Future of Employee Training and Development -3 Research Paper

Future of Employee Training and Development -3 - Research Paper Example Several organizations, therefore, use a large percentage of their resources for permanent and continuous employee training and advancement. Organizations that are constantly developing knowledge, extending it to the entire organization, and implementing it inside the new technology develop high quality products and excellent services. These activities portray the company as a learning institution with constant innovation in its business activities. These are organizations that have realized that learning and employee development is a key determinant for their business. The increasing complexity and uncertainty of the business environment requires different and advanced knowledge. Modern business activities require improved skills and knowledge that are still inadequately present in the formal school education. The gap between business requirements and training acquired at school is increasing. Current customers are highly selective, and organizations cannot continue with mass product ion. Increased and sophisticated customer demands require new solutions and knowledge. Organizations have to constantly revise their products and service mix due to increasing competition. Dynamic competition, sophisticated technology, knowledge economy, and globalization have changed the importance of employee training in organizations (Gitman and McDaniel, 2009). Differences between organizations are caused by differences in human capital. This has transformed employee knowledge and development to become the most reliable source of competitive advantage. Other factors of production are still valid, but employee skills are more relevant in the current environment. Employee training and development has become an important aspect for future organizational development. Learning and developmen

In light of ever-expanding network activity, what should be the role Essay

In light of ever-expanding network activity, what should be the role of supra-national organizations in crises like the Arab Spring and Libya in 2011 Why - Essay Example The mistreatment of the people in Libya and victims of the Arab Spring should have been a concern for the supra-national organizations. The political leaders in Africa for example in Libya use their power to oppress the minority. These leaders deny their subjects their human rights and make their lives miserable under their rule. The success of NATO depended on the chance of Libya emerging as a stable democratic nation.2 The success of supra-national organizations is dependent on their objectives. Doubts have been casted over the responsibility of networks to protect vulnerable populations. Supra-national organizations have the ability to protect the vulnerable through ensuring there are fair elections among less democratic state. Such states are exposed to unfair elections and election violence, as well as oppressive rules. However, the supra-national organizations have legal authority only over member states. This means that cases of Libya and the Arab Spring can be handled by the African Union or the United Nation among others.3 This is legal right of membership is the reason why Falk questions NATO’s involvement with Libyan issues. Conclusively, networks may be a threat to governments; however, confronting them is not a simple task. This is because interaction of individuals through the internet is the cause of the expansion of networks. Supra-national organizations must ensure every person around the globe practices his or her human rights. NATO intervention in Libya might be question, but despite going against the UN, NATO’s move might have saved lives of many individuals in Libya. Jie Tang, Irwin King, and Ling Chen, Advanced Data Mining and Applications: 7th International Conference, ADMA 2011, Beijing, China, December 17-19, 2011, Proceedings, Volume 1. New York: Springer,

Competition in my life. (Any story of competition that I might Essay

Competition in my life. (Any story of competition that I might encountered in life, and so on. look for instructiions) - Essay Example I know how it feels to be awake on a chilly morning going for endless laps. However, not all this has been in vain, as I have won a few medals, excelled in some races and even lost in others. This essay is a narration of one of the most memorable swimming competition in my life. It was an early Thursday morning when all the members of the swim team assembled in the school swimming pool for a warm up session on the day of the competition. Our coach was enthusiastic and gave us an encouraging speech after the warm up session (Ramsay 106). I would take part in four swimming events including the 400 free, 200 free relay, 50 free and 100 free. I was under intense pressure to give an outstanding performance, as this was my specialized swimming style. On the other hand, I was nervous, as it was the first race I had taken part in with so many experienced swimmers. The first race that I took part in was the 50 free and I was in the third lane. The referee instructed all the swimmers to step up and the pool seemed unusually longer. The gun went off and the referee shouted ‘GO!’ All the six competitors dove into the water and the water felt so cold that I felt dizzy. The race was faster than I expected and I came out forth. I had hoped for a better performance and promised myself to do better in the remaining races (Ramsay 106). When I went back to my team members, they patted me on the back and told me that I had done well as all the other team members had performed worse in other races. To my utter surprise, this was the best time I had ever clocked in this race. I could only hope for an improved performance in the remaining races. The 100-meter race was no different, my opponents seemed taller and stronger, and this intimidated me. However, I did not give up as I could see my teammates, friends and family cheering me on from the bleachers. When the gun went off, I dove in the waters hoping for a better performance. This time I emerged third as

Future of Employee Training and Development -3 Research Paper

Future of Employee Training and Development -3 - Research Paper Example Several organizations, therefore, use a large percentage of their resources for permanent and continuous employee training and advancement. Organizations that are constantly developing knowledge, extending it to the entire organization, and implementing it inside the new technology develop high quality products and excellent services. These activities portray the company as a learning institution with constant innovation in its business activities. These are organizations that have realized that learning and employee development is a key determinant for their business. The increasing complexity and uncertainty of the business environment requires different and advanced knowledge. Modern business activities require improved skills and knowledge that are still inadequately present in the formal school education. The gap between business requirements and training acquired at school is increasing. Current customers are highly selective, and organizations cannot continue with mass product ion. Increased and sophisticated customer demands require new solutions and knowledge. Organizations have to constantly revise their products and service mix due to increasing competition. Dynamic competition, sophisticated technology, knowledge economy, and globalization have changed the importance of employee training in organizations (Gitman and McDaniel, 2009). Differences between organizations are caused by differences in human capital. This has transformed employee knowledge and development to become the most reliable source of competitive advantage. Other factors of production are still valid, but employee skills are more relevant in the current environment. Employee training and development has become an important aspect for future organizational development. Learning and developmen

Competition in my life. (Any story of competition that I might Essay

Competition in my life. (Any story of competition that I might encountered in life, and so on. look for instructiions) - Essay Example I know how it feels to be awake on a chilly morning going for endless laps. However, not all this has been in vain, as I have won a few medals, excelled in some races and even lost in others. This essay is a narration of one of the most memorable swimming competition in my life. It was an early Thursday morning when all the members of the swim team assembled in the school swimming pool for a warm up session on the day of the competition. Our coach was enthusiastic and gave us an encouraging speech after the warm up session (Ramsay 106). I would take part in four swimming events including the 400 free, 200 free relay, 50 free and 100 free. I was under intense pressure to give an outstanding performance, as this was my specialized swimming style. On the other hand, I was nervous, as it was the first race I had taken part in with so many experienced swimmers. The first race that I took part in was the 50 free and I was in the third lane. The referee instructed all the swimmers to step up and the pool seemed unusually longer. The gun went off and the referee shouted ‘GO!’ All the six competitors dove into the water and the water felt so cold that I felt dizzy. The race was faster than I expected and I came out forth. I had hoped for a better performance and promised myself to do better in the remaining races (Ramsay 106). When I went back to my team members, they patted me on the back and told me that I had done well as all the other team members had performed worse in other races. To my utter surprise, this was the best time I had ever clocked in this race. I could only hope for an improved performance in the remaining races. The 100-meter race was no different, my opponents seemed taller and stronger, and this intimidated me. However, I did not give up as I could see my teammates, friends and family cheering me on from the bleachers. When the gun went off, I dove in the waters hoping for a better performance. This time I emerged third as

Organic food Essay Example for Free

Organic food Essay We asked Food Scientists a simple question: â€Å"What foods do you avoid? Experts from different areas of specialty explain why they won’t eat these eight foods. Food scientists are shedding light on items loaded with toxins and chemicals–and simple swaps for a cleaner diet and supersized health. Experts from different areas of specialty explain why they won’t eat these eight foods. Clean eating means choosing fruits, vegetables, and meats that are raised, grown, and sold with minimal processing. Often they’re organic, and rarely (if ever) should they contain additives. But in some cases, the methods of today’s food producers are neither clean nor sustainable. The result is damage to our health, the environment, or both. So we decided to take a fresh look at food through the eyes of the people who spend their lives uncovering what’s safe–or not–to eat. † Their answers don’t necessarily make up a â€Å"banned foods† list. But reaching for the suggested alternatives might bring you better health–and peace of mind. 1. The Endocrinologist Won’t Eat: Canned Tomatoes Fredrick Vom Saal, is an endocrinologist at the University of Missouri who studies bisphenol-A. The problem: The resin linings of tin cans contain bisphenol-A, a synthetic estrogen that has been linked to ailments ranging from reproductive problems to heart disease, diabetes, and obesity. Unfortunately, acidity (a prominent characteristic of tomatoes) causes BPA to leach into your food. Studies show that the BPA in most people’s body exceeds the amount that suppresses sperm production or causes chromosomal damage to the eggs of animals. â€Å"You can get 50 mcg of BPA per liter out of a tomato can, and that’s a level that is going to impact people, particularly the young,† says vom Saal. â€Å"I won’t go near canned tomatoes. † The solution: Choose tomatoes in glass bottles (which do not need resin linings), such as the brands Bionaturae and Coluccio. You can also get several types in Tetra Pak boxes, likeTrader Joe’s and Pomi. Exposure to BPA Causes Permanent Damage In OffSpring 2. The Farmer Won’t Eat: Corn-Fed Beef Joel Salatin is co-owner of Polyface Farms and author of half a dozen books on sustainable farming. The problem: Cattle evolved to eat grass, not grains. But farmers today feed their animals corn and soybeans, which fatten up the animals faster for slaughter. But more money for cattle farmers (and lower prices at the grocery store) means a lot less nutrition for us. A recent comprehensive study conducted by the USDA and researchers from Clemson University found that compared with corn-fed beef, grass-fed beef is higher in beta-carotene, vitamin E, omega-3s, conjugated linoleic acid (CLA), calcium, magnesium, and potassium; lower in inflammatory omega-6s; and lower in saturated fats that have been linked to heart disease. â€Å"We need to respect the fact that cows are herbivores, and that does not mean feeding them corn and chicken manure,† says Salatin. The solution: Buy grass-fed beef, which can be found at specialty grocers, farmers markets, and nationally at Whole Foods. It’s usually labeled because it demands a premium, but if you don’t see it, ask your butcher. 3. The Toxicologist Won’t Eat: Microwave Popcorn Olga Naidenko, is a senior scientist for the Environmental Working Group. The problem: Chemicals, including perfluorooctanoic acid (PFOA), in the lining of the bag, are part of a class of compounds that may be linked to infertility in humans, according to a recent study from UCLA. In animal testing, the chemicals cause liver, testicular, and pancreatic cancer. Studies show that microwaving causes the chemicals to vaporize–and migrate into your popcorn. â€Å"They stay in your body for years and accumulate there,† says Naidenko, which is why researchers worry that levels in humans could approach the amounts causing cancers in laboratory animals. DuPont and other manufacturers have promised to phase out PFOA by 2015 under a voluntary EPA plan, but millions of bags of popcorn will be sold between now and then. The solution: Pop organic kernels the old-fashioned way: in a skillet. For flavorings, you can add real butter or dried seasonings, such as dillweed, vegetable flakes, or soup mix. Make it organic and use coconut oil. If You’re Still Eating Microwave Popcorn, You’re Not Fully Grasping The Health Consequences 4. The Farm Director Won’t Eat: Nonorganic Potatoes Jeffrey Moyer is the chair of the National Organic Standards Board. The problem: Root vegetables absorb herbicides, pesticides, and fungicides that wind up in soil. In the case of potatoes–the nation’s most popular vegetable–they’re treated with fungicides during the growing season, then sprayed with herbicides to kill off the fibrous vines before harvesting. After they’re dug up, the potatoes are treated yet again to prevent them from sprouting. â€Å"Try this experiment: Buy a conventional potato in a store, and try to get it to sprout. It won’t,† says Moyer, who is also farm director of the Rodale Institute (also owned by Rodale Inc. , the publisher of Prevention). â€Å"I’ve talked with potato growers who say point-blank they would never eat the potatoes they sell. They have separate plots where they grow potatoes for themselves without all the chemicals. † The solution: Buy organic potatoes. Washing isn’t good enough if you’re trying to remove chemicals that have been absorbed into the flesh. Budget tip: Organic potatoes are only $1 to $2 a pound, slightly more expensive than conventional spuds. 5. The Fisheries Expert Won’t Eat: Farmed Salmon Dr. David Carpenter, director of the Institute for Health and the Environment at the University at Albany, published a major study in the journal Science on contamination in fish. The problem: Nature didn’t intend for salmon to be crammed into pens and fed soy, poultry litter, and hydrolyzed chicken feathers. As a result, farmed salmon is lower in vitamin D and higher in contaminants, including carcinogens, PCBs, brominated flame retardants, and pesticides such as dioxin and DDT. According to Carpenter, the most contaminated fish come from Northern Europe, which can be found on American menus. â€Å"You could eat one of these salmon dinners every 5 months without increasing your risk of cancer,† says Carpenter, whose 2004 fish contamination study got broad media attention. â€Å"It’s that bad. † Preliminary science has also linked DDT to diabetes and obesity, but some nutritionists believe the benefits of omega-3s outweigh the risks. There is also concern about the high level of antibiotics and pesticides used to treat these fish. When you eat farmed salmon, you get dosed with the same drugs and chemicals. The solution: Switch to wild-caught Alaska salmon. If the package says fresh Atlantic, it’s farmed. There are no commercial fisheries left for wild Atlantic salmon. Farmed Fish vs. Wild Fish: How Healthy Is The Fish At Your Favorite Grocery? 6. The Cancer Researcher Won’t Drink: Milk Produced With Artificial Hormones Rick North is project director of the Campaign for Safe Food at the Oregon Physicians for Social Responsibility and former CEO of the Oregon division of the American Cancer Society. The problem: Milk producers treat their dairy cattle with recombinant bovine growth hormone (rBGH or rBST, as it is also known) to boost milk production. But rBGH also increases udder infections and even pus in the milk. It also leads to higher levels of a hormone called insulin-like growth factor in milk. In people, high levels of IGF-1 may contribute to breast, prostate, and colon cancers. â€Å"When the government approved rBGH, it was thought that IGF-1 from milk would be broken down in the human digestive tract,† says North. â€Å"There’s not 100 percent proof that this is increasing cancer in humans,† admits North. â€Å"However, it’s banned in most industrialized countries. † The solution: Buy raw milk or check labels for rBGH-free, rBST-free, produced without artificial hormones, or organic milk. These phrases indicate rBGH-free products. Why Do Humans Still Drink Milk? 7. The Biotech Specialist Who Won’t Eat Conventional Soy: GMO Unfermented Soy Michael Harris is biotech specialist who has directed several projects within the biotech sector including those for genetically engineered food. He has been a consultant, manager and director for companies such as Xenon Pharmaceuticals and Genon Corporation. The problem: Genetically engineered food is a cause of great concern due to the manipulation of DNA and genetic code including transfers from one species to another. Fermented Soy Is The Only Soy Food Fit for Human Consumption and since almost 90% of soy in the world is genetically modified, if you are not ensuring sources are organic, long-term health problems are inevitable, especially since soy has been found to affect hormonal balance and even cause cancer. The solution: Check labels to ensure soy is Non-GMO or organic and never consume unfermented sources. If possible contact the company to find out exactly where the Non-GMO soy was obtained. 8. The Organic-Foods Expert Won’t Eat: Conventional Apples Mark Kastel, a former executive for agribusiness, is codirector of the Cornucopia Institute, a farm-policy research group that supports organic foods. The problem: If fall fruits held a â€Å"most doused in pesticides contest,† apples would win. Why? They are individually grafted (descended from a single tree) so that each variety maintains its distinctive flavor. As such, apples don’t develop resistance to pests and are sprayed frequently. The industry maintains that these residues are not harmful. But Kastel counters that it’s just common sense to minimize exposure by avoiding the most doused produce, like apples. â€Å"Farm workers have higher rates of many cancers,† he says. And increasing numbers of studies are starting to link a higher body burden of pesticides (from all sources) with Parkinson’s disease. The solution:Buy organic apples or apples from a farmer that you trust!

Why Use Social Media as a form of Recruitment?

Why Use Social Media as a form of Recruitment? Working title Social media recruitment: why use it at the Royal Veterinary College? Introduction The Royal Veterinary College (RVC) has commissioned me to evaluate social media recruiting strategies and possible future opportunities to ensure they remain competitive in the recruitment market. Within this proposal, I will outline the context of the research which will provide more background information of social media recruitment and the RVC. I will then provide a summary of an initial literature review which will define the focus and scope of the research project about to be undertaken (Gray 2014). An appropriate research approach and the way in which I intend to carry out my research will be detailed along with how I intend to analyse the date obtained. Possible issues and limitations will be discussed and possible solutions to overcome them. I will propose timescales of the project milestones and finally provide a conclusion. Context Established in 1791 and based at two sites in London and Hertfordshire, the Royal Veterinary College is one of 7 veterinary schools in the UK. A key part of their overall strategy is to be the first choice for those seeking to work in the veterinary, biosciences and One Health Higher Education sector (RVC 2015). The Human Resources (HR) strategy is aligned to the overall strategy to support its objectives and, as such, a key part of the HR strategy is the capacity to attract and retain talent at every level of the organisation from the local, national and international markets in which we compete will remain fundamental to our success (RVC 2015). The utilisation of social media to attract talent is an ever-increasingly popular topic within the HR profession so the HR team are keen to explore its value to help achieve this HR objective and to ensure they remain competitive in the recruitment markets. The HR team are also keen to discover if utilising social media for recruitment bring s other cost and administrative efficiency benefits. As a previous member of the HR team at the College who has seen their current online recruitment process grow and develop for the organisations needs, I am interested in discovering if and how it can be further adapted to utilise social media, whether it can provide a competitive edge in the race for talent and whether this would be a valuable use of their resources. I am expecting that the RVC should have at least some element of social media recruitment presence but, given the diverse nature of its employees and their differing backgrounds and professions, whether social media can provide value to all its recruitment campaigns remains to be seen. Literature Review This literature review will guide the development of my research topic. As Gray (2014) states In order to advance our collective knowledge, a researcher has to understand what has gone before. In seeking to do this I have reviewed numerous relevant literature related to the use of social media for recruitment and common themes were noted and formed the basis of my literature review. An important part of any Human Resource Management (HRM) strategy is the effective recruitment of its staff which the Chartered Institute of Personnel and Development (CIPD) (2016) state as central and crucial to the successful day-to-day functioning of any organisation. In an ever-increasingly competitive business environment, organisations are taking a more strategic approach to the staffing of their organisations (Taylor 2014). When Tim Berners-Lee created the World Wide Web, it was not long before it added a new dimension and new opportunities in the recruitment field with the advent of online recruitment which first started in the mid-nineties. Commentators were quick to advocate its use due to the perceived efficiency benefits of as opposed to purely paper-based recruitment. Seminal research by Capelli (2001) stated that, while online recruitment was increasing in popularity due to the reduction in recruitment costs and time saved, its successful use was only achieved by those who fundamentally changed their recruitment process by using online media to market the organisation and build relationships with candidates to create talent pools. The advent of social media enabled organisations to take this marketing concept further by enabling organisations to promote its brand leading to more, better candidates by giving insight into recruitment the process and what it is like to work there (People Management 2013). In addition, social media enabled direct communication with target candidates resulting in a higher probability that a vacancy will be brought to the attention of someone who is ideally qualified to fill it (Taylor 2014). Contemporary research by Schmidt and Landers (2016) also suggest that outgoing social media messages can enhance organisational attraction and recruit more and better applicants by sharing corporate values to increase the reputation and visibility of the organisation. These benefits are why 54% of employers are engaging in social m edia for recruitment (CIPD 2013). The outlined suggested benefits are an attractive prospect. However, little research has been undertaken to establish what the internal costs are of maintaining a social media presence i.e. required time spent per day and training staff in the use of social media costs. This valuable information will form part of my initial research methods which will be to establish what, exactly, the RVC would like to gain from utilising social media for recruitment and what the current capabilities of doing so are. An additional, and controversial, use of social media in the recruitment process is using it to screen potential candidates. Contemporary research by Schmidt and Landers (2016) show no link between social media traits of potential candidates and job performance and they recommend that, until more in-depth research is undertaken in this area, social media is better used for recruitment and building a brand than as a selection tool. However, screening candidates in this way is can provide recruiters with a valuable source of information not found using traditional techniques (Davison et al. 2012; Kluemper 2013). Further research in this area by me regarding the potential benefits and risks to recruiters at the RVC of using such an approach to social media will enable me to make a balanced recommendation on whether screening candidates should be undertaken at the RVC. Another consideration when utilising social media for recruitment is the impact it has on equality and diversity (E D). Taylor (2014) and Iddekinge et al. (2013) state that organisations should not solely use social media for recruitment as it is predominately used by women and the younger generations. Rather, it should be used in conjunction with traditional methods. As a higher education establishment with E D considerations high on the agenda, further research and understanding of the RVCs E D commitments and objectives must be taken into account and aligned to before any recommendations are made. With such fast-paced advancements in social media and technology in general, it would be wise to also assess the implications of future developments in social media recruitment to ensure any recommendations provided are future-proofed. One well documented development that promises to have a big impact on social media recruitment is bid data and analytics which Schmidt and Landers (2016) believe will improve the HR discipline by providing it with a wealth of valuable information with which to make decisions. Regarding recruitment, this information seeks to help recruit more suitable candidates. What resources are needed to utilise big data and analytics, and in what capacity it would be suited to the RVC is will form part of my research. Schmidt and Landers (2016) also advocate working with internal IT professionals to help guide and shape the future of human resource management and this relationship, and whether more formal relationships arrangements are required at the RVC, will als o form part of my further research. Methodology I have chosen to conduct this research in a case study format as a case study generates multiple perspectives through multiple data collection methods (Lewis 2003) which I will need to use to ascertain the different perspectives of different people regarding the suitability of using social media recruitment at the RVC and its general use i.e. recruiting managers, HR, recent recruits and other organisations. As Gray (2014) states the integration and contrasting of these different perspectives can build a rich and detailed understanding of the context. The case studys epistemological approach taken will be constructivist since I will be the creator of my own knowledge by discussing and analysing and incorporating peoples different perspectives on social media recruitments suitability at the RVC, rather than discovering it in an objectivist fashion. The question of whether to use Social Media Recruitment at the RVC will heavily depend on the perspectives (data) of RVC staff and similar organisations and I anticipate that the focus and direction of this research will also be led by them. A suitable methodology to use for this case study that will enable this is grounded theory which enable the development of a theory by discovering, developing and provisionally verifying through systematic data collection and analysis of data pertaining to that phenomenon (Strauss and Corbin 1998). Common methods of research used in grounded theory are interviewing and focus groups which will be a valuable way to obtain viewpoints and opinions of my research subjects. Along with the qualitative research methods of interviews and focus groups, surveys to seek opinions would also provide valuable perspectives of social media recruitment and this mixed method of research will provide a richer, contextual understanding of the phenomenon being researched (Hansen et al, 2005) Method I will initially conduct face to face interviews with recruiting managers from each of the differing staff groups within the College and the Operations Manager in HR, as well as conduct a face to face focus between the team of 5 HR Administrators, to ascertain exactly what they are hoping to gain from utilising social media recruitment. This is an important first step in my case study is it will not only enable me to gain a company specific perspective on what is required and feasable but focus the next stage of my research and data collection to ensure it is relevant to their needs. The interviews will be conducted in a semi-structured format which will enable me to understand their experiences, opinions, attitudes, and enable me to probe where required (Gray 2014). They will also enable me to obtain a more well-rounded picture of their requirements, as opposed to other data collection techniques like structured interviews questionnaires which have minimal interaction between the in terviewer and interviewee. A focus group has been chosen for the administrators it will generate group dynamics within a group of differing individuals (Gray 2014) and enable me to understand the degree of consensus (Morgan and Krueger 1993) of what is deemed a valuable use of social media at the administrative level. The good working relationships with HR and recruiting managers already built while working at the RVC will also help facilitate their agreement to being interviewed and their willingness to interact positively and constructively. Analysis of this information as described in the data section of this proposal will guide the construction of a relevant, anonymous questionnaire which will be emailed to all staff recruited in the past year, estimated at 225, in the form of a descriptive survey to ascertain their job seeking behaviors, their opinions of social medias use by employers as a selection tool and their preference for future developments. The survey questionnaire will also enable me to gain an insight into ED considerations. Recent recruits are most valuable as opposed to other people as they have already been recruited with the RVCs objectives in mind so will be most like the future RVC candidates the RVC hopes to attract. A questionnaire is preferred as it will enable me to question many respondents at a low cost and at a time and place that suits them (Gray 2014). In addition, a questionnaire can assure their anonymity, which will help facilitate their honesty and willingness to participate. Finally, I will seek the current stance, future plans and thoughts of other Higher Education Institutions (HEIs) in the UK of the use of social media recruitment by way of a survey for the HR Operations Managers. This will give me a broader picture of how social media is used for recruitment in the education industry and enable me to make recommendations on whether or not social media recruitment can provide competitive advantage. I will seek as many organisations as possible to provide me with the most accurate picture possible. This will require a questionnaire rather than other methods of research which I will be able to send to all HEIs via email in the UK. The subject area is not particularly contentious so I would not expect anything more than a minimal level of risk in causing harm or damage in the cause of my research. However, informed consent will be obtained prior to any of the three research methods suggested to ensure research participants are provided with sufficient and accessible information about my project so that they can make an informed decision as to whether to become involved, or not, (Crow et al., 2006). Data My initial research of interviews and focus groups with managers and HR will help narrow the focus of my case study by generating common themes and requirements of social media recruitment. To attain these themes, I will use thematic analysis which will help generate descriptive data from the information provided as opposed to similar methods like content analysis which is more data driven. The themes will then direct what questions to include in my questionnaire to recent employees which will be recorded to enable me to focus on the questions asked. While unknown at this point, the questions will be phrased in such a way as to concur, or not, with suggestions and requirements from the interviews and focus groups and to attain additional viewpoints and suggestions from a candidate perspective. Once obtained and transcribed, the information will be analysed for relationships, common themes and additional suggestions to that of the recruiting managers and HR. The types of data yielded will determine the appropriate analysis and statistical tests (Gray 2014). However, whether nominal or ordinal, this categorical data will be put in a descriptive statistical format which will enable analysis of the frequency distribution. The questionnaire for surveyed organisations will be developed and analysed in the same way. All information gathered from my research will be stored securely on my laptop which is password protected. Possible Problems and Limitations While my previously created relationships with staff at the RVC will help encourage availability, access to the Operations Manager and a recruiting manager from each of the staff groups may be problematic due to low availability during the period that I undertake my research. Good forward planning and the fact that the purpose of the case study is to seek new, and more efficient, ways to help them recruit the staff they need will help encourage them to be available. Availability of all of the HR Administrators at the same time for a significant period of time may also be problematic. However, they have a specific time and date every week that they keep clear in their diaries to have team, and other ad-hoc, meetings which will improve the chances of availability. I have the potential to bias the interviews. I can prevent this by ensuring my interview techniques are consistent, with regard to my tone and duration of interview, to all research subjects. Bias may also occur from the interviewees as the less technically savvy may feel obligated to advocate its use for fear of being seen to be not keeping up with technological advances. A broad range of questions highlighting the positive and negative consequences of using social media recruitment will help to reduce this. The questionnaire may yield a low response rate. However, the estimated population of 225 staff recruited in the past year may be high enough to ensure a low response rate still generates enough responses to make analysis of the answers worthwhile. If not, a re-distribution of the survey with an added monetary incentive may increase the response rate. Another possible issue with the survey is that people may act differently in reality to the responses given in the questionnaire. A call for honesty and highlighting the fact that the questionnaire is anonymous may alleviate this. As with the survey for recently employed staff, the survey for HR Operations Managers at other organisations may also yield a low response rate. There are currently 131 HEIs in the UK and a low response rate may not yield enough responses with which to anaylse. In addition, motivation to respond may be low due to their current work obligations and responsibilities taking a higher priority and their reluctance to divulge any information which may provide reduce their own, or provide the RVC with, competitive advantage. To help improve the response rate, I will offer to provide all respondents with a free summary of my own findings of the survey which they may deem valuable for their own recruitment strategy planning. Main Tasks and Timescales I will use a Gantt Chart here with the following timescales: January starting report, start ethics form. February to March literature review. April to May Data collection. June Initial Analysis. July -Draft to Alan. Conclusion While social media recruitment is only starting to be researched in-depth and the real value, or not, and all possible pitfalls may not be immediately apparent, such benefits as highlighted in the literature review can not be ignored and the RVC can not afford to fall behind its competitors who use social media recruitment to help attract the best talent. However, this case study will ascertain the real value and viability of social media recruitment at the RVC, now and in the future, and provide recommendations, or not, of its use. References Morgan and Kryeger 1993 Crow et al., 2006 HEFCE http://www.hefce.ac.uk/workprovide/unicoll/heis/ Holton, J. A. (2009). Qualitative Tussles in Undertaking a Grounded Theory Study The Grounded Theory Review, 8(3), 37-49. Dick, B. (2005). Grounded theory: a thumbnail sketch. [On line] Available at http://www.scu.edu.au/schools/gcm/ar/arp/grounded.html Glaser, B. (1992). Basics of grounded theory analysis. Mill Valley, CA: Sociology Press. Allan, G. (2003). A critique of using grounded theory as a research method. Electronic Journal of Business Research Methods. 2(1). Lewis (2013) Strauss and Corbin 1998 (Hansen et al, 2005)