Introduction - Employee Journey at Nisa: Hiring and Integration
Employee lifecycle is depicted as the detailed procedure which comprises with the series of steps such as recruiting, on-boarding, training, performance management and undertaking successful planning for employees. It plays vital role in increasing the engagement level of subordinates within the business and therefore, it has been considered as highly essential (Sadiq et al, 2022). HR department is accountable for undertaking these practices however, current study will specifically focus on practices of recruiting and on-boarding that supports in allocation of effectual manpower in the company.
The present research portfolio will reflect on the recruitment and onboarding stages of Nisa Retail; this is a local retail firm with less than 250 employees that deals in groceries products, the organisation is established in the UK (Nisa Retail, 2023). Furthermore, report will cover the management skills that supports employees in terms of dealing with post pandemic period and the ways in which HR can strengthen and hinders the subordinate’s success. Moreover, relevant models and theories will be used while making critical analysis.
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Main Body
Recruitment in organisation
Recruitment is determined as the process of identifying, approaching, interviewing, hiring and on-boarding the employees. This is the detailed procedure which involves everything from identifying to full-filling the staffing needs within the business, it is the most crucial part of HR practices that helps in finding the best candidate that is suitable for job role (Sharma, 2023). It has been found from secondary sources that; Nisa retail is implying effectual focus in this context and while using below mentioned recruitment theories and models they are approaching required manpower-
Human capital theory
This theory states that, employees are most valuable assets and therefore, recruitment process should identify those candidates who possess knowledge and skills (Dahlbom et al, 2020). Nisa focuses on this aspect and HR department selects such candidates that are suitable for job role. Through this, employee journey can be strengthen as the skilled candidate grabs new things in quick manner that contributes in enhancing the productivity of new member.
This model checks the compatibility between organisation and individual’s goals, values and traits. This model assist Nisa retail to hire such candidates that can align with the companies’ culture and assure higher contribution in enhancing the productivity. The organisation uses key skills such as- critical analysis skill so compatibility can be checked (HR Processes of Nisa Retail, 2023).
Job preview model
In accordance with this model, firm highlights both the positive and negative parameters of job role to candidate and clear understanding has been set with the aim of reducing turnover rate. Communicating real time information is important as after pandemic, organisation has experienced huge loss due to lack of motivation and confidence in employees (Garg et al, 2022). In order to support the success of employee in post COVID period, communication and leadership skills are important so that HR can communicate realistic aspect related to job role and further guide them while they get selected. This helps in developing motivation and trust in employees.
Social exchange theory
This theory is based on highlighting the positive relation between firm and employees, it has been assumed that, when candidates are treated in positive manner during the time of recruitment. Then, they are more likely to contribute in the organisation, the impression HR made during the time of recruitment decides whether journey of employees gets empowered or weaken. HR executive in Nisa retail are trained towards using positive attitude towards applicants so, employee journey can be empowered (HR Processes of Nisa Retail, 2023).
Stages of recruitment adopted by Nisa Retail
The organisation uses both the method of recruitment ly direct and indirect. Under direct method HR approaches candidate directly without paying to third party. On the other side, in indirect method, advertisement has been given via social media platform such as LinkedIn so interested candidates can apply for job (Mujtaba and Senathip, 2020). Following mentioned are the recruitment stages adopted by Nisa retail-
Identification of hiring needs
This is the first step under which HR in the organisation identifies the hiring need, reporting manager comes in contact with HR and then requirement for hiring have been identified. Proper tracking and monitoring has been done so, needs can be identified.
Preparation of job description
Once, requirement is being identified then, job description has been prepared, here, “person organisation fit model” is being kept in mind and the mandatory skills are highlighted in job description (Nikolaou, 2020. The important parameters that are highlighted in job description are- Title, responsibilities, qualification, skills and location.
The next step is to identify the real talent that can fit to the required job role. This can be done through internal and external source of recruitment. Transfer and promotion is the internal source through which employees can be shifted. On the other hand, external sources are comprised with advertisement. Nisa retail prefers advertisement so, wider candidates can be approached.
Screening & shortlisting
This is one of the crucial stages that decide which candidate will go for next stage, under this, HR department in Nisa retail matches the job requirement with the information of applicant mentioned in CV. Afterwards, applicants are being called for interview.
Interview
Face to face interview has been conducted by Nisa retail, questions related to the job role are being asked to the applicant and skills such as- digital, communication, leadership etc. All these skills are preferred for the roles that have been identified (Gilch and Sieweke, 2021). Accordingly candidates have been selected; discussion regarding expected salary and further future plans have been undertaken and bond with the employee is initiated.
Offer of employment
The employment offer is being given to the selected candidate while checking the reference, all the necessary information such as- date of joining, salary, CTC, timing, organisational policies have been mentioned in the offer of employment.
Induction of new employee
The acceptance of job offer by applicants makes them employee of the Nisa Retail. Pre- employment screening is being done and documents from employee have been taken in order to done cross verification. Afterwards, new member have been introduced with everyone in the organisation.
Thus, the above mentioned are the recruitment stages which have been followed by Nisa retail in order to allocate required manpower in the organisation. The staff turnover rate in the company after pandemic has become high that led to create major issues for firm while achieving the goals and objective. Therefore, there are certain key management skills that have been used by HR department to assist employees and those are- communication, problem solving, decision making, motivation and leadership skill.
Communication skill helps in undertaking direct interaction with employees so, their queries can be analysed and with the help of problem solving skill, different alternatives can be selected that supports in taking appropriate decision (Ruparel et al, 2020). Needs of the employees are being analysed and on the basis of this motivational strategies such as reward management, training organisation and so on have been implemented. With the help of leadership skill, open communication is promoted in the business that supports in enhancing the satisfaction level of employees and make them feel valued.
On-boarding in the company
On-boarding within human resource is determined as introducing a new employee in the business, this is a type of organisational socialisation. When a new employee comes in the organisation then, there might be possibility he/she is not comfortable. Therefore, on-boarding process has been taken into consideration so this can help in enhancing the journey of new employees within the organisation. Nisa Retail uses the four stages of on-boarding for greeting and introducing the new employee and those are-
Pre-boarding
This is the first phase which comes after the acceptance of offer letter by the employee. Nisa retail believes that, when an employee is new in the company then he/ she might feel hesitation. Therefore, specific focus needs to be assured in this context (Godinho et al, 2023). During this phase, checklist to the employee is being given and the duties of employees are being communicated with them. This phase is essential due to varied reasons; the main goal of this is to develop support for employees so they can become familiar with the firm.
Orientation
This is the second phase under which Nisa retail welcomes new employees and introduce them with the existing staff so they can socialise with everyone. This stage belongs with the social need of new member. Maslow’s theory describes about varied needs and social need is one of them which states that, it is essential to create such environment in the organisation where employees can feel familiar (Sibisi and Kappers, 2022). This articulates about an effectual start of employee journey in the business and when focus have not been implemented on this area then, subordinate might develop negative attitude towards the organisation that lead to create major hurdles and therefore, Nisa retail ensure significant focus on this area.
Training
Training enhances the existing skills and creativity of the employees while opening up different opportunities for them. When HR department does not organise training system then, this lead to impacts employee journey and often acts as barrier in employee success. However, Nisa retail emphasize in this context and they are organising training programmes for new employees so they can learn about their job role. On-the job training method such as- mentoring have been used by company (HR Processes of Nisa Retail, 2023). There should be more method that needs to be adopted by the organisation as the requirements of the employees are different and there might be possibility a single method does not work for everyone (Wiseman et al, 2022).
Integration
This is the last stage under which an employee is finally fit for performing the job responsibilities. In this phase, there are certain challenges which have been experienced by the new member in relation to not understanding the practical implementation and lack of emotional intelligence (Smith et al, 2022). Therefore, HR department in Nisa retail undertakes mentoring of employee and keeps regular check so, issues of the employees could be solve in specific manner. In this manner, assistance towards new employees can be assured which further helps in getting the desired level of outcome or success.
On-boarding in the company is specifically creating favourable environment for the new employees so, they can feel familiar. This is the most important part of HR processes through which journey of employee can be made successful in the organisation.
Conclusion
Conclusively; this could be said that, recruitment and on-boarding stages are considered as mandatory within Nisa as this helps in approaching required manpower in the organisation. The core focus was implied on the HR processes and it has been witnessed that, HR in the organisation are accountable for empowering and hindering the growth of employees. The post pandemic period has been proven drastic for subordinates and in such situation implication of key management skills by HR proves to be efficient that led to create support for the workforce. Thus, HR practices enhance the environment of company along with increasing the efficiency of employees.
Recommendations
Below mentioned are major recommendations that should be adopted by Nisa retail in order to strengthen their recruitment and on-boarding stages –
Multiple channels for recruitment
Different channel for the recruitment should be adopted by the company so, varied candidates can apply for job (Russo et al, 2023). This helps in receiving numerous options and best one can be selected for job role.
Training strategies
Apart from mentoring, seminars and workshop should be organised by company so, skills of employees can be enhanced. Needs of the staff members should be evaluated and on the basis of this training needs to be organised.
Motivation strategies
As per the preferences of the employees different motivational strategies needs to be adopted (Elembilassery et al, 2021).
Open communication
Open communication helps in exchanging the information with employees and this further supports employee in terms of expressing their opinions so, appropriate decision could be taken.
References
Books and Journals
Dahlbom, P., Siikanen, N., Sajasalo, P. and Jarvenpää, M., 2020. Big data and HR analytics in the digital era. Baltic Journal of Management. 15(1). Pp.120-138.
Elembilassery, V., Chakrabarty, S. and Rangaswamy, U.S., 2021. Analysis of Onboarding Practices in India: A Proposal for Post Pandemic Scenario. Indian Journal of Industrial Relations. 56(3).
Garg, S., Sinha, S., Kar, A.K. and Mani, M., 2022. A review of machine learning applications in human resource management. International Journal of Productivity and Performance Management. 71(5). Pp.1590-1610.
Gilch, P.M. and Sieweke, J., 2021. Recruiting digital talent: The strategic role of recruitment in organisations’ digital transformation. German Journal of Human Resource Management. 35(1). Pp.53-82.
Godinho, T., Reis, I.P., Carvalho, R. and Martinho, F., 2023. Onboarding Handbook: An Indispensable Tool for Onboarding Processes. Administrative Sciences. 13(3). p.79.
Mujtaba, B.G. and Senathip, T., 2020. Workplace mobbing and the role of human resources management.
Nikolaou, I., 2021. What is the Role of Technology in Recruitment and Selection? The Spanish journal of psychology. 24. P.e2.
Ruparel, N., Dhir, A., Tandon, A., Kaur, P. and Islam, J.U., 2020. The influence of online professional social media in human resource management: A systematic literature review. Technology in Society. 63. P.101335.
Russo, M., Morandin, G. and Manca, C., 2023. How Can Organizations Improve Virtual Onboarding? Key Learnings from the Pandemic. In Virtual Management and the New Normal: New Perspectives on HRM and Leadership since the COVID-19 Pandemic (pp. 203-221). Cham: Springer International Publishing.
Sadiq, U., Khan, A.F., Ikhlaq, K. and Mujtaba, B.G., 2022. The impact of information systems on the performance of human resources department. In Strategic Human Resource Management at Tertiary Level (pp. 31-47). River Publishers.
Sharma, F.C., 2023. Human resource management. SBPD Publications.
Sibisi, S. and Kappers, G., 2022. Onboarding can make or break a new hire’s experience. Harvard Business Review. Pp.1-7.
Smith, C.E., Matthews, R.A., Mills, M.J., Hong, Y.H. and Sim, S., 2022. Organizational benefits of onboarding contingent workers: An anchoring model approach. Journal of Business and Psychology. 37(3). Pp.525-541.
Wiseman, P., Ahearne, M., Hall, Z. and Tirunillai, S., 2022. Onboarding salespeople: Socialization approaches. Journal of marketing.86 (6). Pp.13-31.
Online
HR Processes of Nisa Retail, 2023. Online. Available through: < https://www.hrgrapevine.com/content/article/2014-09-22-teenager-in-bid-to-become-boss-of-nisa-retail >
Nisa Retail, 2023. Online. Available through: < https://www.nisalocally.co.uk/>
