Case Study You Will Review: The Following Case Study Upon Th

3 Case Study You Will Review The Following Case Studyupon Thorough

Describe how employing a large number of new workers requires strategic recruiting planning and operational efforts, and discuss what aspects might be different in smaller firms.

Discuss how utilizing the Internet, like Kia did and other employers do, is changing how recruiting efforts are occurring for a variety of jobs in employers of different sizes. It is not sufficient to state your opinions alone; you must back up your responses by applying human resource management concepts from the text with the case data that supports your findings. By writing your responses to the case study, you will be required to demonstrate how to integrate human resource management concepts with the case data, conduct research using the GMC Library, and properly cite sources using APA Style. You will be responsible for using a minimum of 2 scholarly/peer-reviewed sources. Textbooks are not considered scholarly/peer-reviewed sources; however, they may still be included as a supplemental reference. a minimum of 1 complete page in length.

Paper For Above instruction

The extensive recruitment effort undertaken by Kia Motors America to staff its new Georgia plant illustrates the critical importance of strategic planning and operational execution in large-scale hiring initiatives. When a company aims to onboard a substantial number of new employees, particularly in a manufacturing environment like Kia’s, it necessitates a comprehensive recruitment strategy that encompasses workforce planning, outreach, selection processes, and integration of technology to ensure efficiency and effectiveness. These elements are markedly distinct in smaller firms owing to limited resources, narrower scope, and different operational complexities.

Strategic recruiting planning begins with understanding the precise workforce requirements, which in Kia’s case involved hiring over 1,500 employees within a limited timeframe. Such planning requires forecasting labor needs, determining skill requirements, and establishing timelines aligned with production schedules (Branham, 2016). Larger firms like Kia leverage their scale to deploy diverse outreach campaigns, including media appearances, community engagement, and extensive online application portals, to attract a broad candidate pool. The operational efforts involve establishing partnerships with local institutions, such as libraries and technical colleges, to facilitate access to internet applications for a wider demographic (Brewster et al., 2017).

> In contrast, smaller firms often lack the financial and human resources to undertake such expansive recruitment efforts. Instead, they tend to focus on targeted local advertising, personal networks, or niche recruitment channels that are less resource-intensive but may limit the applicant pool. Smaller organizations also typically involve fewer layers of management in the hiring process, allowing for quicker decision-making but potentially less comprehensive screening. Therefore, while scale provides advantages in outreach and technology deployment, smaller firms must opt for more personalized and resource-efficient recruitment strategies, such as leveraging local community events or industry-specific job boards (Stone, 2018).

The use of internet technology, as exemplified by Kia’s online application system, has revolutionized recruiting across organizations of various sizes. The digital approach facilitates rapid screening and sorting of applicants through applicant tracking systems and sorting algorithms, which enhance efficiency and reduce HR workload (Cascio & Boudreau, 2016). By establishing an online portal, Kia expanded access beyond traditional methods, allowing applicants from diverse backgrounds to apply conveniently. This democratization of access is essential for attracting a qualified workforce, especially in competitive labor markets.

> For smaller firms, implementing such digital tools may be less financially feasible but equally beneficial. Cloud-based applicant tracking systems and online job boards provide cost-effective platforms for reaching candidates without the need for large expenditures. Additionally, social media recruiting—another internet-driven strategy—allows employers to target specific talent pools with tailored messages, expanding reach with minimal costs (Bersin, 2019). Nonetheless, smaller firms need to balance the technological investments with their overall budget and capacity to manage applications effectively.

The integration of human resource management principles with technological advancements exemplifies how organizations can optimize their recruitment processes. Effective strategic planning ensures that staffing aligns with operational needs, minimizes turnover, and enhances productivity (Dessler, 2018). Kia's comprehensive approach demonstrates the importance of aligning recruitment activities with long-term business goals while utilizing technology to improve candidate quality and operational efficiency.

> While large firms can afford extensive outreach and technology deployment, smaller firms must adapt these practices contextually, emphasizing targeted strategies and cost-effective technological solutions. Ultimately, the technological evolution in recruiting ensures that organizations, regardless of size, can access broader talent pools, make better-informed selections, and expedite hiring processes—contributing to sustainable organizational success.

References

• Bersin, J. (2019). The rise of social recruiting and its impact on talent acquisition. Harvard Business Review. https://hbr.org/2019/04/the-rise-of-social-recruiting
• Branham, L. (2016). The 7 hidden reasons employees leave. AMACOM.
• Brewster, C., Chung, C., & Sparrow, P. (2017). Global human resource management. Routledge.
• Cascio, W. F., & Boudreau, J. W. (2016). The search for global competence: From international HR to talent management. Journal of World Business, 51(1), 103-114.
• Dessler, G. (2018). Human resource management (15th ed.). Pearson.
• Stone, R. J. (2018). Managing human resources. Wiley.