Changing Roles of Staffing Practices and Selection Tools at 7-Eleven
The Changing Roles of Staffing Practices and Selection Tools at 7-Eleven
Gary Dessler describes selection tools as any process that is used to screen potential employees (Dessler). Some companies use psychological, drug, or competency tests to determine if an applicant should be hired for a particular position within their company. Business is constantly changing and trends in globalization, technology, and diversity are directly affected by staffing practices and the selection process. This paper will discuss the changing roles of staffing practices and selection tools and its effectiveness within 7-Eleven.
Globalization
7-Eleven Human Resources (H.R.) responds to staffing trends on a global level by recruiting employees from around the world using their website. They also conduct job fairs at universities all over the world. 7-Eleven is the world’s largest convenience store chain; with more than 21,000 convenience stores worldwide, the operations of 7-Eleven, Inc. (NYSE: SE) include more than 5,700 7-Eleven and other convenience stores in the United States and Canada. In addition, licensees and affiliates operate more than 15,300 7-Eleven stores in the United States, its territories and 17 other countries (Baker, 2001). 7-Eleven has employees from all nationalities. These employees have been recruited to work for 7-Eleven in roles from Sales Associate, all the way up to National Category Managers. 7-Eleven’s National Fresh Food Category Manager was recruited from a company in England. Recruiting employees globally has allowed 7-Eleven to evolve into not only a diverse group, but also a group of employees who bring different perspectives to the business. These different perspectives are what enable 7-Eleven to grow the business and continue to be an industry leader.
Technology
Human Resources performs an important role in technology trends within 7-Eleven. Human resources has also responded to staffing trends in globalization by working with technical support to expand the company’s website to expose its business to applicants in the world market For example, H.R. recently worked with the Information Technology Department (IT) to develop automated selection tools called the Adlab system. This automated interview system screens non-qualified applicants so that only qualified applicants are scheduled for interviews. This technology is a phone or computer system that applicants can use to fill out an automated application. This advance in the screening process has eliminated unnecessary interviews by operations, which has saved time and money. H.R has also worked with IT to upgrade training programs that were once in manuals, but now are on user-friendly CD-Rom programs. This has enabled new applicants to be better prepared before starting their new positions. H.R. also uses technology to conduct background checks on managers and staff that are hired into the company. This technology enables 7-Eleven to avoid hiring employees that are potential risks to the company. Many of 7-Eleven’s retail stores have had problems in the past with employees who were dishonest, unreliable, or had a previous injury that was not disclosed on an application. The use of technology as a staffing tool has been a great benefit to the company.
Diversity
Another example of how H.R. responds to staffing needs [next page]