Assessment Centers, Management Strategies, and Ethnocentric Recruitment
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Question 1
Assessment centre
The assessment centre is a set of various tests and techniques that are designed for candidates to define their abilities and several skills in standardized conditions, these are the most essential techniques to find and make more success in a job. In simpler words, we can see that the assessment centre is the evaluation process for behavioral evaluation job-related interview simulations and several psychological tests (Thorntonet al. 2018). This is used to find out and evaluate the candidates based on their behaviours that are relevant to the critical aspects of the job. This is one of the final stages used by employers in the recruitment process. They use different exercises that are designed for assessing the skills and attributes of the employee.
Usages of an Assessment Center
Companies used assessment centres to hire employees for their companies. In these centres, the HR department conducts several exercises and activities to find out applicants' competencies. This can be helpful for the selection process. There is some vital process that is useful to pause management, such as
Success planning
Assessment centres can be considered as very good succession planning. it can mitigate the risks of mistakes and misunderstandings among the candidates, and the company has a very good chance to find the bright and desired candidate for the job.
Identification of potentials
Assessment centres can find the talents and help them to identify every job position in a reputed organization.
Selection Process
The assessment centre is mainly used for selection purposes; people with adequate skills and different compatibilities can get the right job in reputed organizations.
The candidate development
These assessment centres come with training and assessment activities that can develop the desirable and unique skills in the candidates. These assessment skills can be very helpful in the future career of the candidate.
Why assessment centre is not a better option for hiring people for Adhunik
Assessment centres are a very costly procedure
Though the assessment centre is a widely accepted recruitment process and can be useful in hiring people. Also, it may provide the desired candidates to the company. This is one of the costliest ways to hire people (Cappelli, 2019). The Management of the organisation works on the decisions of Dilraj and Birva; as it is proved that Dilraj is not a man to provide such an amount of money for hiring people, it is going to be difficult for the organisation to hire people by following this procedure (Source: case study).
Time-consuming process
The assessment centre is a very time-consuming process, as it needed the HR department to make exercises and other desired assessment tests for the candidates individually. In this process, the HR department applies several skills and this may take much time to implement and hire individual candidates. As per the case study, the market competitor of “Adhunik” is “Picu Furniture” which already took several big and unique technical steps to overtake Adhunik and attract customers. Therefore, Adhunik do not want to waste more time in the hiring process.
Team of experienced employees to manage the evaluation process
In this recruitment process, the company needs a very skilled group of employees that can make the skill and assessment qualities for the candidates or the job seekers. In this case, Adani does not have that kind of experienced managers and group of people that can make a successful evaluation process for the job seekers.
Lack of proper feedback
In this recruitment process, the candidates have to do the evaluation skills for their recruitment but in that time they cannot get proper feedback and the company also did not have a way to produce feedback in such a short time (Tong et al, 2022). In the case of Adhunik, this is the main problem Another recruitment process like tastes or interviews can be very reliable in getting feedback from the employers that can help the candidates in future.
Question 2
“Adhunik” is a medium-sized organization in the market of the United Kingdom. There are several competitors who are already available in the same sector. And to beat them and make growth in a larger market, Anthony needs to focus on the management system and try to improve the operational works. In that case, there are several efficient ways that can help them to gain the best from their management system.
Setting efficiency metrics
For small and medium-sized organizations, the best efficiency sector is continuous improvement and steady progression for a meaningful target. In this case, the company needs to decide on a growth level and give that to the management system (Helmold and Samara, 2019). It is the management team the responsibility to work hard and achieve the goal given to them in this case they need to perform their best tool to do the work efficiently.
Perform efficiency audits on a regular basis
The Hierarchy or the directors of the company need a team that can audit continuously every managerial section of the company. This can help the head of the company know regularly how the company’s management team is working and also make consciousness among the management teams and the employees. Regular audits also can check upand can help the employees to focus on their work more efficiently.
Finding unique ways
In the case of the competitors of Adhunik, we can see that they use several modern technologies and other ways to attract people and make the way of buying and selling the product very attractive for people. In this case, Adhunik needs to try and find out some ways that can be managed to cross the uniqueness of their competitors (Taouab and Issor, 2019). This can only be done if the company's management team brainstorm new and unique ideas and implores them in their company's business.
Managing Team training
To improve the workflow in a team, the company needs to develop training programs for the management employees These training programs can effectively help the employees to lower above the recent market and find out the knowledge gaps that’s stopping the employees from giving their best in their daily work. This kind of training can also make a good impression on the employees of the organization and then can gain their trust back in the company.According to the survey report, the head office workers complained that there was no training and development campaign taking place in a long time so the company can focus on that issue and need to conduct campaigns for the employees (Source: Case study).
Effective Communication
Workflow of a team that is not working as efficiently as they worked in previous days has been very important for a company. In such situations, the company's hierarchy needs to communicate with the team. Effective communication can be a very good tool to know about the employee's problems and needs (Bouwmannet al, 2019.). The company's hierarchy needs to organize communication systems with the management teams and allow them to express their view from their perspective.
Salary Increment
According to the case study and several reviews of past employees, the company is focusing only on making money but not spending them on good work. In this case, a salary increment for the workers and an announcement of a bonus can close the workflow in a positive direction. Salary increments can encourage employees to work hard for the organization, as the salary is the source of motivation for the employees. Apart from head office workers, the store managers and the distributors of this company have the same complaint against the organization for a low salary and not upgrading the pay scale for a long time. Therefore, it might be a very good way to show the organization's responsibility to the employees.
These are some of the ways to regain the trust of the employees in the system and the organization, and by following these ways, the company can survive this situation. Apart from that, the company also needs to be in the market competition, and for that, they need the working team in a good flow.
Question 3
Ethnocentric Approach
The ethnocentric approach is a method that is used in recruitment in international sectors. In this case, the human resource department recruits deserving persons for the right jobs in international businesses (Tripathy, 2019). These jobs are given to the required candidate by valuing their willingness and their skills that can be helpful to help in the continuous growth of the organization's culture. The ethnocentric approach has one of the key positions in the organization that can be filled with employees and other parental countries.
Advantages of the Ethnocentric approach
ethnocentric approach is a way to find perfect candidates for a job in other territories and countries. There are several advantages that come with the ethnocentric approach in finding the right person for a job. These advantages are
It can maintain better coordination between the parent company and the host in another country.
The culture of the main company can be transferred to the host or subsidiary warehouses of the company; it can increase the belief and practices in a foreign country.
It has the balance and manages the parent headquarters to control the subsidiaries in other countries.
It has better ways to transfer the technical helping hands.
It maintains communication effectively between the parent company and the subsidiaries.
Therefore, this is a very good approach to finding the recruitment process and maintaining the original culture of the company in other countries Nigeria is a very distinct country as per the cultural views of the UK (Mukht?rov? et al, 2019). There are several reviews in the internet that reflect the management's unworthiness in the subsidiary workplaces. Therefore, the company needs to organise a way to engage the systematic workflow in the subsidiary stations by following the environment and the cultures as the parental situation. In that case, ethnocentric approach is a very good way to imply to these overseas offices.
Disadvantages of the ethnocentric approach
There are several disadvantages that can be harmful to a company using an ethnocentric approach. Such as:
The employees working in a subsidiary warehouse can face difficulty in following the culture of the parent country, as it can be very different from the culture of their own country.
The staffs who work in the parent country may face difficulty in adjusting to the employees working in the subsidiaries.
In some cases, if the balance does not work out favorably, the failure rate can be very high
There can besome government restrictions in the subsidiary country that may affect the parent company.
Making cultural clashes between the executives and the staff of the subsidiaries can cost the company’s profitability and growth.
Nigeria is a country that is very far from the UK, and it also has a very distant cultural way from the parent country. It can hamper the workflow in the subsidiary warehouses and the parent headquarters. Although there are several differences in the cultures followed by the employees in UK and Nigeria, this is not a good perspective to merge the cultures of these two countries. This also makes a class between the employees and the management teams of these two company headquarters (Froese et al, 2020). Therefore, before implementing the ethnocentric approach, the hierarchy can assemble a team to audit both the branches located in UK and Nigeria. As per the case study, that the management that is working in other countries for the company is not as strong as the parent country. They are unworthy of maintaining discipline in the workplace. So it is a very big responsibility for them to imply on the company’s employees. The company needs to manage other approaches as part of the requirement. Also, the company needs to hire managers in three other countries that focus on the goals to follow the disciplines and the native cultures in the other countries. In the ethnocentric perspective, the company cannot manage to follow their culture.
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References
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