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A study on employee retention strategies preface
The Strategic Management Process
The Strategic Management Process
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Strategic Management Plan - Recruitment and Retention
University of Phoenix- Online
HRM/532 Human Capital Development in the Public Sector
July 5, 2010
Strategic Management Plan-Recruitment and Retention
The strategic planning for staffing and retaining qualified personal as examined by following a few new action plans designed to attract new potential candidates. In addition to recruiting qualified candidates, the city must build a positive workplace for long- term employment. Retaining employees of varying work experience and competence requires a strategic plan of varying effects and efforts. Furthermore, the employers have control over a vast talent pool that has grown over ripe with laid off employees, or displaced workers in need of a quality work environment. Moreover, these workers need the jobs being offered, and will often find any work that will offer them a leg-up in today’s market.
Staffing and Retaining
The first phase is proper advertising of the position within the city. The marketing department along with human resources should develop an informational ad about the position/s. The best options would be to address the requirements, explain the specific job task, and benefits available. The second phase is interviewing the possible candidates. The interviewing process should be formal but also relaxing for the potential applicant. The interview should be conducted with an additional member of the human resources team, along with the senior manager. The interview will need to be answer and question type but also be positive, allowing the applicant to feel comfortable. During the interview, the manager should explain the benefits of working for the city of Detroit, the sincere working environm...
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Reference
Dresang, D.L. (2009). Personnel management in government agencies and
nonprofit organizations (5th ed.). : Longman
Dison, Amy. Employment Services Recruitment and Retention. (2010). Retrieved on July 3, 2010 from http://www.sbnonline.com/Local/Article/10825/65/21/Recruitment_a nd_retention.aspx
http://www.detroitmi.gov. (n.d.). http://www.detroitmi.gov
Klinger, Donald E., Nalbandian, John, & Lioren, Jared. Public Personnel Management: Contexts and Strategies. (2010). 6th ed., Published by Longman
Klingner, D. E., Nalbandian, J., & Llorens, J. (2010). The world of public personnel management. In E. Stano (Ed.), Public personnel management (pp. 3-34). Retrieved from http://ecampus.phoenix.edu
Metropolitan Area Employment and Unemployment Summary, (2010). Retrieved on July 3, 2010 from http://www.bls.gov/news.release/metro.nr0.htm
Recruitment becomes a greater challenge in organizations with high turnover due to the increased number of vacancies. Nationwide, only 14% of employees feel satisfied with their jobs (Clawson & Haskins, 2011). This lack of satisfaction can...
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill Education.
Management 3rd edition, Kathryn M. Bartol & David C. Martin (Boston, Massachusetts Burr Ridge, Illinois Dubuque, Iowa Madison, Wisconsin New York, New York San Francisco, California St. Louis, Missouri 2008), p36, 37, 41
Recruitment strategies for the company will be arranging the group interaction with talented and interested candidates, handpicking the dream candidates, actively searching the profiles of each candidate, attracting the candidates through different attractive offers (Cohen, & Cohen, 2007).
Mathis, R. L., & Jackson, J. H. (2010). Human resource management (13th ed.). Mason, OH: Thomas/South-western
Heneman, H. G., Judge, T. A., & Kammeyer-Mueller, J. D. (2012). Staffing Organizations (7th ed.). New York, NY: McGraw-Hill.
Pandey, S. K., Coursey, D. H., Moynihan, D. P., (2007). Organizational effectiveness and bureaucratic red tape. Public Performance & Management Review 30 (3), pp 398-425.
Ulrich, D., Younger, J., and Brockbank, W. 2008. “The twenty-first century HR organization.” Human Resource Management, 47, pp.829-850.
Using job postings on job boards will help with candidates they already know and will boost morale of these candidates and improve their engagement. Finding external candidates could use of the internet job websites and social media. Building a quality reputation enhances this process. Use of employment agencies to screen candidates is also useful as well as walk-ins. It is important to recruit a diverse workforce. They need to screen out employees and managers whose values are not people oriented. The managers will offer an application form to collect essential background information, education background, job references and previous supervisors. It must comply with EEO laws such as handicaps. Tests and a validated interviews will raise the quality of employee short
However you define the activities of management, and whatever the organisational processes are, an essential part of the process of management is that proper attention be given to the Human Resource function. The human element provides a major part in the overall success of the organisation. Therefore there must be an effective human resource function. In the past, most organisations viewed Human Resource Management (HRM) as an element function, that is an activity that is supportive of the task functions and does not normally have any accountability for the performance of a specific end task. Because of the emphasis on analysis and precision there is a tendency for strategists to concentrate on economic data and ignore the way in which human elements and values can influence the implementation of a strategy. 'Economic analysis of strategy fails to recognise the complex role which people play in the evolution of strategy - strategy is also a product of what people want an organisation to do or what they feel the organisation should be like.?(1).
Public Managers are uniquely positioned to positively affect policy process due to their tenure, job security, absence of political pressure and expanded role in the society. The
M. Petrescu, e. a. (2010). Public Management: between the Traditional and New Model. Review of International Comparative 408 Management , 411.
Good, David A. “The Politics of Public Management.” University of Toronto Press Inc., (2003). P. 1-233.
Clifford, J. P. (1994). Job Analysis: Why do it, and how should it be done? Public Personnel Management. Volume 23. Pp. 321-340.
Public personnel administration consists of three general systems. The first one I’ll talk about is civil service. The civil service helps to protect employee rights and safeguard efficiency. Historically, personnel administration shifted from emphasizing the value of responsiveness to emphasizing political neutral competence among public employees. Before they would use the spoils system and the patronage system, which selected employees and awarded government contracts based on loyalty or party affiliation. In this present day, we are using more of the civil service system, which is a method of choosing employees based on certain formal qualifications such as competitive exams instead of political patronage. It all start...