Research has shown that human resource is a vital driver in organizations in their endeavor to achieve their objectives. In this regard, a successful business aims at strategizing on its mode of staff recruitment, training, empowerment, and retention (Farrell, Grenier, & Leiby, 2016). This is because the human factor is vital in ensuring that a company’s resources are utilized effectively leading to profitability and competitiveness in a business environment.

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This study seeks to identify the appropriate measures that organizations can undertake for the development of an effective human resource department with a key focus on recruitment and retention of the best talent an organization needs. With the current development in technology, organizations are finding it essential to ensure strategic approaches towards recruiting qualified, skilled and competent personnel (Leung, 2016). Additionally, competition among companies has brought about the need to formulate measures of empowering staff to minimize their turnover, as well as, encouraging productivity to achieve a company’s ultimate goal. This is the focus of this research project.

Problem Statement
Organizations have different objectives depending on whether they are public or private. Even so, the common element in all of them is the importance of an active working force (Lorenz & Kikkas, 2014). To achieve the set targets, organizations spend heavily in ensuring competent personnel that is retainable to spur consistent growth and development. A major challenge that face organizations in the realization of that goal in today’s business environment is changing staff needs especially with the current generation of employees. The problem has seen many firms lose workers they have used large resources to recruit and maintain due to different factors around employee satisfaction and motivation. The turnover is not solely caused by the organization’s failures considering other factors such as economic, political and social elements impact whether employees stick to an employer or not (Leung, 2016). However, this study focuses on the current need for firms to adopt innovative strategies which will enable recruitment of qualified staff. Additionally, it looks at the best practices that can be employed to ensure staff satisfaction and retention.

Research Questions
In a business environment, the importance of a strong human resources department cannot be overemphasized. For this reason, a visionary organization should analyze certain factors that influence staff performance and the company growth. The following are the questions to be considered in this research:

i. What are the effects of employing particular strategies in staff recruitment?
ii. Are online platforms used to in the recruitment processes in organizations?
iii. How do staff retention strategies affect growth and development?
iv. What are the effects of labor turnover in a company’s performance?
v. How does staff satisfaction have an impact on a firm’s overall performance?
vi. How does a reward system affect an organization’s performance?

Objective of the Study
The purpose of this study is to analyze the recruitment and retention strategy that is most suitable for a successful organization. It looks into the effect that some recruitment and retention strategies have to companies, labor turnover and the consequences it has to businesses, job satisfaction among employees and the impact it has as well as appropriate reward systems that motivates workers in a firm. Additionally, the study incorporates the current trends that a company can adopt to remain competitive by utilizing digital multimedia platforms in staff recruitment and innovative strategies of retaining staffs.

Research Design and Significance of the Study
The research will focus on a few companies by analyzing their use of online platforms in recruiting and maintaining their staff. It will also look at the measures employed by different companies in ensuring staff retention, and how employers use online platforms such as Facebook, LinkedIn, and Twitter in recruiting and retaining their staff. Additionally, the research will factor in relevant theories in the market regarding staff recruitment and retention. To get the required data, a quantitative approach will be employed by use of questionnaires administered to different participants in different companies. In this regard, this study is significant in laying a basis for coming up with the best human resource strategies in an organization.

Scope and Limitation
The approach taken in this research is investigative whereby different companies and players are questioned. Some of the issues to be ascertained are whether the companies employ online platform in their staff recruitment, their strategic staff management, and business operations. However, the research is limited due to inability to involve employees from many different companies and countries. It is because of time factors and lack of adequate resources to expand the scope of the research. The approach has been chosen because the objective of this study is not qualitative but quantitative. It aims to answer questions without giving numerical values. However, some qualitative techniques would bring about a more accurate comparison with the use of percentages and ratios.

Farrell, A. M., Grenier, J. H., & Leiby, J. (2016). Scoundrels or stars? Theory and evidence on the quality of workers in online labor markets. The Accounting Review, 92(1), 93-114. doi
Leung, M. D. (2016). Learning to hire? Hiring as a dynamic experiential process in an online market for contract labor. SSRN. Retrieved from
Lorenz, B., & Kikkas, K. (2014, June). If I do not like your online profile I will not hire you! International Conference on Learning and Collaboration Technologies, 8524, 429-439. Springer International Publishing. doi 10.1007/978-3-319-07485-6_42
Smita, P., & Sarika, M. (July, 2015). Analysis of the pros and cons of online recruitment methods in India. International Journal of Engineering and Management Sciences, 6(2), 65-67.Retrieved from ol6(2)…/Index%20IJEMS%20vol6(2)2015.pdf