The purpose of this single case study was to explore the recruiting and hiring practices used by human resources (HR) and recruitment managers to support organizational goals for performance improvement. Data were collected from semistructured interviews with 4 HR and recruitment managers from a vegetation management company in Pennsylvania and review of organizational documents. Bertalanffy's general systems theory (GST) and Thelen and Smith's dynamic systems theory (DST) were the basis for the study's conceptual framework. Data reliability and validity were achieved through an interview protocol, member checks, interview transcriptions, and methodological triangulation. The study included an inductive analysis of interviewees' responses to identify patterns and themes. Four themes emerged from data analysis: improved strategies, practices, and processes to strengthen performance; methods for adhering to contractor and federal compliance requirements; sound measurement of HR performance and evaluation of candidates' needs; and incorporation of recruitment process outsourcing. The implications of this study for positive social change include the potential to improve HR strategies used to attract candidates through social media applications, competitive compensation packages, and streamlined onboarding processes. These practices and new workers may lead to increased productivity and a competitive advantage for businesses, which may result in enhanced employment opportunities in Pennsylvania communities.
| Identifer | oai:union.ndltd.org:waldenu.edu/oai:scholarworks.waldenu.edu:dissertations-8847 |
| Date | 01 January 2019 |
| Creators | Wardlaw, Marcus Karl |
| Publisher | ScholarWorks |
| Source Sets | Walden University |
| Language | English |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | Walden Dissertations and Doctoral Studies |
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