Human Resources Issues Communication Issues - Behaviors of Employees: the employees’ behavior is very crucial and very important to an organization. High performance of employees’ inside organization is attributed to a balance between work, environment and personal life. - Staff Hiring: the organization must take into consideration the needed qualifications, skills, knowledge and experiences while recruiting new employees’. - Staff development: in any organization, there should be a list of methods guiding how to motivate and develop staff. The staff performance can be developed by training.
They spend most of their time in an organization in order to supply the goods and services to other people outside the organization. The important thing is to analyze that the way organizations treat their people has a great impact on organizational performance. Organizations must value their people, respect them and motivate them in order to achieve its goals. The high-performance work practices must be there to lead both high individual and high organizational performance. These practices illustrate the commitment of involving employees in an organization, improving their knowledge, skills and abilities, increasing their motivation, and encouraging them to work efficiently and effectively.
(Gedaliahui & Shay, 1999) Recruitment refers to those activities that an organization tries to attract people for applying a job in the organization. From these activities, chances will be given for people to apply jobs from there organization. An effective recruitment should have a right person in the right place at the right time; the main way to attract applicants can be listed as follows, walk-ins, employee referrals, advertising, websites, professional associations, educational associations, professional agencies, E-recruitment and world-of-mouth. Applicants can get some recruit informations form different ways; employees will provide a job description for those who are interested. Job description is a sum up of a job that is in the recruitment, in this description, employees will write down the job title, so applicants will able to understand what the job is about.
For instance, employees who receive additional education and training in order to improve their repertoire of skills, which can then be contributed to the organization, are strong human assets. Such assets greatly enhance the potential for the organization to function on a proficient level and to advance economically. Human capital development, then, is the progress of employees’ skills and assets that can be contributed to the organization. In order to better develop an organization’s human capital or, in other words, the value of the employees an organization has, it is important for organizations to offer training, specializations, and advancement opportunities to employees. The more valuable the body of employees within an organization, the more profitable an organization can hope to be.
The Quality of the Information in Recruitment Documents I discussed HSBC’s key recruitment documents and came to the conclusion that the recruitment and selection process at the company was of the up most importance. I now plan to look at these documents in greater detail. Ø Job Description The main purpose of a job description at any company is to allow candidates to get a brief view of what the job entails. It also allows candidates to assess whether they think they would be suited in that particular job. Below is an example of a job description at HSBC: Role Title: Transfers and Settlements Administration (Job Number – 126.96.36.199) Location: Client Service Centre Reporting to: Client Administration Manager From looking at the above job description we can see that HSBC include: - What the title of the job will be - Where the job will be located - Who the employee should report to To include the title of the job is obviously an important part of any job description.
Personnel managers, in collaboration with other sections in the organization are mainly involved in execution of these tasks (Ingram, 2008, p.160). Training Training encompasses the process of improving personnel competencies, knowledge and potentialities, in regards to the specific tasks that will be assigned to them. This is a process that should be perpetual and is essential for the organization, in order to achieve excellent execution of jobs given to the employees (Ingram, 2008, p.162). Another importance is that it gives sales personnel managers an easier time in dealing with properly trained sales personnel. There are different basis on which training is carried out.
According to Yoder, “Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. “Recruitment is the development and maintenance of adequate manpower resources. It involves the creation of a pool of available labor upon whom the organization can draw when it needs additional employees.” (Beach, 1975) Thus, we can say that: o Recruitment is the activity that links the employers and the job seekers. o It is a process of finding and attracting capable applicants for employment. It begins when new recruits are sought and ends when their applications
Best Industry Practices In Assessing Employee Engagement Companies across the globe are pooling resources to design and administer effective engagement policies for their employees. However, Implementing the action planning process and maintaining levels of engagement is the real challenge. High performing organizations have employees who take an active part in understanding their company’s business strategy and operating goals, also contributing towards their success. Employees in high-performing organizations understand their company's business strategy and operating goals, and most importantly, what they need to do to contribute to their success. Equally important is that they genuinely want—and are able to—take ownership of challenges and find solutions.
Introduction Employees are one of the most valuable assets for any company since they contribute vastly to its performance and success. It is therefore vital for any business to recruit and retain highly skilled employees in order to better their position within their given market. The senior management and human resource should make sure that highly skilled employees stay loyal with the company as they will be contributors to growth and profitability. It is essential that the talented employees are retained as they add value to the organization. Effective talent management strategies should be aimed at promoting and enhancing the talent that add value towards achieving organizational objectives.
Another personal characteristic admired in the human resource profession is the ability to multitask, where they are able to balance and complete numerous of tasks at once. This admired characteristic will help in the profession by enabling the HR operative to deal will various issues such as dealing with personal issues of other employees, as well as focusing on recruitment. III. HR professionals need to be able to establish and maintain strong relationships throughout the organisation. This ability is significant due to other operative areas in the company that rely on HR practices “to supply and care for their most strategic asset: their people” (Careers-in-business.com, 2016).