The strengths and weaknesses of Alamo Wastes current recruitment, selection, and retention efforts
Alamo Waste deals with garbage collection and waste management. The manner in which Alamo Waste recruits and retains its staff has recently become a subject of concern. This paper seeks to find out some of the strengths and weaknesses of Alamo Wastes current recruitment, selection, and retention efforts. This analysis begins with the strengths. First, there is diversity in the recruitment and selection process. The company values unique talents from a wide variety of people, and thus it strives to recruit individuals from diverse backgrounds (Kondalkar, 2009). Second, to retain employees, the company offers a variety of benefits including life insurance, health and dental coverage, education savings accounts, disability insurance and prescription drug coverage among other benefits (Kondalkar, 2009). Third, the company observes the highest level of integrity and fairness when selecting new employees. No employee whatsoever is recruited or rejected by gender or ethnicity. Fourth, the company values employee empowerment. The employees are occasionally trained to improve their skills in service delivery. Finally, the company strives to recruit professional staff. This is in a bid to offer the best services possible.
However, despite the strengths of the company in its recruitment and selection process, there are some weaknesses involved in the process. First, the manner in which the company promotes its employees is questionable. Some employees are just promoted to higher ranks after one year of service while others take almost ten years to getting a promotion (Kondalkar, 2009). This promotes an exodus of the disadvantaged employees. Second, the company lacks gender inclusive in its recruitment and selection process. It is often common to find that the ratio of men to women is greater than one. This suggests that the company favors one gender in its selection process. In particular, the majority of those who are recruited are men.
Moreover, the manner in which employee wages are distributed is subject to biases. Whereas it is expected that all employees receive equal amounts of wages for equal work done, the company awards the male employees more wages than their female counterparts for the same level of work done. This creates a disincentive for female employees to continue working at the company. Finally, the company uses induction in its recruitment and selection process. The problem with induction is that if it is improperly conducted then, new employees may become more confused (Kondalkar, 2009). This leads to inefficiency of new employees and hence the need to train them again.
Appropriate Approach to Recruitment Based on the Clients Needs
As discussed above, there are several weaknesses involved in the recruitment, selection and retention efforts by Alamo Waste Company. The weaknesses can be addressed by developing an appropriate approach to recruitment that suits our clients needs. It is important to note that the company strives to achieve professionalism in its service delivery. Other goals of the company include honesty in service delivery, the safety of the employees, inclusive and diversity in the recruitment process and accountability of all employees.
However, the company continues to experience challenges in its recruitment process ranging from gender biases to unequal distribution of wages. Thus, the appropriate approach to recruitment at the company ought to address the aforementioned challenges in addition to ensuring the realization of the companys goals. To begin with, the recruitment process needs to be knowledge-based. A knowledge-based recruitment process is designed in such a way that it addresses the problem of lack of professionalism among the employees (Gilmore & Williams, 2009). This recruitment process ensures that the company recruits the right quality candidate who can create value for money and ensure continued successful growth of the company. In this case, the knowledge-based recruitment process is vital both in the short-term and long-term growth of the company (Gilmore & Williams, 2009). The company will be able to build a pool of highly talented and professional employees through the knowledge-based recruitment process.
To ensure inclusive and diversity in the recruitment process, the company needs to ensure that the application process is open to all individuals from various backgrounds. Also, the job requirements need to be reasonable and not strict such that majority of potential applicants are locked out. Individuals from disadvantaged or marginalized communities should also be encouraged for the companys job (Gilmore & Williams, 2009). The problem of gender biases in the recruitment process also needs to be addressed. The company should have an employment policy whereby the threshold for the number of female employees is specified (Gilmore & Williams, 2009). For example, the employment policy may state that both male and female individuals ought to be employed at the same ratio. This means that if the company is willing to recruit ten employees, then, at least, five of them must be women. This will help to address the issue of gender biases in the recruitment process.
To address the problem biases in employee promotions, the company needs to come up with an objective way of promoting its employees. A proper criterion needs to be developed for promotion. For instance, employee promotions may be based on the years of experience or the level of schooling. An employee who has served for a certain number of years say five years ought to be promoted to a higher level. The level of schooling may also be used in employee promotions. In this case, the level of schooling is taken to be an indicator of the level of accumulated knowledge and skills (Gilmore & Williams, 2009). An individual who has attained the highest level of schooling is assumed to be more knowledgeable, and hence, he/she deserves to be promoted.
Finally, to address the problem of unequal distribution of wages among the employees, the company needs to devise an objective criterion for determining the wages for its employees. For instance, wages may be based on the productivity of an employee (Gilmore & Williams, 2009). This means that the most productive employees will be in a position to earn higher wages. This will rule out the possibility of highly rewarding the male employees at the expense of their female counterparts.
Before setting on to get new employees, many things are involved. The selection process is defined as a means through which organizations hire employees (Arthur, 2012). Usually, the selection process is quite instrumental as part of the success of the organization and the future growth as well as in the retention of the employees. Having reviewed the selection process in Alamo Waste, there are recommendations that are developed to help sought out the problems that are within the company. First, Alamo Waste should have a designed employee selection process that incorporates every other aspect to ensure that the firm complies with the internal policies (Arthur, 2012).
When selecting, it is critical to check the job descriptions for each of the roles that the organization needs to be filled. When designing each job description, there is a need to have a set of skills and education that is required defined and a comprehensive list of the responsibilities. Through the job description, employees are in a position to comprehend all that they are required to execute in terms of their roles and responsibilities (Arthur, 2012). For the employers, the employees are brought on board through this perfect mechanism.
Further, for the Alamo Wastes, the policies, and the procedures that are used when selecting employees should be clearly defined and understood by all the interested parties. Having the policies ensures that the Alamo Wastes selects the employees in regards to its standards that are not in compromise to the local, state of federal standards and guidelines. The set policies for the company should have the guiding principles where persons are hired and the procedures that provide for the required steps for the selection process (Arthur, 2012). To avoid lots of bias and acquisitions that are labeled on Alamo Wastes, the company should have a senior member of the company and other stakeholders in the industry during the selection process. Through having this kind of mechanism in place, helps in the provision of oversight to the process such that the whole process is aimed at meeting the expectations of the organizations.
Changes to Encourage Retention of Clients Talents
Any organization may find its operations successful when it manages in the best way possible to retain the talents of the clients and minimizes on the employees turnover rate. For Alamo Wastes, the employee retention strategies need to be at the forefront so that the company is kept at radar and chances of losing best employees minimized. First, the company needs to treat all their employees fairly and should not show any form of bias (Kontoghiorghes & Frangou, 2009). Further, Alamo Wastes should concentrate on cultivating a positive workplace that looks forward to engaging new hire orientation program. In the industry, there is a need for the company to create above-average compensation and benefits packages that will remain attractive to the employees at all the times. Further, in any industry, communication is an essential part, and Alamo Wastes should find it instrumental to have proper communication strategies and build a teamwork kind of attitude among the employees. Having such strategies in place, it is with no doubt that Alamo Wastes will experience higher retention rates.
Summary of Importance
It is evident that having proper retention strategies is critical in retention of the employees, and overall helps boost business. As Kontoghiorghes & Frangou (2009) captures in his work, fostering an environment that motivates and stimulates employees is critical to the organization in the end also realizes optimal productivity. The organization can concentrate on its vision and mission rather than spend more time on employee related issues. Valuing and appreciating the employees and even collecting feedback from them helps in boosting the work-life balance options and boost the trust of leaders. In the end, the organizations are in a position to keep costs of turnover quite low.
Arthur, D. (2012). Recruiting, interviewing, selecting & orienting new employees. AMACOM Div. American Mgmt. Assn.
Gilmore, S., & Williams, S. (2009). Human resource management. Oxford: Oxford University
Kondalkar, V. (2009). Organization development. New Delhi: New Age International (P) Ltd.,
Kontoghiorghes, C., & Frangou, K. (2009). The association between talent retention, antecedent factors and consequent organizational performance. SAM Advanced Management Journal, 74(1), 29-58.
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