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

  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...

  In modern world performance of its work force drive the organization to meet it’s desired goal and to be competitive in the market. Smart employees bring values to the organization. Acquiring the right people at the right place on timely manner is vital for an organization. Effective recruitment and selection process need to be in place for hiring the best talent to the organization (Djabatey, 2012). In current context for a Logistic company, it has been a great challenge to recruit and select the right talent and retain them for longer period. Recruitment is a process of identifying and attracting potential candidates for future requirements of an organization (Oaya, et al., 2017). This generates pool of qualified, skilled and knowledgeable individuals for the employment (Ekwoaba, et al., 2015). According to Saviour, et al (2016) it is a bundle of activities put in place to attract individuals with right competencies.   Selection is a process of identifying the individuals ...