Research Methodology
Discuss About The Journal Of Intellectual And Developmental.
The main idea behind the chosen article is to understand the importance of employee engagement with the help of the model of engagement management. It has considered few variables that are not usually used in other models. The variables are being supported with useful key drivers. The hypothesis used in this article is highlighting the values of performance management to facilitate or promote the employee engagement. The article assumes this as the best possible way to enhance the employee performance level. The purpose is to establish and present a new perspective on employee engagement to support incrementing performance of employees. It is very difficult and challenging for the HRM to get the best skilled professional. They are supposed to work hard on every single bit of recruitment and selection process. Then only they are able to get the best skilled professionals (Lincoln et al., 2014). It is then very vital for the HRM that they are able to retain such talents. This is exactly the purpose of the chosen article. It gives way to attain a maximum employee engagement, so that, potential performers are retained. Research methodology that is being used in this article is the secondary resources. The secondary resources are being supported by various literatures along with it the chosen model of employee engagement. The conclusion discusses the possibility of future research on finding the feasibility of the chosen key drivers on the most appropriate employees. It is also needed to understand the best possible application of the chosen model.
The chosen industry sector or assessment 3 is retail. In the retail industry sector, applicants at the initial level are supposed to interact with customers in cases when they are not an expert in accounts or IT related works. Applicants get into the job through different openings while mainly dealing with the customer service. Applicants are required to interact with customers by being in the different zone such as at the counters or at floors. Hence, in the retail sector, professionals must be very well versed with customer service skills. The chosen article is in the employee engagement plan to help management enhance the employee performance. This may be really helpful in the assessment 3 because it may be asking to analyze the key drivers included in this article to support the ways to attain the employee engagement. A detailed has not so far been made over the chosen article. The variables and the key drivers are still left. Hence, the next assessment might be assessing the possibilities which the chosen article provides in relation to the employee engagement in the retail sector.Lu, C. Q., Wang, H. J., Lu, J. J., Du, D. Y., & Bakker, A. B. (2014). Does work engagement increase person–job fit? The role of job crafting and job insecurity. Journal of Vocational Behavior, 84(2), 142-152.
Conclusion
The main idea behind the chosen article is to highlight the importance of job crafting and job insecurity. The hypothesis was made that engaged employees are most certain to form their kind of workplace. The tendency to job fit was found as positive especially in case of high job insecurity. The purpose of this article is to illustrate the importance of job crafting in respect to the job insecurity. This has been chosen as the case study because employees tend to lose their confidence in condition when job insecurity is high. Additionally, mental illness is a common symptom for such employees. The research methodology used in this article is a mixture of both primary and the secondary resources. For the primary resources, 246 Chinese employees from a high technology company were being picked. In the conclusion section, the article finds that job crafting is an essential element of the latest version of Job Demands-Resources Model. It also finds that motivated employees are most certain to face the challenge. They respond to a high job insecurity situation through their job crafting strategy. They tend to change the job design conceptually while not altering the physical appearance of it. It means that motivated employees do enhance their social activities to keep them attached to their job in challenging situations. In this way, they are able to keep them motivated with the job they have.
The chosen article can also be a useful resource for the assessment 3. In the retail sector, entry level jobs, especially for Non-IT and Finance specialists, are really challenging. Executives are supposed to interact with customers. Additionally, they also need to be a good social person. It is about forming a network of social relationship, so that, colleagues are friendly enough and guide through the different challenges. However, such thing as the job crafting is only possible when employees are self-motivated. They need to show such resilience in the situation which is more favorable to job insecurity. Job crafting is also being identified as a useful element of the Job Demands-Resource Model (Vogt et al., 2016). Hence, employees will then have good prospects with the Job Demands-Resource Model. In the next assessment which is the assessment 3, employees in the retail sector can be advised on using the same technique to keep them motivated with their job. This is necessary also to help them stay with their existing employer and be able to groom themselves to be the skilled professionals.
The Retail Industry Sector
Nagendra, A., & Deshpande, M. (2014). Human Resource Information Systems (HRIS) in HR planning and development in mid to large sized organizations. Procedia-Social and Behavioral Sciences, 133, 61-67.
The main idea behind the chosen article is to illustrate the importance of Human Resource Information Systems (HRIS) in the modern day HRM practice. The hypothesis considered in the article says that integrating Information Technology with the HRM is necessary for effective HRM activities. The Purpose is to highlight the importance of Information Systems in HRM activities. The traditional HRM is now being replaced with the strategic HRM. This was to serve the needs of a changed dimension of the HRM. They are not just the resource provider but, they are also responsible for much more than that. They need to use effective strategies driven by technological advancement to achieve and retain the best talents. The type of research methodology used in this article is both primary and secondary resources. For primary resources, 50 Senior/Junior HR executives or managers were being interviewed. Secondary resources are being collected from useful and genuine articles. To conclude, the human resource management often relies on using the traditional methods instead of going with the HRIS like e-recruiting. It is for many reasons like insufficient funds and support from management. The study identifies HRIS as an effective tool to find the unfilled positions. It is really helpful in HR planning in regards to various working domains of the HRM.
The next assignment which is the assessment 3 will be based on the chosen resource. The chosen resource may be helpful in analyzing the role of human resource management in context to HRM planning for the retail industry. Human Resource Information System (HRIS) is a good prospect now. This can be used for smartly reducing the pressure off from the HRM and also increasing their efficiency to deliver the best. The various kinds of activities involved in the HRM planning require a strategy which can reduce the pressure and enhance the effectiveness of the HRM. They are effective when they are able to find unfilled positions. They are also effective when they are able to use technology to good causes such as retaining the employees through an effective employee engagement strategy. In addition to the aforesaid benefits, it can also promote the hiring of skilled employees. This is indeed necessary to respond to a probable labor shortage at the global level (Suzdalova, Politsinskaya & Sushko, 2015).
The Role of Job Crafting in Job Insecurity
Griepentrog, B. K., Harold, C. M., Holtz, B. C., Klimoski, R. J., & Marsh, S. M. (2012). Integrating social identity and the theory of planned behavior: Predicting withdrawal from an organizational recruitment process. Personnel Psychology, 65(4), 723-753.
The main idea of the chosen article is to illustrate the reason for applicant withdrawal prior to being infused to the company. It is psychological phenomena that cause them to do so. It was being hypothesized that employer identity can be a reason behind applicants quitting prior to the interview process. The purpose of selecting the article is to establish an understanding regarding the tendency of few applicants quitting the opportunity quite prior to getting the job. They do not even wait till the interview process goes over and decide to return back or quit the opportunity. The research methodology here again is being constructed with the help of both primary and secondary resources. For primary resources, 669 applicants from the U.S. military were being picked. They were being picked at two intervals separated by three months for each. The study concludes that it is due to the psychological behavior that few applicants consider leaving the interview process without being appeared on it. They do it once they come to know about the company they have been for the interview. They might have gathered little information from somewhere else regarding the employer. They process such data on their own understanding and end up losing the job.
The chosen article may be supportive in the next assignment which is the assessment 3. The next assignment is in the retail sector which is one of the widely loved sectors by many aspirants across the globe. The reason could be many; however, it is relatively easier to get a job as a floor support or the salesman executives. The identified facts in the chosen article may be supporting to the applicants those who wish to be a part of the sector. They may be able to make up their mind accordingly and prepare not to quit from the interview. The change of mind is necessary, so that, potential applicants could be attracted. This is indeed necessary as job security in the retail sector is very less. If the psychological impact regarding a withdrawal from the interview is not being controlled, this may create troubles in filling up the vacant positions (Shani et al., 2014). This looks feasible also from a perspective that quitting or withdrawal from interview may result in poor word-of-mouth publicity. Hence, young professionals may be little resistive for a selective list of employers.
Human Resource Information Systems in HRM Planning and Development
Yoon Kin Tong, D. (2009). A study of e-recruitment technology adoption in Malaysia. Industrial Management & Data Systems, 109(2), 281-300.
The main idea behind the chosen article is to increase the efficiency of e-recruitment service. The third party services on e-recruitment need a more improvement in terms of its technological advancement. The hypothesis was centered just to an improvement in the existing e-recruitment system. The purpose served in this article was to test the perceptions of jobseekers and also the performance of third-party e-recruitment technology acceptance. The methodology used in this article had revolved around Technology Acceptance Model (TAM). The model was used without an attitude assemble as identifying Perceived Privacy Risk (PPR), Application-Specific Self-Efficacy (ASSE), Performance Expectancy (PE), and Perceived Stress (PS) and as the core research framework. PPR, ASSE, PE, and PS were the key external variables. Those key variables form the research model for studying the e-recruitment technology implementation. The conclusion has found two important advancements that the existing e-recruitment technology does not have. One of those findings is using an appropriate method to attract the passive and experienced job seekers in the initial phase of the recruitment process. Another finding is of a right system to auto-match the expertise that the candidates possess. This could help to identify the applicants in the initial stage of the selection process probably through electronic shifting.
The chosen article is a good attempt on one of the good topics of recent times. The much in practice e-recruitment system is being questioned for its technological advancement. The next assignment which is the assessment 3 can be moved to a very knowledgeable direction because of the importance of the chosen matter. The chosen matter if being resolved on the given suggestions will really turn the e-recruitment system to make it a productive process. The identified shortfalls in the existing e-recruitment service are an identification of the potential employees in the initial stage of recruitment and also the auto-match capability that could automatically identify the skills set of applicants probably with the help of electronic shifting (Faliagka et al., 2014). Additionally, the article also raises an important point of consideration which is to enhance the privacy level of such platforms. It means the resumes and the personal information of members can be kept protected from employers if not being granted to the applicants. These aspects can be truly helpful in the next assignment as the chosen retail sector will be able to improve its performance in attracting the skilled professionals.
References
Faliagka, E., Iliadis, L., Karydis, I., Rigou, M., Sioutas, S., Tsakalidis, A., & Tzimas, G. (2014). On-line consistent ranking on e-recruitment: seeking the truth behind a well-formed CV. Artificial Intelligence Review, 42(3), 515-528.
Griepentrog, B. K., Harold, C. M., Holtz, B. C., Klimoski, R. J., & Marsh, S. M. (2012). Integrating social identity and the theory of planned behavior: Predicting withdrawal from an organizational recruitment process. Personnel Psychology, 65(4), 723-753.
Gruman, J. A., & Saks, A. M. (2011). Performance management and employee engagement. Human Resource Management Review, 21(2), 123-136.
Lincoln, M., Gallego, G., Dew, A., Bulkeley, K., Veitch, C., Bundy, A., … & Griffiths, S. (2014). Recruitment and retention of allied health professionals in the disability sector in rural and remote New South Wales, Australia. Journal of Intellectual and Developmental Disability, 39(1), 86-97.
Lu, C. Q., Wang, H. J., Lu, J. J., Du, D. Y., & Bakker, A. B. (2014). Does work engagement increase person–job fit? The role of job crafting and job insecurity. Journal of Vocational Behavior, 84(2), 142-152.
Nagendra, A., & Deshpande, M. (2014). Human Resource Information Systems (HRIS) in HR planning and development in mid to large sized organizations. Procedia-Social and Behavioral Sciences, 133, 61-67.
Shani, A., Uriely, N., Reichel, A., & Ginsburg, L. (2014). Emotional labor in the hospitality industry: The influence of contextual factors. International Journal of Hospitality Management, 37, 150-158.
Suzdalova, M., Politsinskaya, E., & Sushko, A. (2015). About the problem of professional personnel shortage in mechanical engineering industry and ways of solving. Procedia-Social and Behavioral Sciences, 206, 394-398.
Vogt, K., Hakanen, J. J., Jenny, G. J., & Bauer, G. F. (2016). Sense of coherence and the motivational process of the job-demands–resources model. Journal of occupational health psychology, 21(2), 194-199.
Yoon Kin Tong, D. (2009). A study of e-recruitment technology adoption in Malaysia. Industrial Management & Data Systems, 109(2), 281-300.
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