In this assignment, I will discuss and compare University of KwaZulu Natal (UKZN)’s Human Resource (HR) practices to that of Unilever and Johnson & Johnson (J&J). I will critically analyze the case study provided (Johnson & Johnson vs. Unilever) in comparison to university’s current HR practices. The focus will be on recruitment and selection processes, talent management and diversity management. In the case study between Unilever and Johnson & Johnson, the focus is on recruitment selection of managerial staff and also on development of managerial staff, for UKZN I will focus on general recruitment.
RECRUITMENT AND SELECTION
Recruitment and selection can be described as ...view middle of the document...
I believe the match between the individual’s values, attitude and job leads to job satisfaction. This is supported by Kreitner and Kinicki, (2008, pp.170-171) when he mentioned value attainment (which is the extent to which the job allows fulfillment of individual’s value) as one of the causes of job satisfaction.
UKZN’s Recruitment and Selection Policy and Plan
UKZN’s recruitment policy firstly is aimed at ensuring that the university recruits and select staff of the highest quality to meet operational needs and achieve strategic objectives, including employment equity and quality. Secondly, to ensure opportunities for career advancement for existing staff. The policy also outlines the recruitment methods and processes to be used for positions in all grades. This helps to ensure fairness and reliability and consistency at all time when recruitments processes are performed. Like J&J and Unilever, UKZN’s recruitment action plan is aimed at attracting talent with necessary competencies, willingness and passion to fulfill its strategic goal. The university also ensures there is a match between new employee’s values, People Strategy, Employment Value Proposition and the job. UKZN’s Employment Value Proposition is its terminal and instrumental values as they signify what the university and its employees want to achieve. This also guide the ways on how the university and its employees can achieve organizational goals, Jones and George, (2009, p.94).
Place of Recruitment: Johnson & Johnson vs. Unilever
J & J recruits possible candidates from top MBA business schools in the USA and Europe and utilizes local recruiters. This is too limiting in terms of attracting the wider pool of possible candidates from universities in other countries.
Unilever uses a much broader recruitment process by recruiting graduates from top universities including MBA schools. As much as this method attracts a wider number of graduates but it also limits graduates who have graduated previous years and are no longer on campus.
Place of Recruitment: University of KwaZulu Natal
UKZN’s objectives are to improve talent attraction while cutting down on the recruitment expenditure and also on creating a database of suitably qualified candidates. With all that in mind, the HR division undertook a research to identify relevant and appropriate medium of advertising for academic professionals. From the research findings, the university’s approved talent sourcing methods includes creative advertising strategies in university website and three external website (Bestjobs, Facebook and Careerjunction) placing adverts on national Sunday Times and professional journals, utilizing private employment agencies, word of mouth and lastly head-hunting. The advertising is done when there are vacant positions. The methods slightly improve for management positions in grade 7 and above, where the university creates its own Talent Database via applications from bestjobs and...