Recruitment, Selection and employee retention plays a vital role in Logistic Industry

  Many researchers have found and developed different types of theories to explain the factors and importance of employee motivation for job satisfaction. Multiple theories have been developed by different theorists under four main categories of equity theories, need theories, expectancy theories and task and goal employee motivation theories (Al-Madi et al., 2017).   As per Maslow’s theory of motivation people including employees are desire to become self-actualizing and the full potential is an area that has not discovered yet (Ramlall, 2004), and extent to which the employees are fulfill the needs, they are motivated and work towards to achieve targets (Sandhu et al., 2017). People increase desires of life and prioritize the needs according to the importance levels ( Badubi, 2017).   Figure 01 explained the Maslow’s hierarchy of needs. Conrad, Ghosh and Isaacson (2015) described that according to Maslow’s need-hierarchy theory employees have five level of needs...

Employees are the most vital asset in the organization who drive the organization towards the success (Mohsen et al., 2004). Therefore, organization should ensure the job satisfaction and motivation level of workforce. Organization with committed and motivated workforce who work to their full potential, has the competitive advantage in the market (Mohsen et al., 2004). As per Mohsen et al. (2004) in service industry, organizations are competing in the market through quality of service offering to the customers. Employees who motivated will make the difference and ensure the customer satisfaction by delivering best quality service.   Certo (2000) defines motivation as, “the inner state that causes an individual to behave in a way that ensures the accomplishment of some goal”. Motivation refers to forces within or external which creates enthusiasm in a person to pursue towards a course of action (Daft, 2003). Level of motivation can be identified through the level of energy, comm...

  Employee retention is a continuous effort that an organization adopt to keep productive and desirable employees to achieve strategic objectives of the organization (Frank, Finnegan & Taylor, 2004). Mita, Aarti and Ravneeta (2014) refers employee retention as a technique to maintaining effective work force while meeting the operational objectives. Retention strategies are encouraging best employees to work longer period within the organization (Kossivi, Xu and Kalgora, 2016). Employee retention and satisfaction are important factors for the success of organization (Osteraker, 1999 cited in Das and Baruah, 2013). Das and Baruah (2013) explained retention factors under three main dimensions of mental, social and physical. Mental factors refer to the work characteristics which employee preferred to work. Social dimensions consist of the relationship that employee having with internal and external parties. Physical dimensions are working condition and compensation.   ...

Sophisticated selection techniques will benefit the organization in many ways (Hausknecht, Day and Thomas, 2004). Validated selection techniques are enabled organization to acquire the competent people for vacant positions. Most of the small companies are using traditional selection methods of referencing and unstructured interviews rather using more sophisticated selection techniques like Work sample tests, Cognitive ability test, other intellectual tests, and assessment centres (Wyatt et al., 2010). Simple interview may not provide the best overview about the candidate. Work Sample Tests Work sample testing is an approach or procedure which assess individuals for current or future job requirements by giving them to perform job related task under same condition required in Job (Callinam and Robertson, 2000). As per Ployhart, Schneider and Schmitt (2006) it is a test which applicants should perform selected set of actual tasks physically and/or psychologically similar to those perform...

Selection methods can be evaluated based on the validity, impartiality, scope of usage and cost of the hiring techniques used (Juhasz, 2010). Interviews, Application form and references are few traditional selection methods while there are few sophisticated techniques that capture biographical data, aptitude tests, assessment centers, work samples, psychological testing (Djabatey, 2012).  The effective selection technique will ensure the right person with right talent and best fit with organization culture are being selected (Adu-Darkoh, 2014). Figure 1 – Selection Techniques (Source – Pulakos, 2005) Above Figure 1 shows the selection methods under two categories of Task-Based assessments and KSA-Based assessments (knowledge, skills, and abilities). To identify the appropriate selection method, Organization should first identify what employee should perform and what competencies individual must possess to perform the job which refers as Job analysis. Level of the competencies requi...

  Sources of recruitment is an approach that organization search potential candidates for employment (Otoo, et al. 2018). Figure 1 – Sources of Recruitment (Source – Prashant, 2009, cited in Adu-Darkoh, 2014) As per the Figure 1 mainly there are two sources of recruitment that is Internal Sources and External Sources. Internal Sources refers the recruitment done within the organization itself where External Sources refers the recruitment done from outside the organization. According to Figure 1 under Internal sources of recruitment, positions can be filled through promotion, Internal transfer from one department to other or one SBU to other, Job posting where all employees are invited to apply for any vacant position and job bidding. Job bidding is a career development program for employee’s career enhancement. In addition to above, recall former employees and hiring employees the second time also can be considered as internal recruitments sources (Otoo, et al. 2018). Under Externa...