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Question: Discuss About The International Journal Selection Assessment? Answer: Introducation Organizational structure plays an important role in motivating employees and creating an environment of work within the business. Every organization follows a different structure and this is important to the success of the business (Daley, 2012). Centralized organizations have one person or team at the center of the business and they hold the decision making authority in the firm. Such a structure is often required by businesses. However, employees feel a lack of participation and this adversely impacts their performance. Decentralized organization structure, on the other hand, transfers the authority from the center to local departments of the business and provides employees with a better opportunity at making important decisions for the firm. Such a structure makes employees feel valued and hence they feel a larger sense of ownership towards the business. Certain organizations have a large span of control which means that a single person is responsible for a large number of people. Certain businesses require this to ensure a similar flow of information throughout the business. However, it often becomes increasingly difficult to for a single person to take such a huge responsibility. This in turn impacts employees performance. Similarly, a flat organizational structure divides roles and responsibility among people by the virtue of their caliber rather than their designation. It encourages employees to take more ownership in the business as opposed to in a hierarchical structure (Truss, Mankin, Kelliher, 2012). Organizational culture refers to the ideas, beliefs and the values that are upheld by the organizational employees. This culture is highly important and directly impacts employee performances. A positive work culture with an effective flow of information and communication builds trust and respect (Alvesson, 2012). This helps employees to perform better. Conducting team building activities and encouraging communication among employees helps in building a positive culture. Such a culture enables people to work together with better understanding and deeper respect. Factors influencing individual behavior at work For the success of any business, the performance of its employees plays a vital role. This performance depends on various factors that exist in the workplace. Work timings, work culture, communication in the organization, work-life balance at the job are all factors that influence employee performance. A positive working environment and an open communication system among employees leads to employees feeling motivated towards the business. This helps in improving employee performance. Relationship with peers is crucial in creating the work environment for employees. If the relationship among employees is based on trust and respect then their performance also improves. Rewards and recognition that is given to employees also create a positive atmosphere for employees to work in. They feel motivated when they are rewarded as they realize that their efforts are being valued by the business (Jehanzeb, Rasheed Rasheed, 2012). The attitude of the manager or leader also impacts employee performance. A vibrant, positive and charismatic leader leads employees to work hard and fulfill organizational goals. Lastly, an individuals personality also impacts his or her performance in the organization. A punctual, sincere, hardworking employee who aligns his or her goals to those of the organization will be self-motivated and will also create a positive environment for those around him. Contribution of HRM to organizations objectives Strategic human resource management forms the backbone of every organization. Human resource managements primary function is to bring in the human resource by recruiting the right people for the right job and at the right time (Bratton Gold, 2012). This function is highly important because employees are the most important assets of any business. For the success of any business, it is important that every employee has a clear idea about his or her roles and responsibilities and is motivated enough to fulfill them to the best of their ability. This is the function of the HR department for any business. HR department ensures that employee performances are frequently reviewed and all employees are given a transparent and honest feedback about their performance. This is important for employees to understand where they stand and work towards consistently improving their performance. HR department of the business also associates itself with conducting team building activities and building the culture of the organization (Armstrong Taylor, 2014). This is highly important for employees and enables them to work to the best of their ability. It also sets the right environment for the office, builds a strong value system and creates authenticity throughout the business leading to increased trust and positivity. Impact of legislation on HRM in the UK The legislation is the field of HRM plays a vital role in ensuring that employees and employers are protected against exploitation of any kind. Employment law of UK ensures that employees across the country are paid above a minimum wage. The law also ensures that no discrimination is made on the basis of race, caste, creed or sex during recruitment process at any business. These laws also provide job security to employees. Employment laws also take responsibility to ensure complete safety of employees at their respective workplaces. These laws are important to make sure that employees are safe, have a secure job and are not exploited at work. This ultimately results in employee motivation and increased value for employees efforts. On the other hand, various data protection laws prevent employees from disclosing confidential data of the organization to any outside resource. Such laws protect businesses by maintaining the privacy of data. Stages in recruitment and selection Recruitment and selection of the right employees in the business are very crucial to the success of the business (Taylor, 2014). Therefore organizations take their recruitment process very seriously. There are various stages between understanding the need of additional employees to finally selecting the right employee for the role. These stages include: Defining requirements This stage refers to organizations identifying the gap between the current number of employees and the total required number of employees for the smooth running of the business. A need is hence identified of recruiting additional people in the business. Attracting candidates Once the need has been identified, efforts are made to attract candidates from different parts of the world. This is done through social media, online job portal and recruitment consultants (Garner, 2012). The companys website also advertises job vacancies so that interested candidates may send in their application. Resume shortlisting The last step attracts various applications from different candidates. Therefore, in this step, the organizations HR department shortlists few candidates for the next step from the applications that have been received. Ideally, the application consists of a resume and a cover letter which has required details about the employees previous work experiences and current qualification. Interview The shortlisted candidates are then invited for an interview. This stage may be followed by a telephonic interview or not. The interview is aimed at understanding the candidate better and analyzing the candidates strengths and weaknesses. During the interview process, the organization also tries to familiarize the candidate with the job (Cascio, 2018). This stage is also often characterized by negotiation between the organization and the candidate in terms of the remuneration. Selection Once all the details have been finalized, the selected candidate is given a formal offer letter which consists details of the candidates joining. This includes joining date, documents to be carried at the time of joining, a person of contact as well as any other important detail that might be important to the candidate New recruitment and selection strategies Recruitment process of different organizations is improving by the day. There are various strategies that are adopted by businesses to ensure that the right candidates are attracted to the right jobs. Social media recruitments have become an important part of the recruitment process. This includes promoting job vacancies through social media platforms like Facebook, Instagram or Twitter (Melanthiou, Pavlou Constantinou, 2015). These platforms are used by organizations to make people aware of the business. Job vacancies for social media platforms are done via the companys official pages as well as various recruitment pages. For example, Facebook has many pages where recruiters post their requirements and interested candidates send in their applications. Social recruiting also has an added advantage as recruiters are now able to see the social media profile of the candidate. This helps them in getting to know the employee better. Recruiting through LinkedIn is also very effective. The platform contains all the details about a persons work history and recommendations from their professional circle (Nikolaou, 2014). It is a professional page and hence people work hard towards making that page an attractive application. Ways to motivate workers In any business, it is highly important that the employees of the business remain motivated. There are various ways in which employees should be motivated. This motivation helps them perform better and feel valued in the business. Employee motivation also works towards establishing longer-term relationships with employees. Strategies adopted by businesses to motivate their employees are as below: Rewards and recognition When employees are rewarded for their work or given recognition in front of a large set of people, it motivates them to work harder and earn that reward or recognition again (Dobre, 2013). This helps them feel that their efforts are being valued and hence they build a deeper sense of ownership towards the business. Job description While recruiting an employee, the HR manager must make sure that the job roles are clearly defined. This will enable candidates who are genuinely interested in the job to apply for the job. When employees job roles are clear, they are able to perform better and it also helps them in aligning their personal and professional goals with those of the organization. This motivates them and leads to an improved performance. Clear goals There are various employees who are motivated when their need to accomplish is fulfilled. Therefore, it is important that businesses set clear goals for the employees and upon their accomplishment employees get motivated to perform better (Lazaroiu, 2015). Vague goals demotivate employees and adversely impact their performance. Positive work culture Positive work culture of the business motivates employees to work hard and achieve goals. A positive work culture brings an element of positivity, trust, and respect among employees. Such a culture reduces employee stress and helps them in performing better. Empower employees When employees are given more authority, responsibility and decision making power then they feel motivated to perform better owing to an increased sense of ownership for the business. Therefore organizations must empower employees. Link between motivational theories, job evaluation, and rewards Maslows hierarchy of needs explains that once physiological and safety needs are fulfilled, people crave for love/belonging as well as esteem needs (Anderson, 2014). Organizations must ensure that employees are given roles that help in fulfilling their esteem needs. This would lead to increased employee satisfaction and hence better work culture. Herzbergs two-factor theory suggests that there are two sets of factors that motivate or demotivate employees to work hard. Effective rewards can help in motivating employees. It is important that managers can identify these factors and work towards ensuring a positive workplace culture for employees (Alshmemri, Shahwan-Akl Maude, 2017). Vrooms theory explains that an employees behavior is a result of the conscious choices made by the employee. He stated that employees level of motivation, their efforts, and their performance are all interlinked. Therefore, organizations must ensure their employees are motivated to ensure better efforts and performance from their end. The motivation of employees plays a vital role that largely influences employee performance. Rewards are an effective way of motivating employees. Frequent job evaluation also helps in understand employee performance, their expectations as well as their strengths and weaknesses. Effective job evaluation is aimed at improving employee performance. Effectiveness of different leadership and management styles on employee performance Leadership and management styles adopted by the seniors of the business widely impact the performance of the employees working under them. Certain managers believe in rewarding employees for their hard work while some leaders are bureaucratic in nature. If a leadership style is democratic then the environment and work culture are positive with open communication and transparent feedback. This positively impacts employee performances as they remain motivated in that structure. Leaders leading by example also affect employee performance by motivating them through their own actions (Bello, 2012). A dynamic and positive leader can create a highly optimistic atmosphere in the workplace. Such a leader can motivate employees to work hard and perform better. Charismatic leaders have a vibrant personality and they work towards encouraging employees. Autocratic leaders create a strict environment to work in. They do not create a transparent flow of communication and often levy penalties. This kind of a working structure also motivates certain employees to work hard. No leadership style can effectively work for all the employees. However, every leader must put in efforts to motivate their employees and enhance their morale from time to time. This will widely affect employee performance. Impact of employment-related legislation on termination arrangements Laws ensure that termination of an employee of any employees exit from an organization takes place in an effective manner. Employees must serve a notice period to the organization in which they work. Such laws also prevent employees from absconding organizations and ensuring that they do not leave the organization suddenly or without a prior notice. These laws are made to ensure that employees leave the organization in an effective manner by following the required protocol. Such laws also protect the employee from unlawful termination. Organizations cannot fire an employee without a valid reason or a prior notice. Exit interviews must be conducted for every employee that makes an exit from the firm. If an employee resigns from the firm, these laws ensure that there are no dues towards the employee or the business. At the time of retirement of an employee, these laws play an important role in making sure that employee gets his or her due in the form of gratuity bonus, pension or retirement bonus as discussed at the time of joining. The reason behind having these laws in place is to make sure that employees exit the organization in an effective, transparent and highly professional manner. The advantages of these laws run both ways and this also ensures that employees are protected against unlawful or wrongful termination. References Alshmemri, M., Shahwan-Akl, L. and Maude, P., 2017. Herzbergs two-factor theory.Life Science Journal,14(5). Alvesson, M., 2012.Understanding organizational culture. Sage. Anderson, A., 2014. Maslow's Hierarchy of Needs.The Prairie Light Review,36(2), p.7. Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bello, S.M., 2012. Impact of ethical leadership on employee job performance.International Journal of Business and Social Science,3(11). Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave Macmillan. Cascio, W., 2018.Managing human resources. United States. McGraw-Hill Education. Daley, D.M., 2012. Strategic human resources management.Public Personnel Management, pp.120-125. Dobre, O.I., 2013. Employee motivation and organizational performance.Tabel of Contents. Garner, E., 2012.Recruitment and Selection. The United Kingdom Bookboon. Jehanzeb, K., Rasheed, M.F. and Rasheed, A., 2012. Impact of rewards and motivation on job satisfaction in banking sector of Saudi Arabia.International Journal of Business and Social Science,3(21). Lazaroiu, G., 2015. Employee motivation and job performance.Linguistic and Philosophical Investigations,14, p.97. Melanthiou, Y., Pavlou, F. and Constantinou, E., 2015. The use of social network sites as an e-recruitment tool.Journal of Transnational Management,20(1), pp.31-49. Nikolaou, I., 2014. Social networking web sites in job search and employee recruitment.International Journal of Selection and Assessment,22(2), pp.179-189. Taylor, S., 2014. Recruitment and selection.Strategic Human Resource Management: An International Perspective,10(6), pp.139-14. Truss, C., Mankin, D. and Kelliher, C., 2012.Strategic human resource management. Oxford University Press.