As an Office Manager of the Wright City Fire Protection District, I have seen many members of our District come and go. Recruiting and Retaining Employees is a tough task for a Fire District or a Company and it is a vital key to the operation of a District or a Company. For the Fire Service most small District’s cannot afford to have a full-time staff, so many rely on volunteers. The same time and effort is needed in the recruiting and retaining process for hiring a full-time employee or volunteer. One individual has the capability to run their own business, but when it comes to many of the companies out there or even a Fire District, one individual cannot do it all on their own. When a company wants to retain their employees, they want those employees to grow with the company and be part of their vision and values. It is extremely important to have a plan in place once these firefighters or employees are hired on how to retain these individuals. If the proper attention is given and resources are used, I believe the problem of retaining firefighters or any employee in any field is something that can be eliminated. Many men and women today just do not have the time to give away to someone else for free and it is extremely hard for a Fire District or any Company to try and have an equal work/life balance for many of their staff or volunteers. However it is extremely important to have work/life balance in the workplace and I believe most companies are starting to realize that. With the Fire District I work for we make sure our Mission, Vision, Moto and Values are scattered throughout everything we do. Whether it is a letterhead, business card, website or even the door I come through every morning. Most men and women that come throu... ... middle of paper ... ... that employee around. Employers want to have employees and they must listen and lead there employees so that retaining them will not be an issue. In today’s world jobs are not perfect and not everyone loves their job, so the key for employers is to use the tools and resources available to retain the best employees possible. Works Cited Bateman, Thomas S., and Scott Snell. Management Leading and Collaborating in a Competitive World. New York: McGraw-Hill/Irwin, 2011. Print. "Motivate Your Employees by Offering More Interesting, Challenging Job Experiences." Business First. N.p., 14 Mar. 2012. Web. 15 Aug. 2012. html?page=all>. Retention and Recruitment for the Volunteer Emergency Services: Challenges and Solutions. [Emmitsburg, Md.]: United States Fire Administration, 2007. Print.
Additionally, it’s important to keep personnel in mind when drafting a department’s mission statement, for all too often, leadership in fire departments create mission statements that sound great to those outside of the fire department, but it is either confusing to personnel or just plain out impractical (Brennan, 2010).
It’s usually this type of employee that is treated unfairly and gets stuck in a job they do not like. I know I was one of those loyal employees. With the economic shift and government influences (Obama care!) Having a job that works for you and takes care of you is vital.
For centuries, the men and women of the fire service have been pioneering new ways to “do more with less”. When faced with a predicament, these individuals use the resources available to them to find a suitable resolution. How will this be possible if those resources are not available?
The population in the study was a convenience sample from the Radnor Fire Company. The fire company has approximately 77 members including the career staff, active and honorary active members (RFC, n.d.). Members were asked if they would like to participate in the study at the end of a company meeting on February 19th, 2018.
New technology, building inspections, leadership, and administrative duties are just a few of the challenges presented to new company officers in the fire service, stated Turner (2014, para. 1). As the fire service continues to evolve so too must the duties of the first line supervisors. Yet, where does an aspiring crew chief begin his journey to become a better leader, and company officer? In Turner’s (2014) article “Preparing for the Role of Company Officer”, many core values have been presented to help further prepare junior officers in their advancement through the fire service. Let us look further into some of the core principles that are discussed.
If the organization succeeds then the employees also succeeds. Employees must see the bigger picture and must feel that they are part of the organization and not just a one man show.
The understaffing within volunteer fire departments is a major problem in most communities in the United States today and puts thousands of lives in danger every day due to the limited man power available at any given moment in time. In the United States there is a problem with recruiting new volunteer firefighters to fill the thousands of understaffed volunteer fire departments in the U.S. but, the National Volunteer Fire Counsel (NVFC) has a program that helps to recruit and train new firefighters in order to help solve this issue. There is a staffing crisis in fire departments across the nation. In the United States there are about 1.1 million firefighters as of 2015 and only about thirty percent of them are career firefighters, which
Recruiting is very major as the labor market continues to grow and change. Recruiting is the concept that targets on exploring potential before it is needed. In the recruitment process businesses will get better progress if the recruitment advertisements details all requirements, skills, qualities, and desired skills that the candidate will need to join to company. Recruitment also brings new ideas, perspectives, and a variety of different diversities. When a business recruitment team have an effective ad and chooses an applicant well, everything else will fall into place. With the recruitment system in full effect this means that the new hires will complete all job tasks and assignments to the fullest. The Human Resource recruitment team will earn and gain much respect from the workforce, higher mass production, and much confidence with finding good applicants for those companies that jobs positions need filled. More
Assembling the right personnel for the new bakery is like concocting the right recipe for the perfect cupcake; it starts with hiring people who fit the company’s philosophies. In addition, it requires finding people with the right attitude, personality, core values, and desire to belong to something greater than themselves. The next step is to “train employees in a practical, accurate understanding of the natural behavior of the business in which they work, connect those employees’ efforts to the company’s objectives through clearly defined goals and expectation, provide support, and stand back and watch them go” (Pound, Bell and Spearman). Finally, as leaders, it is our responsibility to encourage our employees to achieve the greatness within themselves. In order to be successful, we must coach, motivate, and inspire them to grow, not just as individuals, but as an efficient and productive unit.
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
An organizational human resources department utilizes the hiring and firing process to meet the organization’s personnel needs. Organizational human resource departments are charged with the oversight of an organizations administration department. The practice of hiring and firing people is a process employer’s conducts on a daily basis. This process has to be done in a proper manner and not in haste. The implication that can occur from the improper hiring and firing process could and can have a positive or negative impact on an organization. Therefore, employers must carefully evaluate their decision to hire/fire individuals and its impact on the organizations’ workplace environment and others employees. Human Resource Management is important for an effective organization. In today’s organization, HRM is valuable to the organization because of increase legal complexities and its known for improvement in productivity. However, management should realize that poor human resource management could result in an outburst of hiring process followed by firing or layoffs. According to (Satterlee 2013, p. 194), “Hiring the best candidate who is also a good fit for the organization is crucial for the success of an organization, because a poor hiring decision will have repercussions across the entire organization”. Satterlee made a valid point because poor hiring could have an impact on the bottom line performance of the firm. In other words, HRM is the contributing factor to the success of the organization including motivating and maintain the staffs. The purpose to the motivation is to ensure that all employees grow to a full potential. According to (Sims 2006, p. 5), “HRM efforts are planned, systematic approaches to increasing organizati...
Human resources will need to place emphasis on employee wellness my initiating programs that “include work-life balance processes, stress management, and therapy programs, and facilitating an open dialogue about mental health and illness to remove much of the stigma that plagues the conversation and ailments (Guppta, 2016).” By utilizing flexible work schedule options, demanding jobs with high-stress levels are possible because employees’ free time does not have to be sacrificed.
...onship between the employer and the employee. Employers who recognize this and proactively use strategies to promote employee involvement and fair employment practices will be likely to reap the organizational rewards of doing so.
Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.
Hiring an individual is simple, but getting the right individual takes a lot of effort and this makes a big distinction. The finest workforce gets the work done, they are bliss to supervise and assist the organization’s development. Recruitment focusing on merely employing warm bodies could result in headaches and unexpected setbacks. Sudden hire might need hours of management and time used up in control, retraining in addition to terminat...