Problem Opportunity Statement And Implement The Practice ✓ Solved

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Iproblemopportunity Statement And Implement The Practicethe Opportun

The opportunity I will address is the use of social media in recruiting employees at Marriott International. The use of social media to recruit employees will save the cost and the time used in recruiting employees at Marriott International. The initiative's goal is to ensure that the company harnesses its social media presence to shorten the hiring process and employ highly qualified employees. Social media is continuously advancing, and a lot of people have joined social media. That will ensure that job opportunities reach a wide population range.

Implement the Practice Aspect Describe the aspect of the proposed HR idea in actual practice Social media presence Since the company has social media accounts, the audience the company can reach will identify whether it is a good platform for recruitment. Advertising After opening its social media accounts, the company should advertise vacant employee positions. Application The interested candidates will apply for the advertised positions and upload their testimonials. Evaluation The applications that have been made should be vetted to verify that they meet the necessary requirements. Skills Tests The shortlisted candidates should do an online aptitude test to verify the skills that they possess. Employment After the test, the company should decide on the employees to employ depending on their performance.

Sell Your Idea: Support Organization’s Strategy & Cost-Benefit Assessment The audience of the company's social media accounts will be evaluated. The extent of the audience will be used to determine the social media platform's suitability as a recruitment tool. Since the company's social media presence is high, with an average of 1.2 million followers, it can be used as an effective recruitment platform.

Cost Assumption Calculations Projected Costs Website security costs Using the average maintenance and security costs per week for two weeks used in evaluation and tests $15002 weeks $3000 Staff time lost Cost for three employees that evaluate the applications for 8 hours for 2 weeks $14.49 8 143 $4868.64 Training costs The training costs for the employed employees for 3 hours during their first day. It also includes the payments made to the trainers $10,000 Miscellaneous costs The emergency costs or unplanned costs that may be incurred $500 Total costs The costs incurred in a single recruiting process 3000 + 4868.64+ 10000+ 500 $18,368.64.

Benefits Assumption Calculation Projected Benefits Staff time saved Through social media recruiting, a lot of time is saved that would have been used in conducting the interviews. A panel of 10 people conducts interviews for 8hrs for 2 days $202810 $3200 Recruitment of employees with higher quality skills. It is assumed that the employees will bring in more value. In this case assume that the employees will bring in 0.01% more value 0.01/100387million (2019 net profit) $38,700 Total Benefits The total benefits that the company will have when they adopt social media recruiting 38700 + 3200 $41900 Net Benefits It represents the total benefits less the total costs, $41800 - $18368.64 $23,531.36.

Organizational development/change Who Determine Consequences Effectively communicate. Department managers Some people in the managerial skills may prefer the normal recruitment process so that they may earn allowances. Social media recruitment will save time and also the costs that will be incurred in recruitment. Such funds may be invested in other fruitful projects. Department employees Some employees may not be willing to work with the newly recruited employees as they may pose a threat as they may be highly qualified. It will promote teamwork among the employees, thus resulting in a better working environment. Others impacted Customers It will impact the customers positively due to the recruitment of highly qualified employees Since the employees have all the required skills and knowledge, they will contribute to customer satisfaction.

Feedback/Evaluation Positive change Show HR practice is the source of the change The net profits in the departments that new employees were employed should be evaluated to identify whether there is an increment. Due to the recruitment of highly skilled employees, they may have resulted in an increase in net earnings. The recruitment budget should be evaluated and analyzed for any changes in the costs incurred. Social media recruitment may lead to any reduced costs identified in the budget that may be associated with the lower costs incurred in social media recruiting.

Paper For Above Instructions

Social media recruiting has emerged as a pivotal innovation in the human resource management landscape, particularly for large organizations like Marriott International. The integration of social media platforms in recruitment can significantly decrease the time and cost associated with traditional hiring processes, as outlined in the opportunity statement. The need for effective recruitment strategies is underscored by the competitive nature of the hospitality industry and the importance of acquiring skilled talents who can enhance service delivery and customer satisfaction.

The main goal of utilizing social media for recruitment at Marriott International is to develop a more efficient hiring framework that can attract a diverse range of applicants. Given that a substantial portion of the population engages with social media, leveraging these platforms will widen the reach of job advertisements, ensuring that postings attract a vast pool of candidates. Platforms like LinkedIn, Facebook, and Twitter can play a fundamental role in highlighting job vacancies while also promoting the Marriott brand as an employer of choice among potential employees.

To implement this innovative practice, the first step involves analyzing the existing social media audience. With Marriott International's impressive follower count of 1.2 million, the initial analysis will assess the active engagement rate and demographic diversity of its audience. The data collected can provide insights into how effectively social media can be utilized as a recruiting tool. Following this evaluation, the company can develop targeted advertising content that promotes vacant positions clearly and attractively. The advertised positions should be linked with a straightforward application process where interested candidates can easily submit their applications along with testimonials that showcase their qualifications.

The evaluation of applications will rely heavily on criteria such as experience, skills, and alignment with Marriott's corporate values. A structured vetting process must be in place, ensuring that the applications meet the necessary requirements before candidates proceed to the next phase. This phase should include online aptitude tests tailored to assess critical skills relevant to specific roles within the organization. The objective is to select candidates best suited for the company's operational needs and organizational culture.

Upon completion of the assessments, the decision-making process for employment will be influenced by the performance displayed by the shortlisted candidates. This systematic approach ensures that only the most qualified individuals are considered for employment.

Moreover, the proposition for using social media in recruiting aligns strategically with Marriott's broader operational goals. The estimated financial impact reveals a favorable outcome utilizing social media for recruitment. The costs associated with this new practice total approximately $18,368.64, which includes website security, staff time lost during evaluations, training costs, and miscellaneous expenses. The associated benefits, however, which are mainly derived from time saved, high-quality hires, and the resultant profitability bring total benefits to approximately $41,900, leading to a net benefit of $23,531.36. This favorable cost-benefit ratio demonstrates the viability of adopting social media in the hiring process.

To foster organizational development, clear communication is essential to gain acceptance of this new recruiting practice among managerial staff and employees. Resistance may arise due to preferences for traditional recruitment methods. Training sessions can help emphasize the benefits of social media recruiting while addressing concerns about quality and competitiveness. Encouraging teamwork through social media recruitment can foster a collaborative environment that promotes innovation and enhances overall operational efficiency.

Positive organizational impact is an anticipated consequence of adopting this new recruiting strategy. Evaluating the net profits and overall team dynamics following the recruitment of skilled hires will be essential parts of measuring effectiveness. Feedback systems will be implemented to monitor changes in recruitment costs and overall employee performance, thereby ensuring the new method delivers its promised advantages.

References

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• Marriott International, Inc. Hourly pay. (n.d.). PayScale - Salary Comparison, Salary Survey, Search Wages.
• Marriott International reports third quarter 2019 results. (2019, November 4). Marriott International Newscenter (US).
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