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Annotated Bibliography Assignment: Recruitment of Human Resource in the Agricultural Sector

Question

Assessment Task
You are required to compile an Annotated bibliography of 5 peer-reviewed journal articles

Step 1. Select an industry sector
Read the Assessment 3 Essay task and identify which sector you will study for Assessments 2 and 3 (e.g. agriculture; construction; financial services; health care; hospitality; manufacturing; mining; retail; transport).

Step 2. Undertake research of the recent academic literature since 2013
Identify five (5) academic peer reviewed journal articles relevant to the Assessment 3 Essay topic. It is suggested that you align your selected articles with the unit themes from Weeks 3 to 5 (e.g. job design, HR planning, recruitment and selection). It is recommended that you undertake your research via the online ‘search’ of CQUniversity Library.

Step 3. Write 2 paragraphs on each article (400 words)
For each journal article, you are to write approximately 400 words in two paragraphs. The first paragraph will summarise the main ideas of the article, identifying the hypothesis, purpose, research methodology and conclusions. The second paragraph will identify how you will use that article in relation to the Assessment 3 Essay.

Step 4. Use an appropriate format
Present your Annotated bibliography in a format similar to that provided below. For more information, see the library guide for writing an annotated bibliography. http://libguides.library.cqu.edu.au/ld.php?content_id=37972692

Answer

Introduction
Agricultural sector is one of the most occupied and busy sector in various developing countries. This Annotated Bibliography assignment explores the agriculture sector has been selected for the development of the paper. For the study there has been used a number of articles in respect with the agricultural sector. The subject areas which have been presented in the study comprise of social media recruitment, strategic human resource management, social influences on recruitment and recruitment and HR planning. These are the key subject areas which have been presented in respect with the agricultural sector. The paper will also show how the role of HRM has been increased in the agricultural sector companies and their performances.

Annotated Bibliography of the Articles
Article 1: Employer branding in the agricultural sector: making a company attractive for the potential employees

Reference: Hana, U., Petr, R., Lenka, K., & Martina, J. (2017). Employer branding in the agricultural sector: making a company attractive for the potential employees. Agricultural Economics, 63(5), 217-227.

Key words: (agriculture companies, competitive advantage, employees, human resource branding, labour market)

The primary idea of the Annotated Bibliography assignment paper is to comprehend the significance of employer branding in the agricultural sector and its positive impacts for a company to fetch the attention of the potential and skilled employees. The study do not have any kind of hypothesis development for the accomplishment of the research as the entire data has been collected from the secondary sources only that includes website articles, books, articles and journals. Some of the data has also been collected from an anonymous electronic survey which targeted the Czech organisations. A questionnaire technique was used by taking a random sample of 549 companies. The main aim behind the development of the study is to have an understanding of the improvement in the recruitment of the capable employees in the companies as an effect of employer branding in agricultural sector. The study concludes that it is essential for the agricultural companies to be deliberately focused on their brand building as an employer for attracting the potential employees (Hana, Petr, Lenka & Martina, 2017).

There is much importance of the research in the agricultural sector as it helps in the development of sound employer branding practices which helps in recruitment of potential workers. There are several findings in the study which are significant for future studies such as there are several managerial challenges in agriculture companies which restricts the employment of young individuals. It has been found that the workers beyond the age of 50 start looking for a stable employment and therefore they prefer to be employed even in the worse paid jobs. Other major findings are that there is lack of the skilled labour force in the agricultural sector as the sector is not much attractive from the recruitment point of view and as an employer for the younger generations. The major reasons behind the low attractiveness are low income level as well as less attractive recruitment strategies. The study helps the agricultural sector companies to develop as attractive employer by taking use of and employing various brand building strategies. It suggests the manner in which companies can attract and retain the potential candidates in the agricultural companies.

Article 2: The recruitment of Guatemalan agricultural workers by Canadian employers: mapping the web of a transnational network

Reference: Gesualdi-Fecteau, D. (2014). The recruitment of Guatemalan agricultural workers by Canadian employers: Mapping the web of a transnational network. International Journal of Migration and Border Studies, 1(3), 291-302.

Key words: (temporary foreign workers; seasonal agricultural workers; Canada; Guatemala; recruitment network and process; system of actors; temporary migration programs; TMPs)

The primary idea of this Annotated Bibliography assignment paper is to comprehend the transactional network which permits the seasonal farm employees or workers from Guatemala to be recruited through the agricultural stream by the Quebec employers. The study do not have any kind of hypothesis development for the accomplishment of the research as the entire data has been collected from the secondary sources only that includes website articles, books, articles and journals. The main aim behind the development of the study is to have an understanding of the transnational network. There is no research which has been developed in the article as the study is completely depended on the basis of the analysis as well as collection the data from various kinds of publications in the field of agricultural environment. No questionnaire or any kind of survey was undertaken for the research. The study concludes that there is high significance of recruitment tests and interviews in the sound recruitment of the workers (Gesualdi-Fecteau, 2014).

There is much importance of recruitment network and process and the various other temporary migration programs which affect the employment of the workers in Canada. There are several findings in the study which are significant for future studies such as the individual employers were more likely to evaluate the scope and nature of the regulating frameworks before setting up the recruitment networks. Other major findings are that the data which is collected both in Quebec and Guatemala are diverse or unequivocal: The Government authorities of Guatemala are not directly have their involvement in the recruitment process. The key selection and recruitment criteria for the workers are basically established in respect with the requirements of many diverse actors and not as per the rules of the Guatemalan government. The study had revealed that the farm workers who do not have a renewed employment contract can be assigned to another employer and thus it is a wrong practice which takes place in Canada as it harms the workers in every sense. It has been found that if the employer mentioned that there are behavioral problems’ with the worker then that particular worker would not be assigned to any other employee. Thus, all these things resulted in increased migration of agricultural workers from Canada.

Article 3: HRM in Foreign-Owned Agricultural and Food Processing Companies in Serbia

Reference: Ratkovi?, T. (2015). HRM in foreign-owned agricultural and food processing companies in Serbia. Economics of Agriculture, 62(2), 353-367.

Key words: (human resource management, agriculture, food processing, recruitment, performance appraisal)

The primary idea of the paper is to comprehend the existence and development of human resource management in the foreign-owned food processing and agricultural organisations of Serbia. There has been developed various hypothesis for performing the research that comprises of Hypothesis 1, there are performed key HRM activities in Serbia by the foreign-owned food processing and agricultural organisations. Hypothesis 2, It is depended upon the country of origin of the company whether to perform the activities of HRM by themselves or outsource them. Hypothesis 3, It is depended upon the size of the company whether to perform the activities of HRM by themselves or outsource them. Hypothesis 4, It is depended upon the age of the company whether to perform the activities of HRM by themselves or outsource them. Hypothesis 5, It is depended upon the size of the HR department whether to perform the activities of HRM by themselves or outsource them. The main aim behind the development of the study is to have an understanding of the need of HRM practices in the agricultural companies of Serbia and their significance. The research methodology for the article depicts that the study has been performed on the basis of a survey where the questionnaire has been developed for gathering data. The research population includes either HR manager or General Manager of every organisation. There were selected 42 companies in total. Survey research design where there has been prepared a structured questionnaire for collecting data. The study concludes that there are performed in-house HRM activities instead of outsourcing and the mode of performance is based upon the company’s size and number of the employees (Ratkovi?, 2015).

There is much importance of the research in the agricultural sector as it helps in the development of sound HRM in the various other organisations of Serbia also. There are several findings in the annotated bibliography assignment papers which are significant for future studies such as the food processing and the agriculture are one of the most important economic sectors in Serbia and it highly contributes to the national gross domestic product (GDP). Other major findings are that the roles of HRM function are much weak in the Serbian organisations as te major emphasis is upon the administrative issues only. The multinational companies which have entered into the Serbian market have brought the modern human resource management functions and have also supported the development of HRM in the Serbian companies. It helps the agricultural sector companies to have sound HRM as well as to have effective recruitment in coming phase.

Article 4: Using Social Media as a Research Recruitment Tool: Ethical Issues and Recommendations

Reference: Gelinas, L., Pierce, R., Winkler, S., Cohen, I. G., Lynch, H. F., & Bierer, B. E. (2017). Using social media as a research recruitment tool: ethical issues and recommendations. The American Journal of Bioethics, 17(3), 3-14.

Key words: (Research, ethics, social media, recruitment, privacy, transparency)

The primary idea of this paper is to comprehend the significance of using social media as one of the effective recruitment tools as well as to get knowledge about the certain ethical compliances and issues which are related to the use of social media as a recruitment tool. The study do not have any kind of hypothesis development for the accomplishment of the research as the entire data has been collected from the secondary sources only that comprises of website articles, books, articles and journals. The main aim behind the development of the study is to have an understanding of the significance of social media taken as a recruitment device, the associated ethical issues and the relevant recommendations. There has been used certain cases as the research methodology. For solving the purpose, a non exceptionalist approach has been used for maintaining the privacy of the users and for having investigator transparency. The study concludes that the social media recruitment tool is one of the most innovative and highly used recruitment methods but there are certain ethical issues which are also connected with such recruitment practices. Thus, it is essential to follow certain recommendations for avoiding or eliminating the ethical issues and take use of social media as an effective recruitment practice (Gelinas, Pierce, Winkler, Cohen, Lynch & Bierer, 2017).

There is much importance of the subject area in the study as in the continuously globalizing world; there is higher use of social media platforms as well as various social media sites by the users. There are enormous social media sites that comprises of Facebook, Twitter, Instagram, LinkedIn and several other sites that offer and share information relevance with the employer and the employee. It also allows maintaining some extent of physical separation as well as anonymity. The study helps in understanding social media as one of the most used platforms for developing public or a semi public profile as well as for sharing the information with various other social networking sites. The social media platforms have developed a lot which has enormous number of opportunities to be used as recruitment tool. The Annotated Bibliography assignment also outlines the use of social media has also being seen in the agricultural sector as the potential candidates can also apply in the agricultural sector companies by the means of social media sites. It is one of the most attractive tools when it comes to enabling the investigation for extending the reach and to also get personal information of the potential candidate.?

Article 5: Ways of Human Resource Branding In Czech Agricultural Companies

Reference: Hlavsa, T., Urbancová, H., & Richter, P. (2015). Ways of human resource branding in Czech agricultural companies. Scientia agriculturae bohemica, 46(3), 112-120.

Key words: (human resources; czech agriculture; chi-square test; employer brand; trends; factors)

The primary idea of the paper is to comprehend the ways and significance of human resource branding in the agricultural sector and its positive impacts for a company to fetch the attention of the potential and skilled employees. The study do not have any kind of hypothesis development for the accomplishment of the research as the entire data has been collected from the secondary sources only that includes website articles, books, articles and journals. Some of the data has also been collected from a questionnaire survey which targeted the Czech companies. A questionnaire technique was used by taking a random sample of 108 participating companies. The main aim behind the development of the study is to have an understanding of the improvement in the recruitment of the capable employees in the companies as an effect of human resource branding in agricultural sector. The study concludes that it is essential for the agricultural companies to be deliberately focused on their human resource branding as an employer for attracting the potential employees (Hlavsa, Urbancová & Richter, 2015).

There is much importance of the research in the agricultural sector as it helps in the development of sound human resource branding practices which helps in recruitment of potential workers. There are several findings in the study which are significant for future studies such as the companies for having sound human resource branding need to have efficient and clear specification of the given employer by distinguishing itself from other competitors. It has been found that the companies are required to offer recognition which means that the company must offer several benefits to the human resources and its current employees, so that there can be increased value of the employer. Other major findings are that efficient communication programme must be established, build long-term trust in the employees and employer brand monitoring in time must be performed and follow-up evaluation should be taken for best results. The study helps the agricultural sector companies to develop as attractive employer by taking use of and employing various human resource brand building strategies. These Annotated Bibliography articles suggests the manner in which companies can attract and retain the potential candidates in the agricultural companies.

References
Gelinas, L., Pierce, R., Winkler, S., Cohen, I. G., Lynch, H. F., & Bierer, B. E. (2017). Using social media as a research recruitment tool: ethical issues and recommendations. The American Journal of Bioethics, 17(3), 3-14.

Gesualdi-Fecteau, D. (2014). The recruitment of Guatemalan agricultural workers by Canadian employers: Mapping the web of a transnational network. International Journal of Migration and Border Studies, 1(3), 291-302.

Hana, U., Petr, R., Lenka, K., & Martina, J. (2017). Employer branding in the agricultural sector: making a company attractive for the potential employees. Agricultural Economics, 63(5), 217-227.

Hlavsa, T., Urbancová, H., & Richter, P. (2015). Ways of human resource branding in Czech agricultural companies. Scientia agriculturae bohemica, 46(3), 112-120.

Ratkovi?, T. (2015). HRM in foreign-owned agricultural and food processing companies in Serbia. Economics of Agriculture, 62(2), 353-367.

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