Research Report
Assessment Summary
What
Produce a research report of 2000 words relating to one of the topics listed for the annotated bibliography.
Why
Reports aim to clearly transmit information about a topic that has been compiled as a
result of research and analysis to a specific audience. As such, it is an essential
communication skill needed for academia, business and government.
he reportmust include:
Cover Page–Professional (name of report, consultant names, date, version)
Executive Summary (focus on your recommendations to Senior Managers)
Table of Contents
Introduction (Aninteresting start that ‘hooks’that interests the reader; link to organisational
productivity and performance
Definition of key terms
Issues - describe the issues identified (using the literature, analysing how it would affect the
organisation)
Recommendations–develop a series of recommendation/s to present to the Senior Management
Team.
Reference List
•Appendices (remember these are used only for additional detail)–example: Group Project Plan which allows for a multisource evaluation (Peer reviews & activity records to be submitted).Your report should include headings; you must include at least10 relevant academic/crediblereferences (2008+). The reportmust not exceed 2000 words, it should be 1.5 spaced, 11pt font, with Margins 2.5cm. Include all in text and end text references as per the Murdoch guidelineshttp://library.murdoch.edu.au/Students/Referencing/. You must use APA referencing.
Microsoft Word - MBS521_Group Report_Marking Guide.docx MBS521 Marking Rubric – Group Report Criteria Unacceptable Pass Credit Distinction High Distinction Executive Summary No executive summary is included. Executive summary is unclear, and poorly structured. Executive summary is somewhat unclear. A summary of the issue/s is provided. Some focus on the actions required by executives is given. Executive summary is clear. A clear summary of the issue/s is provided. Actions and/or recommendations are outlined but require greater emphasis. Executive summary is clear and concise. Actions and/or recommendations are clearly outlined. Introduction Introduction is not included. Introduction is unclear and does not outline the report structure. Introduction is fairly clear, outlines the report structure. Introduction does not fit the topic within the broader academic literature. Introduction is clear, outlines the report structure. Introduction positions the topic within the broader academic literature. A hook is used to attract the reader. Introduction is clear, succinct and outlines the structure of the report. Introduction positions the topic within the broader academic literature. An interesting hook is used to attract the reader. Definition of Key terms Key term/s are not defined. Some key terms are defined. Definitions don’t draw on academic literature to explain the key terms and concepts. Some key terms are defined. Definitions draw on some academic literature to explain the key terms and concepts. Key terms are defined. Definitions draw on some recent academic literature to explain the key terms and concepts. Key terms are clearly defined. Definitions draw on recent academic literature to explain and articulate the key terms and concepts. Identification of the Issues No discussion of what the issues are. Limited discussion of what the issues are. Some discussion of the issues, which draws on academic literature. Discussion of what the issues are, which draws on recent academic literature. Comprehensive coverage of the consequences of the issues. Draws on significant recent academic literature. Recommendations No recommendations are provided. Recommendations are not well considered, or lack detail and justification. Recommendations are provided, but not all are well justified. Recommendations are mostly well considered. They take into account some of the issues identified. Priority of the recommendations is not considered. Recommendations are well considered. They take into account the issues identified. They clearly support other sections of the report. Priority of the recommendations is well considered. Academic Skills Very limited reference to academic research. 8+ references to recent and relevant academic research. 10+ relevant references used, but only 8+ are recent and relevant academic sources. 10+ references to recent and relevant academic research. 13+ recent (yr 2008+) academic articles are used. Formatting & Referencing In-text and End-text contains many serious errors. Referencing is very poor and does not follow APA guidelines. Cover page and table of contents are unprofessional. In-text and End-text contains a number of serious errors. Referencing is poor and does not follow APA guidelines. Cover page and table of contents are basic. In-text and End-text contains minor errors. Referencing is adequate. Not all APA guidelines are followed. Cover page and table of contents are good. In-text and End-text contains a few very minor errors. Referencing is good. Most APA referencing guidelines are followed. Cover page and table of contents are professional. In-text and End-text contains no errors. Referencing is very good. APA referencing guidelines are followed. Cover page and table of contents are professional. NB:/ All aspects are NOT equally weighted; marks are given for the report overall. Comments: Mark: /25 The Impact of social media on recruitment process in large organizations A. Carrillat, F., d’Astous, A., & Morissette Grégoire, E. (2014). Leveraging social media to enhance recruitment effectiveness. Internet Research, 24(4), 474-495. doi:10.1108/IntR-07-2013-0142 The motivation behind this paper is to explore how firms can utilize online life, for example, Facebook to select top employment possibilities. The authors approached the university students through a Facebook page, creating a fake event for four days to participate. They found that the participants were attracted to the brand name of the employer. They also found this method of approaching to employees through Facebook to be more accessible and economical without investing many efforts. The main limitation of this study is that it involved limited participants and the Facebook page created was available to the participants only for the minimal time of 4 days. Moreover, it used only Facebook page for inviting participants to apply for the post. Other social sites were ignored in their research. They finally concluded that recruiting through online sites has some concerns, but it should be of more significant advantage using it as a medium of recruitment. This paper will help me in my research work to find out how the social media can enhance the effectiveness of recruitment process. Banerjee, P., & Gupta, R. (2019). Talent attraction through online recruitment websites: Application of web 2.0 technologies. Australasian Journal of Information Systems, 23doi:10.3127/ajis.v23i0.1762 This journal involves the study on how the potential employees can be attracted towards the companies through web 2.0 technologies. In the present labour market, businesses need to feature their brand image in front of imminent employment searchers. This leads to a higher possibility of enlisting the best talent towards the company. In this article, the endeavour is made in exploring to what degree web 2.0 innovations, for example, webcasts, web journals and online worker tributes may improve the business' image. The authors made six distinct sites representing a vocation page of a fabricated firm in six unique styles with the assistance of an expert web-advancement office. Information was gathered utilizing an electronic survey with work searchers who have just been working for as far back as 1-2 years. This system may not be relevant in a labour market during recession period as the job seekers at that time want the job. They do not bother about the credibility of the sites through which they are applying for the jobs. Apart from that, the research was conducted in India only. Therefore, this might not apply to other countries job market. The authors conclude that the firms need to use digital broadcast innovation to feature their working environment. They need to post their virtual work environment visits through their authorised YouTube page and website. Koch, T., Gerber, C., & De Klerk, J. J. (2018). The impact of social media on recruitment: Are you LinkedIn? SA Journal of Human Resource Management, 16(2), e1-e14. doi:10.4102/sajhrm.v16i0.861 In this article, Koch et al. compare the traditional and the modern technique of the recruitment process. They focus on what are the benefits of the new way of recruiting techniques using social media. They found that hiring through social sites is more effective and economical. With the exponential development in social sites such as LinkedIn, Facebook and Twitter, essential devices were created which can be utilized to recognize and attract the best talent towards the company. This article is beneficial for my research as it considers the importance of social media in recruiting methods in comparison to the old methods of recruitment. The authors used semi-structured interviews with the recruiters for data collection. They used a sampling technique for the selection of recruiters and selected 12 recruiters from 4 different agencies. This article is limited to South Africa only, which is its significant limitation. Moreover, the authors focus on a limited group of recruiters only not covering all the recruitment agencies of South Africa. Apart from this, they did not focus on the applicants’ viewpoint on recruitment. This article will fit my research as it discussed the importance of the different websites that form the part of the social media. Ladkin, A., & Buhalis, D. (2016). Online and social media recruitment: Hospitality employer and prospective employee considerations. International Journal of Contemporary Hospitality Management, 28(2), 327-345. doi:10.1108/IJCHM-05-2014-0218 The above Journal article throws light on the impact of social media on the recruitment process of the hospitality industry from the viewpoint of both the recruiters and the eventual applicants. The organizations generally expect to reduce the employee turnover, and for such reason, they try to attract the potential staff members. Therefore, they align the new technology in their recruitment process to take advantage to attract the available worldwide talent. The applicants can also trace the recruiters online easily through different websites and can quickly gather information about the hiring company. This can be done through different reviews of existing employees and the information formally available online. This article is useful to my research topic as this article focus on the dual perspective and also discuss the concerns relating to online recruitment through social sites. The main limitation of this article is that it focusses its interest in hospitality industry only. Moreover, the authors did not collect any new data on their own but used the data from previous research work. This journal will not be the basis of my research but will help me to gather supplementary data to my research work. Landers, R. N., editor, & Schmidt, G. B., editor. (2016). Social media in employee selection and recruitment: Theory, practice, and current challenges. Switzerland: Springer. doi:10.1007/978-3-319-29989-1 The authors discuss how media platform helps in the selection process of employees and what are the concerns involved in that procedure. This book is a complete asset as of now accessible for both specialists and professionals attempting to see how internet based life is and how it might be utilized in employee enrolment. The authors also provided suggestions and recommendations relating to the issues concerned. Various associations are now utilizing web-based social networking and are adding internet based life to their effective procedure consistently. In the final chapter, they have mentioned about the survey conducted by them concerning recruitment through social sites pointing out the different opinions of people relating to