MGMT 3017 - Human Resource Management

Project Proposal

Topic: The Recruitment Process of Grantley Adams International Airport

Group Members

Melissa Odle - 20051063

Latoya Yarde - 20052618

Fay-Ann Jordan - 409000234

Sharon Bushell- Moore - 410000364

Sharicia Mason – 410000972

Makeba Grazette - 409001888

Due Date: 2nd October 2013

Table of ContentsIntroduction 3

Purpose of the Research..........................................................................................................................3

Rationale of the Research........................................................................................................................4

Objectives................................................................................................................................................4

Research Questions.................................................................................................................................5

Methodology 7

Study Design...........................................................................................................................................7

Participants..............................................................................................................................................7

Data-Collection Procedures.....................................................................................................................8

Proposed Data Analysis Procedure..........................................................................................................8

Anticipated Limitations and Challenges of the Research.........................................................................8

Timescale................................................................................................................................................9

References 10

Introduction

Many organizations are faced with increased competition and other environmental factors

that threaten the accomplishment of business strategies and achievement of pertinent goals and

objectives necessary to sustained an organization.  To overcome such challenges firms have

undertaken significant initiatives to improved viability and effectiveness. Integral to many of

these changes are adjustments to the practices of people management, (Storey, 1988). It is

critical that firms manage their human resources wisely. This is centrally important to execution

of its strategy (Hambrick et al, 1989). Within this research, the primary focus is on the human

resource management (HRM) function recruitment within a single organization selected, to

explore the recruitment strategies practiced by mangers. I have not seen the definition of the

function (Recruitment) the group has chosen and why have you chosen this function?

Purpose of the Research

Many managers in this field work to optimize the utility of its human resources.

Achieving a high degree of labor productivity is an outcome that most would agree is desirable.

Samuelson and Nordhaus define labour productivity as “total output divided by labor inputs”

(1989: 980). Thus, labor productivity is the degree to which the human capital is delivering

value to the firm. Hence, if business strategies are to be implemented successfully, a firm should

be able to find exceptional people who can deliver value to the firm. (Cited; Koch & McGrath,

1996).  “A firm that excels in the creation of its human capital resources should have people who

are highly productive relative to the competition”, (Koch & McGrath, 1996 where is the page

number?). Therefore, within this research we seek to identify the application of systems,

procedures, policies and practices that HRM undertake to facilitate the organization in achieving

its goals and objectives.

Rationale of the Research

Porter (1985: 42) argues that human resource management policies once implemented correctly

leads to a significant source of competitive advantage because through these measures firms are

able to locate and develop employees who are more effective than those of competitors. As a

result an organization develops superior employees who provide increased advantage in a

competitive market.  This encourages the need to ensure quality human resource management

practices. Arguments made in related research are that a firm's current and potential human

resources are important considerations in the development and execution of its strategic business

plan (Huselid, 1995).

Objectives

To explore the recruitment strategies in conjunction with the firm’s environmental

constraints  

To identify the systems, procedures, and policies regarding the recruitment process

practiced for the past five years

Recruiting methods for attracting potential applications are you seeking to examine the

recruitment methods utilized?

The use of technology in the recruiting process

Legal, and social obligations to be considered…needs re-wording, please explain?

Recommendations… can you provide these, in the context of your proposal?

Research Questions To examine the recruitment methods utilized?

To examine the recruitment process utilized?

The below questions are used at the interview and can aid you in analyzing and assessing the recruitment processes and methods employed in the organisation

1. How often does the organization seek to recruit personnel?

a. Monthly

b. Yearly

c. When persons retire

2. Are the jobs within the organization specialized?

a. Yes

b. No

3. When recruiting persons what are the age preferences?

a. 16-20

b. 21-30

c. 31-40

d. Other_________

4. Are there preferences within job descriptions regarding specific gender?

5. What are the source(s) of recruitment considered or preferred by the organization:

a. Colleges and Universities

b. Current Employees

c. Job Fairs

d. Employment Agencies

e. Computer Databases

f. The Web

6. If yes. What are the specific choices of recruitment methods used to attract viable

applicants?    

a. Application forms                 c. via the Web

b. Media ads                         d. Promotion                 e. Other

7. Who is responsible for analyzing jobs to determine the skills-sets needed to perform the

duties effectively?

8. If yes, please state briefly what positions are held by these individuals within the

organization.

9. What impact do they contribute when making decisions?

10. If no. Who usually recruit persons into/for the organization?

11. What is the recruitment strategies implemented by management for the past four years?

12. How long are vacant posts communicated to the public for?

13. Has there been any encounters where vacancy postings has been advertised longer than

the usually timeframe?

14. When does management consider outsourcing for viable applicants?

15. What are the decision challenges when considering diverse individuals (foreign,

religious,etc.), competence and fit to the organizations culture.  

16. Are there any initial improvements of the department or organizational performance after

six months of new hires?

17. Are Line managers involved in the planning of the recruitment strategy?

18. What factors do management consider when deciding on the for new hires?

19. How impactful is the external environment on management’s decisions?

20. How are job skills analyzed to determine the right skill set needed to fulfill the

requirements to perform effectively?

21. To optimize financial resources what is the most cost-effective measures used to attract

applicants?

Methodology

Within this section we are going to present an overview of the different methods adopted

throughout this study. The sections covered in this area include the research design,

participants, data collection procedures, data analysis procedures, anticipates limitations and

challenges of research and timescale.

Study Design

The overall study is based on the Recruitment Function and we will evaluate the Recruitment

Process of the Grantley Adams International Airport. This research will be carefully designed to

achieve the overall objectives.

Participants

Grantley Adams International Airport is operated by Grantley Adams International Airport

Incorporated (GAIA Inc.), a private company incorporated in 1998 under the Company’s Act,

and fully owned by the Government of Barbados. GAIA Inc. is fully responsible for managing

the commercial and day to day operations of the airport which comprises of over 50 companies,

organizations and public agencies employing approximately 3,500 people, of which 377 directly

work with GAIA Inc. The targeted participants for the study are between the ages of 27 – 60 and

are listed below:

1. Chief Executive Officer – Mr. David Barrow

2. Chief Operation Officer – Mr. Joseph Johnson

3. Director of Finance -

4. Director of Engineering – Ms. Karen Walkes

5. Director of Human Resources – Mr. Michael Worrell

6. Electronics Manager – Mr. Richard Odle

7. Information Systems Manager – Mr. Mark Odle

8. Information Technology Manager – Mr. Ian Best

9. Operations Manager- Jason Inniss

10. Communications Manager – Mr. Keith Goddard

Data-Collection Procedures

The main focus of the study is on the Recruitment Process of GAIA Inc. therefore both primary

and secondary research methods will be employed in an attempt to obtain the relevant

information required to complete each objective.

Before we begin the process of data collection, the first step is to collect a letter from

Management Studies of the University of the West Indies to take to GAIA Inc. and secondly to

contact GAIA Inc. to organize an interview and to obtain authorization to distribute the

questionnaires.

The questionnaires will be distributed to a sample size of approximately 50 participants between

the ages 23 – 60. Once authorization is provided to conduct the proposed research we will

organize an interview with the relevant parties from GAIA Inc Engineering Department and

Corporate Office. In addition to the interviews and questionnaires being conducted, information

will be obtained from secondary research such as books, articles, journals and any other relevant

information received from the GAIA Inc. Human Resource Department.

Proposed Data Analysis Procedure

To analyse the questionnaires the responses to the structured closed ended questions will be rated

in percentages. The percentage rate would be determined by the number of respondents.

Anticipated Limitations and Challenges of the Research

The study is limited to only the Recruitment Process of GAIA Inc. particularly within its

Engineering Department and Corporate Office.

The study only covered certain departments within GAIA Inc due to the following constraints:

The Time frame is limited.

May encounter problems receiving a date to conduct interviews.

Being able to meet all the participants outlined above due to leave, vacation, out of office,

etc.

Timescale

Table 1: Time-plan for completion of research report by October 29th 2013

date date date date date

Finalise proposal 27-09-2013

Gather data 02-10-2013

Do data analysis 11-10-2013

Write report 18-10-2013

Finalise report 29-10-2013

References

www.gaia.bb

GAIA Inc. Human Resources Policies and Procedures

GAIA Inc. Employee Handbook

Koch, Marianne J., and R. I. T. A. McGRATH. "Improving labor productivity: Human resource

management policies do matter." Strategic Management Journal 17.5 (1996): 335-354.

Storey, John. "Developments in the management of human resources." Management Research News

11.1/2 (1988): 27-27.

Huselid, Mark A. "The impact of human resource management practices on turnover, productivity, and

corporate financial performance." Academy of management journal 38.3 (1995): 635-672.