriate concepts and using of forms in the screening process.
The report is based on the relevant journals and the statements, which has been seen to be done on the recruitment and selection plan. The discussion of the concepts mentioned in this report has been able to be stated in form of the inclusion of the different types of the plan, which are related to organizational research. Some of the major criteria discussed in this section has been seen in terms of the inclusion of the relevant discussion which has been able to state the requirement for the market space, market share, financial performance and the organizational structure of the firm. Some of the different types of the other discussion under this section have been able to state the different types of the consideration, which has been seen to be relevant to organizational culture. The next chapter of the report will be able to assess the relevant concepts that are seen to be related to predict the different types of the concepts, which are related to Job Analysis. Under this section, we have been able to analyze the different types of the concepts, which are seen to be related to job description, organizational trends required in a job and preparation of the recruitment plan. The final part of the report has stated on the recruitment plan, which has been depicted on the concepts, which are seen to be related to the screening process. Under this section, the concepts associated to Selection committee, Selection committee confidentiality/release form, job requirements, screening tool, Screening interview, Reference release form and Reference checking form has been also shown. The organization selected for the study is Wal-Mart Stores Inc (Moreton, 2015).
Wal-Mart Stores Inc. is known for its excellence as a retailing corporation, it operates in the sector of grocery items and discount department stores and hypermarkets. The company is further observed to operate in 28 countries and it consists of 11,666 stores and clubs. The name by which the company operates in the United States has been seen in the name of Wal-Mart in the United States and Canada. It has been further discerned that in the US, the company is seen to operate as Wal-Mart Supercenter, Wal-Mart Discount Store and the various types of the Wal-Mart Neighborhood Market. Some of the main products of the company has been seen in terms of Baby Products, household furniture, banker’s box, travel bags, beauty products, kids toys and apparel for both men and women. Wal-Mart Stores Inc. is also seen to operate under various types of the other services, which are seen to be related to deal with electronics items and coffee maker products. Some of the other items are also seen in form of availability of Medical products (Selmi, M & Tsakos, 2015).
Wal-Mart Stores Inc. can be considered to regain retail dominance in terms of the other retail stores. The market share of Wal-Mart is discerned to grow by more than 0.26% in the year 2016. The food section of the organization has been observed to show several improvement in the recent times (Evans et al., 2016).
Market Space
The financial performance of Wal-Mart consists of the analysis of financial statements. From the analysis, it is found that the company reported net revenue of $482,130 representing a 0.7% change from the previous financial year. The gross profit reported by the company consists of $121,146 for the financial year of 2016. The total expenditure consists of $97,041 with operating income of $24,105. The company reported the net income, which was available to its common shareholders, consisted of $14,694. Upon assessing the financial position, it is found that Wal-Mart reported inventories of $44,469 with properties and equipment comprising of 116,516.
The long term debt and long term capital lease consists of the 44,030 with total amount of shareholders equity comprising of 80,546. The financial ratios consist of profitability ratios where the gross margin ratio reported by the company stood 25.1. Net profit ratio on the other hand reported by Wal-Mart represented 3.05 for the year ended 2016. The return on assets and return on capital employed represented 12.51 and 7.29 respectively (Saunders & Cornett, 2014). The current ratio of Wal-Mart stood 0.93 with quick ratio of 0.22. The financial leverage and debt equity ratio stood 2.48 and 0.55 for the year ended 2016. On assessing the efficiency ratios the receivables turnover stood 77.75 with inventory turnover ratio of 8.06 for the year ended 2016.
As Wal-Mart Stores Inc. is identified to be major player in terms of the discount retailer. The focus for competing with the other organization has been mainly seen due to the association of the different aspect for the inclusion of the several types of the consideration, which can help the people in leading a better life. The mission statement of the company is People, Saving Money, Living a Better Live. Some of the other concepts in the inclusion of the mission statement of the company have been discerned in terms of the inclusion the various types of the consideration for the research. This has been main seen in terms of the several concepts related to Open Door Policy, Grass Roots Process, Sundown Rule, Wal-Mart Cheer and the inclusion of three beliefs which is related to respect the individuals of the organizations, provide effective service to the customers and striving for a better excellence (Kahn & Kok, 2014).
The company is mainly observed to operate in the hierarchy maintaining a functional organizational structure. This structure of the organization has been also observed to pertain vertical lines of command. The various types of the Directives and mandates coming from the top levels of the hierarchy are seen to be implemented in the file employees and the middle managers. On the contrary, the definition based on the functional feature is seen to take into consideration groups of employees fulfilling certain functions. For instance, the company has a separate departmental section for employees fulfilling certain functions. The company has a function of information technology department and another department, which is related to provide the necessary service for function of marketing. The important consideration of Wal-Mart’s hierarchical functional organizational structure is observed in terms of its ability of cooperating with managers to easily influence the entire organization. The primary effectiveness of the management company has been mainly seen in terms of improving the application of the various types of the techniques, which is able to monitor and ensure lengthy communications, and approving the process of the middle managers (Pope & Pope, 2015).
Market Share
The main components included in the organizational culture of the company have been mainly seen in form of the important components, which guide employees’ behaviors. Some of the important aspects of the components and the beliefs of the company are mentioned below as follows:
- Taking action with integrity
- Providing superior service to the customers
- Having adequate respect of for the individuals
- Having respect for the individuals
The various types of the inclusion of the services of the customers have been seen to prioritize customers concerning the operations department of Wal-Mart Stores Inc. The store is further considered to recognize the contribution of the individual employees for the success of the business. Moreover, the company is strived to ensure excellence in terms of the performance associated to teams, and the organization as a whole. In the consideration of the different types of the other factors, the main integrity of the firm has been also identified in terms of the virtues of honesty, fairness, and impartiality, which is important in terms of decision-making. The cultures of the executives are seen in form of visiting the stores, listening to the queries of the customers and soliciting the suggestion given by the employees of the organization (Wilkinson & Jones, 2014).
The customer service associate at Wal-Mart is accountable for dealing with the complaints and receiving compliments from the customers. The job descriptions of the customer service associate at Wal-Mart involves returning merchandise to their respective position on the shelf and accepting exchange and returns of merchandise by making refund of money to the customers. Activating phone cards along with the gift cards also forms the part of duties of Wal-Mart customer’s service associate (Gatewood et al., 2015). For an organization like Wal-Mart having 10800 stores in 27 countries across the world can enormously increase and grow the roles of customers service associations.
The work description at Wal-Mart is normally aimed to hire customer’s service associate by assigning their duties and responsibilities. This involves ensuring appropriate operations in the store by investigating trends in customers demand and answering queries from customers.
Stock clerk: Stock clerk at Wal-Mart is responsible for picking up and transporting heavy boxes and possess exceptional time management skills. Stock market clerks are mainly responsible for maintaining close contact with the customers (?lusarczyk & Golnik, 2014). They are also accountable for handling products and services, which is provided by Wal-Mart.
Wal-Mart human resource practices consist of addressing recruitment needs by using different types of recruitment sources and methods, which suits the best in the different positions in the organizations. It is noteworthy to denote that the company makes the uses retail specific industry criteria into its selection procedure (Armstrong & Taylor, 2014). Wal-Mart human resource policies include taking into the consideration the reimbursement agenda together with the employee relations administration and profession development. The firm’s human resource management is aimed towards improving confidence and enthusiasm of the employees. With the help of this approach and policies, Wal-Mart addresses the needs in recruitment, selection and motivation.
Employee retention forms the imperative part for Wal-Mart the reason behind this is that the company relatively suffers from the high turnover largely in the areas of hourly sales employees (Claus Wehner et al., 2015). In order to address this situations the company’s human resources management makes the use of the below stated retention strategies;
- Employee recognitions
- Providing performance related bonuses
- Employee training and development
- Offering employees with the academic credit
- Rewarding with promotions
Mission statement
It is noteworthy to denote that Wal-Mart provides non-monetary recognitions for outstanding workers such as top performing human resources in each one of its outlets. Additional benefit in the form of bonuses is paid on the business performance, even though such kind of plan is generally employed for positions in the managerial positions. The human resource policies of the management consist of the promotions, training, and development to support the organizations development strategy. The company aims to promote customers service associate along with hourly sales employees to supervisory positions and then in the later stages to the managerial positions (Melanthiou et al., 2015). It is noteworthy to denote that Wal-Mart’s American public university provides academic credit for employment experience to provide long run preservation policy for workforce in pursuant to a profession in order to scale the corporate ladder.
Wal-Mart human resource recruitment practices consist of internal and external source of recruitment through numerous sources to fill up the vacant positions. The internal source of recruitment consists emphasis on the filling up the new vacancies opening new positions. External source of recruitment on the other hand consist of the accessing the employment market in order to deal with the objectives of human resource of the company (Greiner, 2015). It is noteworthy to denote that such combinations enable Wal-Mart to ensure flexibility in satisfying the human resource needs of the organization. Wal-Mart makes the use of different source of internal source of recruitment, which are as follows;
- Current employees
- Trainees
- Transfers
The current employee source of recruitment mainly comprises of supervisory and management positions. For instance, the human resource practice of Wal-Mart consists of promoting hourly sales employee to managerial positions. It is worth mentioning that around 70% of the hourly sales employees have been promoted to managerial positions. Wal-Mart makes the use of current employees in the form of largest source of internal source of recruitment (Chen et al., 2015). Only a small proportion of trainees are working in Wal-Mart, which is generally occupied in the areas of sales and marketing. In the current recruitment practices, some of current employees are transferred in to other branches to fill up the vacancies.
Wal-Mart criteria of selections are depended on the position of job. Basic selection criteria of Wal-Mart consist of the education and training background, it makes the use of knowledge retention and interpersonal skills to select candidates. Interpersonal skills are important part of selection as sales personnel have to directly contact the consumers. The selection practices of Wal-Mart consist of making the use of analytical and problem solving abilities and conflicts with the management skills for supervisory positions (Cook, 2016). It is worth mentioning that supervisors and managers are anticipated to solve the problems arising out of conflict of interest in the work place.
Wal-Mart selection procedures consist of structured interviews and job knowledge evaluations for large number of job positions in the organizations. Structured interview procedures consist of determining the details such as perspective of applicants and expectations concerning the organizations. Such kind of information helps in determining the person job and person organizations fit. Wal-Mart also makes the use of personality test along with situation judgment test for several positions. Such kind of test is used for managerial positions such as in the areas of finance and human resource management. Personality test helps in determining whether the applicant is capable enough to functions with the culture and nature of the business. Situational judgment on the other hand helps in determining the problems solving and analytical skills (Shackleton, 2015). Such kinds of differential test adopted in the selection procedure helps Wal-Mart to ensure comprehensive human resource management approach for appropriate selection of workforce throughout its global outlets.
Financial Performance
Application pooling consists of creating a pool of candidates and selecting the most appropriate candidate for the required post. The human resource management contacts the undergraduate students who may be attracted to apply for the job openings. From the study conducted, it is noticed that students are most likely to contact the human resource department having business related degree in the programs for managerial and supervisory positions (Soubrier et al., 2016). The direct method of recruiting candidates is considered as the most disadvantageous since it limits the numbers of the potential recruits.
Organizational Branding:
The main aspect of the organizational branding has been discerned in form of the promotion of the garments and the food related items.
Mission
The mission of the company is to emphasize on the value for the customers and the various types of the goods and service at the minimum possible rate.
Vision
The vision of the company is to become one of the major players in the garments sector. The main intention is bee the most influential brand in term of gaining customer trust.
Job Duties
The main form of the job description and the required KSA’s has been stated below as follows:
- Able to manage the customers rush during the peak hours of shopping
- The ability to assist the customers during at any situation
- Having a ability to maintain and design new products
- Be prudent in understanding the requirements of the customers and able to serve the needs of them (Stuart, 2014).
AIDA Model (Posting Model)
Awareness- The applicants will be able to show the awareness from the different types of the advertising methods used in the study
Interest – The applicants should know the about the interested brand fits with lifestyle of the potential consumers.
Desire- The primary desire of disposition towards the brand of the consumers should be understood
Action- Purchase intention should be related with the action plan
The total number of applicants is 50 and the deadline set for the application process is 12.03.2017.
The human resource management strategy must use various external recruitment strategy in order to attract right candidate for the desired job. Respondents to the job advertisements, campuses recruitment and short listing candidates from previous applications are considered sa the most suitable form of job advertisement. Respondent to the job advertisement is considered as the main source of external source of recruitment. Having a website is considered as the most suitable form of recruitment source for human resource management. Job openings for sales associate can be posted on the regular basis for the applicants expressing interest. The source of recruitment can be considered as one of the cost effective method of recruitment since it helps in minimizing cost in reaching to applicants. In addition to this, human resource management has currently emphasized significantly on campuses as one of the vital external source of recruitment (Kundu, 2015). Universities particularly form an agreement with recognized organizations to provide academic credit to the employees of company depending upon the duration of the employment and review of performance. Such strategy helps in promoting the management ability of the students interested to work in the organization. The human resource management purpose in using this source of job advertising is to make the most of the cost efficiencies of recruitment (Adler et al., 2017).
Organizational Structure
The advertising schedule consists of developing streamlined guidelines in order to assist the management with the advertising schedule for posting of job and publications other than the website of campuses. Such guidelines consist of the taking into the considerations the basic information which must appear in the advertisement. Such advertisement scheduled is prepared by bearing in mind that department must make direct arrangement for advertisements. The advertisement schedule is prepared by considering the employment consultants and recruiters that are available to assist the management in composing the advertisements before reviewing the publications (Kristensen & Ravn, 2015). The advertisement schedule is prepared for newspaper form of advertisements and other publications, which enables the concerned departments to contact the source of choice either directly or with the help of request from the external source. Below listed are the department responsibilities while preparing advertisement schedule;
- Discussing the appropriate resources to be used within or outside the usual recruitment area through employment consultants. This can be done by bearing in mind that intended duration of recruitment could create an impact on the effectiveness for attracting applications for job postings.
- Writing down the advertising copy after the sample format is provided for reviewing and approving the advertisement before placing it (Kundu, 2015).
- Contacting the advertisers to arrange for the final placement of advertisements
- Submitting the financial purchase request for placing an advertisement
The advertisement budget is framed to cover the cost of advertisements for the vacancies rolled out through the help of general operating budget.
- Positions will be advertised in every two weeks under the composite advertisement with the help of print media. This comprises of creating a link to the vacancies page of the web page.
- Any advertisements request over the composite advertisement will be funded from the account of relevant department (Fee, 2014).
- Any kind of non general operating budget vacancies will be advertised at a cost which is relevant to the department
- Only journal websites will be used for making advertisements in print journals for departments and research units.
- For any advertisements, there is a production fee. The production fee could be determined through the size of the advertisement.
The screen process has been framed based on the plan, which is originally designed by the team.
The selection committee will be mainly focusing on the job titles such as:
- Cashier
- Assistant Store Manager
- Guest Service Team Member
- Customer Service Associate
- Stock Clerk
- Merchandising
- Sales Associate
The points have been clearly mentioned in the application form. Several types of the fields have been clearly defined in form of the name of the employee, job title and the department applied. It has been further seen that the consideration of the different types of other concerns such as period of evaluation. Time in current position in applicable has been also stated in the form. Some of the range of the rating includes ratings, which are unacceptable in nature. This has been stated in the form as the needs for the improvements, superior and the requirement based on the several types of the other comments (Taradash et al., 2015).
The confidentiality agreement has been done as per policies of the company and the acceptance of the behavior principles. This form has been mainly prepared to show that the company personal and the privacy and the confidentiality report has been agreed or not by the concerned employee. The confidentiality agreement has been further seen that the form has been seen mainly by the consideration of the various types of the clauses, which has been prepared as prepared as per the Information and protection of the privacy act (FIPPA). The respondents who are observed to fill up the form need to ensure that they are able to agree that disclosing of the said personal and confidential information which shall be disclosed to, or which may be disclosed should be as per the consent, which has been provided by the Selection Committee. The objective of the form further agrees to prepare the necessary information, which is seen to be based on the involvement in the selection process as per the various types of the disclosure clause. These disclosure clause has been able to state on the confidentiality/release form in the and that I shall not disclose said personal and confidential information I may have been privy to after I am no longer a member of the Selection Committee (Heffner et al., 2013).
Organizational Culture
The job requirement has been also observed in terms of the good communication and interpersonal skills. It has been also preferred that the job requirement is able to show the necessary qualification which is also seen in term of the preference in terms of the various types of the appropriate skills in the marketing division. The necessary job requirements should be thus related to the absorption of those who are related to sample job description, which can assist in your creating a job application that will attract job candidates who are qualified for the job (Hendricks-Ferguson et al., 2013).
The screening tool has been able to capture the key job requirements and minimum qualifications and attach numeric values to each of the observed parameters. The different type the screening tools has been further identified in terms of the criteria selected for the purpose for the screening. These criteria have beenoibser4eved in terms of the availability of the education and the relevant experience. Based on these two parameter the different types of the selection parameters have been given based on the total points for the overall screening process (Godollei & Chapman, 2016)
The screening interviews questions has identified in terms of the questions which will be able to assess whether the individuals will be able to assess the necessary consideration for selling of a particular product to the end user. Some of the main questions have been identified in form of the identification of the different types of the consideration, which has been seen to be made in the motivated buyers by helping them understand the product features. The total number of the candidates to be screened in as day is 35. It has been further identified in terms of the buyers would gain through this purchase. Some of the main consideration has been seen in of the different types of the questions, which are seen to be related to exact program, which the respondents are looking for. It has been also able to state on the optional questions and its associations with the different types of the questions, which are specific to the job (Kumar et al., 2014).
Reference release form
The reference release form is indented to show the consent and the agreements of the members for the acceptance of the liability off the organization in which the concerned person is working with. This has been able to show the different types of the consideration that has been show in terms of the consideration for the different types of the aspect of the acceptance of the study various types of the other terms and clauses (Safa et al., 2014). These are seen to be related to the understanding of the different types of the information, which are related to the selection decision. The various types of the other consideration for the Reference checking release form also consists of the various types of the referee information which has been shown in overall report. The overall consideration of the different types of the other aspects in the report has been also able to depict the several types of the other considerations which are seen to be made in form of leaving of an employee (Formica et al., 2014).
One Job Analysis
Reference checking form
The reference checking form has been seen to be consisting of the several types of the different types of the aspects of the report which has been seen to be related to the different types of the aspects of the report which is seen to be associated to checking whether reference of the genuine. Checking whether the occupation of the reference valid in nature. The other aspects of the study has been further able to be related to the different types of test for whether the referral is having any blood relation with the employee (Jahan & Edwards, 2015).
The collection and selection of the information is been done through several management and business schools where the curriculum matches with the job profile required for the company. Each individual candidates are just on a score of five based on various parameters. The total score set for the decision-making processes 100 and out of the score a candidate must secure a minimum of 60% as cut off to be selected for the applied post. The rational for the above recommendations is done for ensuring only quality candidates are shortlisted for a particular job process.
Demonstration of the application of organizational, legal and ethical frameworks
The main application of the organizational, legal and ethical framework is complied based on the Fair Work Act 2009 provisions and the employee joining the company shall be treated under this regulation. The summary of all the process involved in the decision-making in human resource management process has been demonstrated below as follows:
Figure 1: Decision-Making Skills in Human Resource Management
(Source Jahan & Edwards 2015)
The offer of employment has clearly mentioned the name and the position applied in the company. In the offer letter, the place of work and the initial summary of the duties are also specified. The several types of other features of the offer letter has been seen in terms of the benefits such as medical coverage, fringe benefits and housing allowance amount has been also specified. The details of the aforementioned points are given in a enclosed copy to the company.
The main components of the evaluation plan consists of hiring process, policy of recruitment, strategic plan of the company and effectiveness of HR leaders in managing the relationship between an employer and an employee. Some of the main recommended techniques for the evolution plan are suggested below as follows
- Creation of a healthy workforce
- Effective management of conflicts in a workplace
- Empowering knowledge through training and development opportunities
- Giving primary focus on transactional HR matters
The rationale for such an evaluation and evolution plan will help in fostering healthy work culture and motivate the employees at every level.
Budget for recruitment and selection plan (Testing Schedule) |
|||||
First Quarter |
Second Quarter |
Third Quarter |
Fourth Quarter |
Financial Year |
|
CAD |
CAD |
CAD |
CAD |
CAD |
|
Advertising of job |
6815 |
3670 |
5554 |
4810 |
20849 |
Employee referral bonus |
5052 |
6569 |
6721 |
6564 |
24906 |
Cost associated with recruiting agencies |
5769 |
3991 |
4420 |
5893 |
20073 |
Branding of employer |
7176 |
4261 |
6375 |
5161 |
22973 |
Recruiting events |
4367 |
5135 |
6004 |
3945 |
19451 |
Selection systems / technology |
6211 |
4130 |
5984 |
6342 |
22667 |
Candidate travel and expense |
6854 |
6554 |
7222 |
5727 |
26357 |
Total cost for recruitment and selection |
157276 |
Milestone for Budget Plan
Milestone for Budget Plan |
|||
Task Name |
Duration |
Start |
Finish |
Advertising of job |
5 days |
Tue 21-02-17 |
Mon 27-02-17 |
Contacting recruitment agencies |
3 days |
Tue 28-02-17 |
Thu 02-03-17 |
Initiating Branding of employer process |
5 days |
Fri 03-03-17 |
Thu 09-03-17 |
Recruiting events |
6 days |
Fri 10-03-17 |
Fri 17-03-17 |
Selection systems / technology |
3 days |
Sat 18-03-17 |
Tue 21-03-17 |
Pre Screening and coordinating interview |
6 days |
Wed 22-03-17 |
Wed 29-03-17 |
Making official offer |
7 days |
Thu 30-03-17 |
Fri 07-04-17 |
The main rationale of the test has been identified inform of the various types of the benefits which has been identified at the time of the recruitment. The important aspects of the test have been able to provide the rationale whether the candidate maintained eye contact and conveyed the appropriate information to the concerned person at the time of the selection.
Conclusion
The study has been able to depict on the various types of the interpretations, which is seen to be related to the Organizational Research. This has able to state that Wal-Mart is observed to operate in 28 countries and it consists of 11,666 stores and clubs. The market share has been also duly discussed along with the financial projections. The recruitment procedure along with the selection criteria has duly been considered in accordance with the human resource practices. The recruitment plan duly recognizes the advertisement methods, scheduling and advertisement costs involved in it. Other aspects of the study have been shown in terms of the various types of other models such as One Job Analysis, Recruitment Plan and Screening process. The List of appendices has been able to highlight on the relevant documents associated with the discussions.
Organizational Trends for this Job
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