Employees are recruited on different skill levels, unskilled, semi-skilled and skilled. The key component in any organization is their human resources department, where they gather the knowledge, skills, creative abilities, talents and aptitudes from people wishing to be employed within a given organization. Selecting the right personnel is crucial for any organization's success. There is therefore, the need for the recruitment process to be accurate for the success and performance of the employees being chosen, as productivity depends on experienced and qualified workers in predictive job performance (Ekuma, 2012). With fierce competition in the global market place, and matters concerning employee branding and candidate appeal, organizations need to carefully review their recruitment and selection processes.
Some best practice approaches are: job security, selecting highly skilled employees, development of leadership skills through training, performance based compensation, focus on skills enhancement training, effective two way communications, and less hierarchical levels in the organisation. Issues in managing workforce Managing the workforce is the major objective of HRM and in fact the success of HR managers is me... ... middle of paper ... ... plays a vital role in taking the organisation towards success by acting as the competitive advantage for the organisation. Furthermore, the HR manager is responsible for giving right direction to the available human resource and for their overall development by designing and implementing effective training programs”. The human resource is the life blood for the organisation and the proper management of available human is required to make them more competent. In this regard the HR manager is required to have sound knowledge of managing international workforce, as the behaviour of each employee may differ based on the culture and ethical values.
Organizations rely on HR managers seek out and hire individuals who will fit into the plan outlined in the other two elements. These people must fit well in the organizational structure and be able to achieve the goals set forth by top managers. For as stated in the lesson text even the most capitol-intensive, best structured organizations ... ... middle of paper ... ...luation of a training program should focus on several criteria: participant reactions, learning, behavior changes on the job, and bottom line results. CONCLUSION Management is, by definition, getting things done through people. If managers are to increase productivity, reduce costs, and improve their organization's competitive advantage, they must focus on how to properly manage personnel.
Selection: The very first thing is to select appropriate employee for proper place which is the most critical step. By selecting appropriate employee we can build a productive workforce. So we need to implement right process systematically to find people with right set of knowledge, abilities and skills. It is more important because of proper job fit between organization and that person. So selection is the process through which employers identify knowledgeable, skilled and perfect employees who can be the best fit for organizational values.
The employees in an organization can be considered the most valuable asset at times. In addition, by specifying job tasks and grouping them into work units it helps to better organize the work load and resources. In order to do this the organization must management the tasks and personnel. Leading is mobilizing or stimulating people to achieve their best. Managers need to be able to motivate their employees to achieve the business group and overall organizational goals.
A manager must clearly understand what exactly motivates his or her employees to work hard, and then it should be used to create a favorable climate for the team. A manager must also be capable to find an approach to the personality of each of his or her employees. Various motivational factors are an important tool for any manager who want effectively guide the work of staff in the performance of the tasks facing the organization. There are any forms of remuneration that are based on the work done, that include not only money, but also a variety of awards, honors, leadership recognition, bonuses, gratuities, gifts, and have serious impact on staff motivation. Also, the delegation of authority from the head of his subordinate is a common type of strong motivation.
A well-organized business will have forecasts and projections of its future staffing needs. Recruitment and selection is selecting the right person for the right job. Time and money is however devoted to recruitment. Job analysis (an investigation into the demands of a job to identify the tasks and skills required to draw up a job description) is important for successful recruitment. Human resource management will also need to evaluate the most effective recruitment methods.
Through performance examine results to improve and motivation employees from work, give full play to the employee’s potential and motivation and required employees to have certain career quality. Dell Organisation was through recruitment and selection of human resource management to choose the best talent and then have training and develop of human resource management to practice them become elites. On the whole, it can be seen human resource management is fairly important to business management, it is a highly acquaint strategic advantage at present work organisations.
As both are linked to goal achievement, both HR and management can take part in the human element of business. HR typically handles strategies on recruiting, overseeing projects and promoting productivity. With the new ways of management, management can also take part in this and collaborate better with HR, with the company’s strategy in mind, to improve employee productivity, employee motivation and in turn, higher success and earnings of the company. As mentioned before, HR and management need to work together and simply have a common goal as to what they wish employees to be, and what they want to achieve with the tools they create and are given. Management and HR will again have different roles, as HR is meant to staff, management will give HR a better idea of what they want to see in employees, in turn working together to form a plan and execute it to the
Employee engagement is one of the most important and most vital factors to a business and its managers. The book, Human Resource Management, mentions that employers must focus and maintain focus on employee engagement to not only minimize employee turnover, but make the most out of every employee that the employer takes the time to train and hire on for the company. An employee that is highly engaged in what they are doing, and is motivated to continue the work they were hired on to do, in an employee that not only will enjoy their career, but also one that will make the business more efficient by doing so. An article in the Journal of Applied Psychology studied the link between job burnout and employee engagement. This study basically found that employees were