Strategies For The Growth And Improvement Of Recruitment Services

Recruitment Services in Singapore

Question:

Discuss about the Video Business Case Study for Recruitment Services.

Almost every year five billion dollars were spent out of which almost six billion were spent on recruitment services on a population of 3.3 million. There are 2,800 agencies in Singapore and if calculated there will be one agency for every 20 people and hence the differentiation is based on the different key strategies (Background Questions - Michael Smith; Managing Director; Singapore, Hong Kong, Malaysia; Randstad 2017). For a sustained period of time, there is a need for change in the performance that was unacceptable from the point of view of the level of the performance. Hence, the Randstad organization realized that there is a need for growth, even in the slightest possible way as they were growing at a rate of 5% and were eventually losing its market share to the business competitors (de Man, Marguerithe de Man, and Annemieke Stoppelenburg, 2017). They expected their rate of growth to almost 50% that is much higher than the average market shares in the Singapore market economy that is still going fine when seen in comparison to the global scale (Background Questions - Michael Smith; Managing Director; Singapore, Hong Kong, Malaysia; Randstad 2017). Increasing their rate of performance as a recruitment company in particular will make them focus on a strict strategy and since they were not a that good state like the other companies at that contemporary time it will be difficult for them to cope up against this competitive market. In the recruitment sessions the process should be made of higher standard so that the people are strained and then recruited in their business system.

In real world, the Randstad organization became a bit complacent in between the years of 2010-2012 and had experienced an okay level of growth (Ru et al. 2013). The stellar things were sometimes used to track in the right direction that has not been used to look outside and for the next 2-3 years has used this for our internal capability to take an advantage in their market opportunity. The Randstad organization did not make enough analysis on the competitors that needs an analysis on how fast they grew and what are the things that they need to achieve. They were concerned on achieving the structure that has best parts that needs to be outperformed and help them lead a position that is far from operating and has a high rate of performance. To sum up the whole thing the complacency was the initial fizzle and the next when seen from the leadership point of view is to learn to be happy from the comparative small companies and their activities. Randstad is spending much time on the coalface and on the struggles that will help them to penetrate in the market. The company lacks the collective aspiration that has made a clear strategy in the work environment that will make them see a light at the end of the tunnel. The individuals drive as well as make a collective aspiration that has gone missing suddenly due to internal and external factors that has gone missing suddenly. The organization has been operated from the consultant perspective that has eventually led them to be in a position that is quite focused on why should the recruitment procedure by more generalized. It was really hard to find a CEO and make their desk level more hard for the consultants that will make them win the economic environment that has almost 2% of the unemployment (Tillie et al. 2016, p. 141). One will find a huge number of applications that might come through advertising that is actually a result of the right people that has worked very hard in getting it straight to the people. The Singapore Government is very helpful in pushing the country towards a much high quality and qualified jobs that is successful in filling the considerations to rank in the file jobs, which consists of a very low margin. There is also a need to operate in a shrinking environment that has made considerable opportunity in the market that is of a two-year time in the market. The significance level is quite less at the operating point of time (Uhl, Axel, and Lars Alexander Gollenia 2016).

Issues faced by Randstad

Through the identified issues and the causes an alternative plan can successfully be drawn. The main issue was the inability that needs to increased in their rate of performance and summing this the people has suffered a weak brand in their local market researches. Being an ende company there are few things that needs to be maintained, so that they could hire individuals who are talented and through a more time taking process that has to be fruitful. There is also a need to focus on the different industrial sectors so that they may build a strong strategy that is believed to make them successful. On a daily basis the level of their engagement is very high that has a turnover in making new equipment as one of their assets so that the good people are not lost. The productivity of the people is seen to be generally in between 50-60% that will eventually increase when all the steps are followed in a better way. Since the competitors are much more in the market the costs will be seen to be affected (Zonneveld, Wil, and Marjolein Spaans 2014, pp. 543-563). The different alternative sections that needs to be built is a strict session for recruitment and also to build a happy and worth while work place so that it affects the Randstad organization in a much positive way.

There is a need for different criteria sections that will help in influencing the alternative course of actions. It is quite evident that the alternative sources have to be relevant to the causes discussed. Since the major issue was focused on the recruitment services of the Randstad company. The people of the Randstad Company are highly talented and suffers from loss or rather shortage of opinions and alternatives (Video Business Case - Michael Smith; Managing Director; Singapore, Hong Kong, Malaysia; Randstad, 2017). It can be considered as an excellent service that needs alternative services and options. The decision making is a complete complex process that can be truly evident from the Randstad company. The decision that they can input is to make balance in their work place and a rejuvenated workplace. There is a need to maintain a high profile workplace that has to be rejuvenated with people and people must enjoy their workplace. The salary and the benefits has to be the most important factor towards the employees. The another most important thing is the peace of mind that should prevail amongst the people in the organization. The security of the job is also the major factor that should be considered as the most attractive factor that has high attributes of a pleasant atmosphere.

Alternative Solutions for Growth and Improvement

One of the best solution that can be provided is the peace of mind on the employees (Dieleman, Frans and Sako Musterd et al., 2013). The security of the job is what everybody wants in the world of global uncertainty and retrenchments in the last year. the security of the job dropped and this can be considered as the most attractive factor. The high officials have the sole responsibility to build a level of confidence in the minds of the people. A hike in the level of preferences is strong due to the confidence rate amongst the people. The employees should be encouraged to balance their work life environment and maintain a major shift in their sentiments. The security of the job is to make a preference that will make their arte of GDP sore high along with their possible preference level of confidence and security growth in the economy. The ultimate motif of the organization is to provide workplace safety and maintain a high growth in the landscape branding (Burger et al. 2014, pp. 444-464). Keeping in mind the short term and the long term process, there are few things that needs to be analyzed. In case of the long term the steps like hiring the eligible candidates through a very straining process so that they could bring positive vibes to the environment and make the organization grow. Keeping the environment healthy and working on the different ethics in the workplace should be concerns of the employers and achieving it should be the duty of the employees in a joint venture. Training is also a major recommendation that will be beneficial to the employees so that they can fix themselves well in the working environment. Training is an integral part of the workplace environment and enhancing this will make the people work effectively in the workplace. If the workplace is maintained in a healthy way this will termed as the short term recommendation whereas in case of the short term, keeping in mind the different facilities that needs to be provided initially to the recruited people so that they can focus on their work and want to live in this Randstad organization for a long term. The short term implications may be to circulate the same to the employees so that they work accordingly to the workplace environment and its regulations, maintaining that is the responsibility of the employers.

Short-term and Long-Term Recommendations

They need to imply few of the instructions that will eventually be beneficial to the company for its longer prospect and growth. By the combination of the human touch and the technology driven solutions there is a need to prefer the candidates. If a complete friendly environment is provided to the employees of the Randstad it is quite evident that the organization will soar up high in success. The recruitment service should be made visible and care free and with the help of the different people so that it goes in a smooth process. The different implications that needs to be processed has all been suggested in this section of the alternatives. Implying the different recommendations that has been stated in recommendations there is a scope for improvement so that in the mere future they can excel in some of the specific areas that has been stated.

Keeping in mind the ethics the work should be made in progress, none of the works in the organization should be done against the workplace ethics. The different things that needs to be noted by the employers is that there should be no racism or any comments regarding one’s culture or even caste. Keeping the workplace ethics under a close watch is the only thing that the supreme authority powers should do. While recruiting the things that needs to be checked is one’s honesty and passion about their work and environment. In this fast growing world of technology, if the Randstad organization could not cope up with the different dimensions mentions it would seriously make them lack behind. There is a dire need to improve in the a various particular aspects that has been mentioned (Giordano, Annabelle Lamy, 2016).

Reference

"Background Questions - Michael Smith; Managing Director; Singapore, Hong Kong, Malaysia; Randstad". 2017. Youtube.

"Video Business Case - Michael Smith; Managing Director; Singapore, Hong Kong, Malaysia; Randstad". 2017. Youtube.

Burger, Martijn J., Evert J. Meijers, and Frank G. Oort. "Multiple perspectives on functional coherence: Heterogeneity and multiplexity in the Randstad." Tijdschrift voor economische en sociale geografie 105, no. 4 (2014): 444-464.

Burger, Martijn J., Frank G. van Oort, Ronald S. Wall, and Mark JPM Thissen. "Analysing the competitive advantage of cities in the dutch randstad by urban market overlap." In Metropolitan Regions, pp. 375-391. Springer Berlin Heidelberg, 2013.

de Man, Ard-Pieter, Marguerithe de Man, and Annemieke Stoppelenburg. "New business models in consulting: An analysis of practice." In ISPIM Innovation Symposium, p. 1. The International Society for Professional Innovation Management (ISPIM), 2017.

Dieleman, Frans M., and Sako Musterd, eds. The Randstad: a research and policy laboratory. Vol. 20. Springer Science & Business Media, 2013.

Giordano, Annabelle Lamy. "Dr Gabriel Giordano, Ohio University Gabriel Giordano is an Assistant Professor of Management Information Systems in the College of Business at Ohio University. He was formerly an Assistant Professor of Information Systems at IESE Business School. Gabriel’s current research looks at virtual work teams, computer-based deception, communication." Business Transformation Essentials: Case Studies and Articles (2016).

https://www.youtube.com/watch?v=C7kffnb5FhU&feature=youtu.be.

https://www.youtube.com/watch?v=GQiecuFX8Uc&feature=youtu.be.

Jacobs, Wouter, Hans RA Koster, and Frank van Oort. "Co-agglomeration of knowledge-intensive business services and multinational enterprises." Journal of Economic Geography 14, no. 2 (2013): 443-475.

Ru?l, Huub, Tim Wolters, and Raymond Loohuis. "Business diplomacy in multinational corporations (MNCs): An exploratory study." Academy of International Meetings, Istanbul, Turkey, 2013.

Tillie, Nico, Iris Dudok, Peter MJ Pol, Luc Boot, and Roland van der Heijden. "10 Rotterdam Case Study." Remaking Post-Industrial Cities: Lessons from North America and Europe (2016): 171.

Uhl, Axel, and Lars Alexander Gollenia. Business Transformation Essentials: Case Studies and Articles. Routledge, 2016.

van der Heijden, Robin, and R. M. Dijkman. "Candidate reassignment prediction." (2016).

Zonneveld, Wil, and Marjolein Spaans. "Meta-governance and developing integrated territorial strategies: The case study of MIRT territorial agendas in the Randstad (Netherlands)." Planning Theory & Practice 15, no. 4 (2014): 543-562.