MASSAH’S KITCHEN   Table of Contents Title: Impact of Recruitment and Selection process on staff turnover rate 3 Introduction 3 Background of the Research 3 Reasons for the Project 3 Problem Statement 4 Research process specification 4 Review of literature 5 Plan and Procedure for the research project 7 Analysis of Data 9 Conclusion 13 References 13 Appendix 14 Project Scheduling 15   Title: Impact of Recruitment and Selection process on staff turnover rate Introduction Background of the Research The company which is chosen under study is Massah’s Kitchen. This is basically a private limited company and it has its establishment in the year 2015. The age of the company is only 2 years so this is considered to be small in size. This company is considered to be having small business as it has just started its business and it has its operations in UK. With a new company just started its operations it is quite obvious that this company does not have a flexible and tactical HR system which is useful for the high end growth of the company in future (Huselid, 1995). It is important to understand that for achieving the long term business growth and fulfilling the organizational goals of becoming the market leader in hospitality industry, there should be the effective implementation of HR policies and guidelines by the management. In addition, the management of this company should be able to have high quality recruitment and selection process to be involved for making highly valuable employees for the future prospects of Massah’s Kitchen. The recruitment and selection process plays a crucial role in reducing the staff turnover rate and it has a high impact on the growth and sustainability of Massah’ Kitchen. The study here is focused on the impact of recruitment and selection on the staff turnover rate of Massah’s Kitchen. The study also evaluates the various factors contributing in staff turnover rates to be increased. It also highlights the pros and cons of the type of recruitment and selection process to be induced so that the company could be able to reduce the overall costing for the employees. It also contributes to the reasons for keeping the staffs motivated in the organization. Reasons for the Project For the expansion of the business as well for attaining sustainability it is important that the recruitment and selection should at highest standards which are useful in recruiting skilled and efficient staffs. Currently, there has been high staff turnover rate to be observed which has a negative impact on the growth of the business in future. For the expansion of the business there should be very high service quality to be provided to the customers which can bring success to the business of Massah’s kitchen (SPENCE LASCHINGER et al, 2009). The key research question identified in this study will be how recruitment and selection process helps in reducing staff turnover rate in the firm and this question will be identified so as to provide high quality customer service resulting in future growth of the business. This research topic will be motivating me to have all the useful information to be gathered and identified so that it will provide motivation for the business to carry forward for the firm. This business provides motivation for the staffs as they are the main assets of any firm and for expansion their motivation is needed. Problem Statement The problem lies with the fact that recruitment and selection are the processes which is important for any organization to achieve its business objectives. Since employees are an invaluable resource of any organization and specifically for the small sized business it is very much important to recruit and select employees who are talented and have best skills in them. It is seen that Massah’s Kitchen is a small sized business and it does not have sound financial position to have their operations performed in UK (Reilly et al, 2014). They need to recruit and select the employees in such a way so that it becomes cost effective and there should be less staff turnover rate. As staff turnover basically hurts the financial power of Massah Kitchen, it is the responsibility of the management to found out the best recruitment process which may be either internal or external so as that it should be quite cheap to maintain the staffs even if the staff turnover is major. It is seen that in hospitality industry the staff recruitment and selection done internally which prevents the auspicious growth and the staff turnover rates also gets increased. The effectiveness as well the efficiency of the staffs of Massah Kitchen will not be at the highest standards and this result in driving the business forward. Research process specification Research Aims and objectives The main aim of this study is to analyze the impact of recruitment and selection process and the factors contributing to the staff turnover rate of Massah’s Kitchen. The objectives of the study has been given below  To analyze the best suitable recruitment process  To explore the pros and cons of various recruitment processes.  To determine the factors contributing to high staff turnover rate.  To evaluate the reasons of motivating the staffs of Massah’s Kitchen Research Questions  What is the best suitable recruitment process for Massah’s Kitchen?  What are the factors contributing to high staff turnover rates?  What are the reasons for motivating the staffs?  What motivates the researcher to conduct the research on this topic area? Review of literature Impact of recruitment process on staff turnover Recruitment is an important part of an organization by which an organization could be able to achieve its short term as well the long term business goals. According to Bryson et al, (2013) recruitment is the selection of the staffs for filling the job vacant position. The process of recruitment should be equal for all the individuals and there should be the equal opportunities to be given to all of them for the recruitment and selection of staffs. The recruitment has a positive or negative impact on the staff turnover rate depending on the type of recruitment process to be implemented by any organization. It is important to understand the fact that whatever might be the process of recruitment it should be effective for the growth and suitability of an organization. The recruitment process should also be cost effective and will provide fair justifications for the staffs employing in an organization. The well organized and effective recruitment process will help in the selection of the best and professional staffs having high level of skills and knowledge. The staffs to be employed will become effective for an organization and the management will feel secured and they do not have the fear that the staffs will get out of their position. There is a decrease in the staff turnover rate if the recruitment process taken by an organization helps in finding the talented and skilled individuals. Advantages and disadvantages of Recruitment and Selection Process According to Bryson et al, (2013) there have been various processes of recruitment and it has the advantages as well the disadvantages which is important to understand by the management for getting the best and skilled staffs. The internal sourcing involves the recruitment which is done internally involving the recruitment of the relatives as well the friends or neighbours of the existing employees. The advantage of this method of recruitment is that there has been low costing for this recruitment and the disadvantage is that there have been conflicts taken place among the staffs. The external sourcing could be ideal for any organization which involves the recruitment to be done from newspapers, advertisements, applications filled in .The advantage of this method is that there should be no biasing in recruitment takes place and the chances of getting range of skilled professionals who could be able to share new experience and ideas for the sake of an organization. The disadvantage of this method is that this is quite expensive and it might make up the selection of the staff which is less effective. According to Bryson et al, (2013) the next method could be the third party sourcing which involve the recruitment done by the recruitment agencies. The advantage of this method is that there should be effective recruitment as staffs which will be recruited are of highest quality and the disadvantage is that it is time consuming. The next could be the pre selection or interview where there has been the scheduling of the interviews takes place and this will happen when any individual provides the CV for having its selection based on the CV. The advantage of this method is that there has been no discrimination takes place and the disadvantage is that it is also time consuming. Saleem and Khurshid, (2014) opined that internet is playing an important role in the recruitment process as well, so online recruitment is the method of recruitment. The advantage of this method is that the unfair discrimination can be eliminated and the disadvantage is that the shortlisting of candidates could be problematic for the management. According to Gillet et al, (2013) the selection process involves the shortlisting as well the assessment of the candidates and after that it will be the psychometric testing and later on the inductive training. This will help in turning up fair decisions in the selection of the staffs. Factors contributing high staff turnover rate According to Breaugh, (2013) staff turnover rate is one issue which has been facing by most of the organizations in this global business environment. There have been various internal as well the external factors which contribute to the high rate of staff turnover. In accordance with Saleem and Khurshid, (2014) the internal factors include the communication of the staffs with the senior management, organizational culture as well as relationship of peers with the seniors. The communication need to be strong enough and effective so that the staffs employed in organization have the clear idea of achieving the organizational goals. The organizational culture is dependent on the type of employees or staffs recruited by the management of an organization. The staffs need to be hard working as well as self motivated in order to create positive attitude and energy among the staffs developing a friendly culture in an organization. The next could be the relationship with the staffs and this will occur only if there has been good behaviour and coordination takes place among the staffs. The external factors could be the type of recruitment process to be adopted by the management as well the job satisfaction and security for the staffs in an organization. Reasons for motivation of staffs According to Pinder, (2014) motivation is the external driving force which helps in changing the attitude as well the behaviour of an individual in a positive direction. Motivation is always important in reducing or eliminating the high staff turnover rate. There have been two types of motivation which involves the internal as well the external motivation. According to Gillet et al, (2013) the internal motivation is much more useful than external motivational techniques in reducing the staff turnover rates. The internal motivational methods could be the remuneration of the staffs, salaries, and wages, working environment and security of the staffs in an organization. It is the responsibility of the authority to understand that this will actually determine the actual needs of the staffs employed. According to Breaugh, (2013) the external factors of motivation could be the physical environment, job satisfaction, size and scope of the business as well the reputation of any business organization. Plan and Procedure for the research project Research Approach or methods In this study there has been the effective use of the mixed research methods to be used. The mixed research method involves the integration of the qualitative as well the quantitative designing to be developed. The qualitative design involves the gathering of the textual data which has deeper insights into the theoretical knowledge and the different attitudes and behaviour of the staffs towards Massah Kitchen (Noe et al, 2006). The quantitative design involves the gathering of the numerical data which produces results in the form of numbers so that it can be measured statistically. Information Required • Literature on the recruitment and the factors of motivation and how the staff retention could be done(mention names and authors which should be reviewed) • Responses on the sample of staffs and management about the recruitment and selection process and on factors of staff turnover. • Information on causes of staff turnover rate. • Information on legal requirements for conducting a research study. Resources Required  Access of internet for gathering secondary information as well as the collation of staff and management responses.  Computers for sending emails to respondents.  Literature on staff recruitment and selection from any Resource centre.  Artciles, Books and Journals published in Internet Primary Research For the study the data collection techniques which have been used are the primary and secondary data collection. In the primary data collection method there will be the development of questionnaires. There has been two distinct questionnaire is to be formed, one for the management team and one for the staffs of Massah Kitchen (Shackleton, 2015). Secondary Research For the secondary data collection, the secondary data has been collected from articles, books, case studies as well from internet. Problems that may arise Issues Solution Selection of sample of staffs and managers Sending email and details of the research to be conducted. Privacy All the staffs and managers who will be selected should not provide any information on the study except themselves in the firm, Time I have to arrange my time accordingly for the research to be conducted before the stipulated time. Sampling Sampling is a process which is useful for the selection of respondents from a large population of sample. In this study there has been random sampling to be used where the respondents has been selected randomly from the management as well the staffs of Massah Kitchen. There has been the selection of 4 managers and 20 staffs so the total number of respondents is 24. Thus the sample size is 24. Analysis of Data The analysis of data will be done with the help of the excel spreadsheet. There will be the options of 1-5 will be given on the basis of the Likert scale method. The variables have been taken according to the demographics. The analysis of the questionnaire has been given below Options Frequency Cumulative Percentage Strongly Disagree 2 4 Disagree 3 6 No Comment 5 10 Agree 11 22 Strongly Agree 4 8 Total 24 50 From the graph it is analyzed that 22 percent of the staffs agreed to the fact that wages will help them to stay in Massah’s kitchen motivating them to work here. Options Frequency Cumulative Percentage Strongly Disagree 2 4 Disagree 3 6 No Comment 7 14 Agree 9 18 Strongly Agree 3 6 Total 24 50 From the graph it is observed that 18 percent out of 50 percent of staffs agreed to the fact that proper working environment always helps in doing the job in this company. Options Frequency Cumulative Percentage Strongly Disagree 1 2 Disagree 2 4 No Comment 3 6 Agree 15 30 Strongly Agree 3 6 Total 24 50 From the chart it has been observed that 30 percent of staffs out of 50 percent have agreed that working in Massah Kitchen help in personal growth in hospitality industry Options Frequency Cumulative Percentage Strongly Disagree 1 2 Disagree 2 4 No Comment 6 12 Agree 12 24 Strongly Agree 4 8 Total 24 50 From the chart it has been analyzed that 24 percent of management out of 50 percent has been agreed that online recruitment process will be best suited for Massah Kitchen in order to reduce the staff turnover rate. Options Frequency Cumulative Percentage Strongly Disagree 4 8 Disagree 8 16 No Comment 3 6 Agree 6 12 Strongly Agree 4 8 Total 24 50 From the chart it has been observed that 30 percent of the management out of 50 percent agreed that size and scope of business helps the staffs in motivating themselves to work in Massah Kitchen. Conclusion From the study it is evident that there has been high impact of recruitment method or process on the small business of Massah Kitchen. It is obvious that staffs need to be constantly motivated in order to reduce the staff turnover rates which results in achieving the business goals and the sustainability of the organization can be developed as well. References Huselid, M.A., 1995. The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of management journal, 38(3), pp.635-672. Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2006. Human resource management: Gaining a competitive advantage. SPENCE LASCHINGER, H.K., Leiter, M., Day, A. and Gilin, D., 2009. Workplace empowerment, incivility, and burnout: Impact on staff nurse recruitment and retention outcomes. Journal of nursing management, 17(3), pp.302-311. Breaugh, J.A., 2008. Employee recruitment: Current knowledge and important areas for future research. Human Resource Management Review, 18(3), pp.103-118. Reilly, G., Nyberg, A.J., Maltarich, M. and Weller, I., 2014. Human capital flows: Using context-emergent turnover (CET) theory to explore the process by which turnover, hiring, and job demands affect patient satisfaction. Academy of Management Journal, 57(3), pp.766-790. Breaugh, J.A., 2013. Employee recruitment. Annual review of psychology, 64, pp.389-416. Saleem, I. and Khurshid, A., 2014. Do human resource practices affect employee performance?. Phillips, J.M. and Gully, S.M., 2015. Multilevel and strategic recruiting: Where have we been, where can we go from here?. Journal of Management, 41(5), pp.1416-1445. Gillet, N., Gagne, M., Sauvagère, S. and Fouquereau, E., 2013. The role of supervisor autonomy support, organizational support, and autonomous and controlled motivation in predicting employees' satisfaction and turnover intentions. European Journal of Work and Organizational Psychology, 22(4), pp.450-460. Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press. Shackleton, V., 2015. Recruitment and Selection. Elements of Applied Psychology, p.153. Bryson, J., James, S. and Keep, E., 2013. Recruitment and selection. Managing human resources. Human Resource Management in transition, pp.125-149. Klotz, A.C., Motta Veiga, S.P., Buckley, M.R. and Gavin, M.B., 2013. The role of trustworthiness in recruitment and selection: A review and guide for future research. Journal of Organizational Behavior, 34(S1), pp.S104-S119. Appendix Questionnaire Occupation Income Level Level of Experience SD-1, D-2, NC-3, A-4 and SA-5 Staffs 1. How far do you think that high wages will help you stay in Massah Kitchen? 2. Do you believe that proper working environment helps in doing your job? 3. Do you think that staying in Massah Kitchen help in your personal growth in hospitality industry? Management 4. How far do you believe that online recruitment will be the best method in reducing staff turnover rates? 5. Do you think that size and scope of business of Massah Kitchen keeps you motivated to work? Project Scheduling 11/02 15/02 24/02 16/03 26/03 01/04 12/04 23/04 05/05 19/06 28/06 03/07 13/07 Topic Selection Review of Literature Selection of Research Design Submit proposal by 18/01/16 Designing questionnaire Selection of Sample Collection of data Analysis of Data Submit final report – 13/07/16