Problem
Brief Introduction to The Case Study
The recent growth in the economy is creating a labor shortage in the marketplace, and nobody feels this better than Alva, Sarnia Eco-Retailers founder and general manager. After performing gap analysis, Alva figured out that the Sarnia Eco-Retailers will experience labor shortages over the coming two years. For Alva, it is very important to promote organizational effectiveness and development, and that is why she is putting a human resource management plan to deal with the fore coming situation.
The Detailed Case Study Information
The human resource manager met Alva at his office, and explained the need for action in regard to employee recruitment, selection and retention. She cited the decrease in labor supply, and the expectation that this labor shortage will persist. After performing qualitative, and quantitative techniques, the HR manager realized that there will be a gap which will lead to labor shortages in the near future. The HR manager, suggested filling this gap through various strategies, while promoting organizational effectiveness and development. Alva was eager to know, what should be done, and how fast could they develop a framework to cope with this coming labor shortage. The HR manager started with employee recruitment, she suggested implementing an "Employer Branding" strategy. The HR manager, explained that these days everybody competes for employees, and Sarnia Eco-Retailers, has positive reputation in the communities in which it operates. The HR manager cited the importance on capitalizing on Sarnia Eco-Retailers positive publicity to increase the number of applicants. She also suggested using the "Recruiting Yield Pyramid" as a measure of employee recruitment efficiency. She cited that using the recruiting yield pyramid, and holding the HR staff accountable for the results will help promote organizational effectiveness.
The HR manager, also commented on the selection process, citing the need for a standardized selection process. The HR manager mentioned "The standardization of the selection process will enable us to be more efficient, and it will develop Sarnia Eco-Retailers into an organization, which promotes equality, and fairness". Alva, agreed with the HR manager, since she remembers an incident which happened last year, and lead to a lawsuit. The incident happened because the selection process was not standardized and the candidate felt that she is disadvantaged by the process. The HR manager also suggested the use of testing, as a metric for selecting candidates, arguing that testing is a very robust, technique which leads to clear results, unlike other qualitative techniques. Finally, one of the strategies to ease the labor shortage was using "Sabbatical Leaves", to promote work-life balance, and to decrease the employee turnover. Alva, is not sure about this point but she wishes to know more about it.
Task
1) Explain what is meant by "Employer Branding", and how this strategy could be used to promote organizational development which will lead to organizational effectiveness.
2) Explain what is meant by "Recruiting Yield Pyramid", and how this strategy could be used to promote organizational development which will lead to organizational effectiveness.
3) Explain what is meant by "Sabbatical Leaves", and how this strategy could be used to promote organizational development which will lead to organizational effectiveness, increasing retention.
4) Design a fully-fledged recruiting plan for Sarnia Eco-Retailers, be sure to make the plan clear and easy to follow, through standardization of its steps.