Organisational Culture at Monster Worldwide, Inc - Case Study Example

RРОRАTE VENTURING By Students name Course Professor University State Date Introduction The service industry is one the key products than cannot be sold in a store, but rather it’s an action set of execution for a customer. The growth of service industry especially on the recruitment and hiring has contributed a lot to the human resource industry. The key capacity of the human resource industry is the creation support and supervision of employee profitability. This increased need has led to new developments in the field of human resource (Parry, and Wilson, 2009) Where in the recent years the human resource has managed to identify the need for good employee development and training programs. As one way of attracting the best qualified workforce, loyalty enhancement, and maintained employee morale, companies should be able to offer attractive welfare programs to their employees (Parry, and Tyson, 2008). In this regard the human resource experts applies their expertise in the design of the most efficient company's benefits. As a result, employment market places have been found to plays a crucial role in incapacitating geographical and support for job seekers in mooring themselves a necessary job and assist in getting a comprehensive job seeker capabilities and skills. This is one of the currently available ways of making the recruitment and selection of right employees easy. This approach is based on the fact that acquisition of the most suitable and qualified employees’ helps a company to earn a competitive edge. Today the number of staffing activates being conducted on an online platform has increased significantly. This implies that online job platforms play a key role in matching employers with job seekers. The number of job seekers is increasing, making the work of job recruiters difficult when it comes to selecting the best-suited candidate. Companies such as Monster Worldwide, Inc. plays a key role in the online employment market. Monster Worldwide is among the world largest online employment platform that plays a key role in matching employers with job seekers. Monster Worldwide, Inc. Monster Worldwide, Inc. has some consolidated subsidiaries over the world. The company is a worldwide pioneer in associating the right talent to employments from any area. The organization's main goal is to help individuals enhance their own life by giving them access to the right job openings and engage clients to be more cautious and effective in finding the best skills and talents anyplace. As of now the organization has extended its administrations to more than 40 nations on the globe and gives a portion of the broadest employment search, vocation administration enlistment and talent administration capacities. The organization is proceeding with its spearheading work of change in the enrollment business through the use of advanced technology and social media solutions and inclusion of flag ship website and offices and a vast array of services and products. Monster Worldwide holds on unparalleled international reach through the presence in more than 50 nations all inclusive, incorporating a lead office in North America and workplaces in France, the United Kingdom, Canada, South Korea, Australia, Germany and the sky is the limit from there. In 2014 the company revealed a novel strategy aimed at driving the business forward and enhancement of a competitive position. The strategy is based on encapsulation and contemporization of Monsters memorable reason for conveying mankind and the chance to the employment advertise with an aim of enhancing lives, communities and business around the globe. The company goes on to concentrate on its central goal of making and conveying the best enlisting media and innovation stages for linking individuals and employment. Today the organization strives to achieve people’s needs by offering them the best instruments to connect and find the best employers. In order to get a clear picture on Monster Worldwide, Inc. operations and capabilities in the recruitment industry, this paper deems right to compare it with SEEK limited. Comparisons and analysis Leadership Monster Worldwide, Inc. and SEEK limited both companies uses the top down management style which is also referred to as autocratic leadership mainly in the psychology context. An autocratic leadership is a case where the CEO reaches independent conclusions that improve the work place. The conclusions made by the CEO are then passed down to the employees. In both cases lower level managers in other departments in the two companies are seen to have input on how to accomplish the set goals although they are not seen to have much authority when it comes to changing strategies with the highest level management approval. This can be proved by the fact that these lower level managers are seen to report direct to the CEO. In Monster Worldwide, Inc some of the departments that are close to the top most management are operating departments, Global Government Solutions HR management department among others. The same style is seen from SEEL limited where some of top lower level managers include human resource director, chief financial officer, and groups’ strategist among others. One very notable difference between the two companies is based on the CEO, where SEEK limited is led by the co-founder of the company which is not the same case when it comes to Monster Worldwide, Inc. In this case SEEK limited leadership is seen to be based on Visionary leaders Organisational culture Monster Worldwide, Inc and SEEK limited are both players when it comes to candidate sourcing and attraction where the most significant aspect of culture is based on the degree where common practices and beliefs in these two companies as taken to be unique and similar to those beliefs of candidates that they source. The most critical aspect of organizational culture between the two companies are the philosophies that employees are expected to support and overcomes in order to remain and enable the companies effective. Organizational culture is paramount in both companies now that they assist in acquisition of new employees for other companies this enables those selected and retained to be successful. Innovation approach SEEK limited when it comes to innovation it seems committed to creating world class product technology solutions aimed at addressing the job seekers needs through well-developed online market places. The company websites receives a huge number of visits. In addition as part of its innovation strategy the company offers online education services and leading online education. Monster Worldwide, Inc is a world leader in connection people to jobs, Monster has and is continuing to pioneer the business of digital recruiting since 1994, and its currently an online recruitment provider able to serve its customers on a truly global basis. The company has a global web pages that are able to offer valuable advert spaces on properties such as Military.com and FastWeb.com. These sites deliver a quality audience and highly desirable consumer demographics to companies considering to display case their brand to their target audience. As we continue to seek strategic ways to expand our offerings by making sure that they have technology and infrastructure to deliver the highest level of service. Approach to CSR Monster Worldwide, Inc tries to live up to the ideal guided by its values as well as core competences are motivates people to develop their lives. The company values defines its and motivates the entire company to drive their behaviour to turn out as the best for its stakeholders, customers and the communities around where it is situated and operates. The company has a strong believe in doing well for the company and this can be identified from its philanthropic program (Monster Worldwide, 2015). As a result Monster Worldwide, Inc core competences are leveraged against a tactical philanthropic program that finances resources under the thematic umbrella of: Career development and transformation. In addition, the philanthropy supports the theme in areas such as education, support, resources and tools that enables individuals to get access to academic foundation essential to succeed (Jenkins, 2009). Support is provided inform of guidance and resources to help people attain their work life objectives and potential. Support of these themes has been achieved through funding offered by Monster to charitable organizations that ranges from success and career gear in many parts of the world. In the case of SEEK limited CSR has not been left behind and the company has been able to develop a wide range of corporate responsibility advantages since its early days. The company runs a volunteer program known as matched giving programs bright futures. There is also positive commitment from the company to make positive contribution which acts like a phenomena that is deep inside the company’s DNA (Almotairi, Alam, & Gaadar, 2013). Nevertheless, it is import for SEEK limited to strive hard and enjoy increased value from these investments by giving them priorities over business and assimilate them into an increased strategic and attentive approach to CSR for a long term. In respect to a widened range of internal views on a strategic relevance to CSR, the company has embarked on a five step plan towards its development. This procedure has assisted the company in getting an increased insight in the resulting CSR plan and the whole organization involvement. There are is a clear indication SEEK over the years has strived to report various benefits intended to grow their volunteer program, decrease their environmental footprint, and increase participation in the Bright Futures program. Problems encountered Monster Worldwide, Inc is facing risks associated with its foreign operation where it has managed to earn revenue on operations conducted outside United States. The company pays operating expenses using the local currencies. This move exposes it to exchange rate fluctuations between the local currencies and the United States dollar. Following the kind of heightened volatility being experienced in the world foreign exchange rates the company finds it hard to predict the direction and the power of future currency fluctuations (Monster Worldwide, 2015). Another major problem encountered by the company is currency’s weakness in which it produces sales that are relative to currencies in which its costs are dominated. This has an ability to lower its operation results. In the foreign jurisdiction the company is subject to taxation, again the transaction in the foreign subsidiaries may be subject to foreign and home taxation withholding. It is also important to note that the applicable tax rates may be different from those in America where the company is located (Monster Worldwide, 2015). There is the issue of competition in its markets and are characterized by increased and growing pressure to lower service prices, incorporation of novel abilities and technologies and acceleration of hiring timelines. The company also faces competition from other numerous sources such as other employment-related websites like SEEK limited, REED and others (Liljander, van Riel, and Pura, 2002). There is also niche career websites which targets a certain industry veticals. Professional networking and social networking websites and others are a strong source of competition for the company. The issue of competition is not exceptional. The company is subjected to increased competition to well established and upcoming ventures in this industry. The most evident source of completion for SEEK is based on its move to establish a new venture. Despite of being a competitive threat the problems will emanate from management issues where the company will not be able to operate in a competitive way. In addition, this will call for increased number of employees and operation cost .Other aspects that will arise will be new marketing policies from the existing ones and their implementation procedures. Competition is seen as a source of all problems encountered by SEEK limited. As explained in the case of Monster Worldwide, Inc the internet recruiting organizations are prone to increasing rivalry that emanates from absence of enough gifted personalities for the available job opening. Change resistance is furthermore another main problem that may rise up out of the new investment started by SEEK. In any affiliation, agent impenetrability to change can be a response to any new action. Worker resistance may develop on the grounds that representatives feel undermined and shaky of the progressions that are being made. Generally it is important to note that SEEK like other companies in this industry may continue to experience problems within their operations due to numerous general reasons such as general political uncertainty challenges in staffing and foreign operations management, competition posed by domestic recruiting services and taxation issues. Learnings The report indicates there are numerous transformations that are taking place within the human resource sector. This has been triggered to be increasing demand for skilled professional (Minelli, Chambers, and Dhiraj, 2012). Many companies are trying to evade the costly and demanding task of advertising their job vacancies and instead finds it worth to do so through the help of an online recruiting agency. This move has led to the growth and development of this industry. It is also clear that hiring like any other management decision there should careful planning and a clear indication or direction of what is actually needed in the industry. There increased need for talented and committed workers in the contemporary workforce (Thurlow, 2014). The report also makes it clear that although Monster Worldwide, Inc and SEEK limited have been well established in this industry for quite some time, they are faced with challenges especially when it comes to attracting skilled and talented workforce. The issue of rapidly growing and transforming industry in terms of technology and other aspects companies must keep up with the pace to avoid being absolute and remain competitive. Recommendations It is clear from the report that online recruiting companies are facing numerous problems and the most common ones are based on competition, changing technologies, lack of qualified and skilled candidates. The issue of speed on the selection and recruitment and establishment of novel ventures is also worth highlighting. These companies and in this case Monster Worldwide, Inc and SEEK limited should try and increase focus on their development and growth strategies. This can be attained through increased advisement especially through the rapidly growing social media platforms. Technological advancement is also a key approach among these companies. This is based on the fact that the market for the services offered by these companies is characterised by rapid technological advancements, introductions of new service lines as well as evolving industry standards. There should be continuous improvements in performance features in order to keep up the pace of the emerging character of the products and services offered by these companies (SEEK, 2016). The implication is that Monster Worldwide, Inc and SEEK limited must be able to responds quickly and successful to remain cost effective and sufficient to these developments. Conclusions This report clearly shows that the major importance of recruitment and selection is a crucial tool for all parties that are involved in the development and management of people. The success of the companies reviewed in this report can be connected with the shirking of basic components of undesirable levels of staff turnover and instances of isolation from unsuccessful occupation applicants. Online recruiting companies like Monster Worldwide, Inc and SEEK limited might be in possession of an increasing will to recognize the qualities of flexible and resourceful thinking among the potential employees. Nevertheless, this is not the case always it because numerous modern occupations do not necessitate such skills with respect to jobholders. The legitimacy question of both the recruiting companies, job seekers and organizations seeking the services as afar as selection strategies and techniques are concerned in terms of interviewing and other measures that are effectual predictors of performance. Reference List Almotairi, M, Alam, A & Gaadar, K 2013. A case study “challenges and threats for international business” American Journal of Research Communication, vol.1 no. 4, pp. 94-99. Jenkins, H., 2009. A ‘business opportunity’model of corporate social responsibility for small‐and medium‐sized enterprises. Business ethics: A European review, 18(1), pp.21-36. Liljander, V., van Riel, A.C. and Pura, M., 2002. Customer satisfaction with e-services: the case of an online recruitment portal. In Electronic services (pp. 407-432). Gabler Verlag. Minelli, M., Chambers, M. and Dhiraj, A., 2012. Big data, big analytics: emerging business intelligence and analytic trends for today's businesses. John Wiley & Sons. Monster Worldwide, I., 2015. MONSTER ANNUAL REPORT , Boston: s.n. Parry, E. and Tyson, S., 2008. An analysis of the use and success of online recruitment methods in the UK. Human Resource Management Journal, 18(3), pp.257-274. Parry, E. and Wilson, H., 2009. Factors influencing the adoption of online recruitment. Personnel Review, 38(6), pp.655-673. SEEK 2016, About Us. Accessed 20th September, 2016 retrieved from: SEEK 2016a, SEEK limited annual report 2016. Accessed 20th September, 2016. Retrieved from; Thurlow, R 2014, Australia’s SEEK to buy Job Street in $524 million deal. The Wall Read More