Employee Referrals –
“An employee referral program is a recruiting strategy where current employees are rewarded for referring qualified candidates for employment. Employee referral programs are popular due to lower overall recruiting costs and a high return on investment. A successful employee referral program can also lead to higher employee satisfaction and retention rates.” (Employee Referral: What is an employee referral program? (2012, May 04). Retrieved August 21, 2016)
One of the reasons why employee referrals are important to HRM is that you get more truth information about possible candidates. As it explains (Dessler G. (2014). Working With Recruiters. Human Resource Management (PP. 140). New Jersey, NJ: Saddle River) “Current employees
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Having a good training program will help motivate employee on wanting to learn new procedures. When you have a good training program in place it helps to show your employees that you care about career development. Having a good training program in place can really help an HR department being able to promote within instead of having to for a possible external candidate. At my workplace I would have a program set up where employees would be able to come to the HR department and could be enrolled in training classes. These training classes would help teach them new procedures and techniques that would help with career development and set them on the right track. Reading on this section really made realize how big of a role that HRM has in career development. Having your manager help you with your career development is important but your manger is not always going to help you. This helped me realize why having a good training program in place can also help the employee when it comes to career development. When you are able to get those training aids it not only help you with your career development but it also helps show your manager that you are taking extra steps to help your career and this can help you when looking at getting
The recruiting process is an essential part of any organization and it pays to do it properly. When the right person is chosen for a job and is treated and trained well, these people tend to stay with the organization longer. This initial and ongoing investment will be very rewarding for the organization. In order to recruit people, organizations must have a strategic plan in place, identify vacancies, and have detailed job descriptions that describe the job. The Human Resource department will provide recruiters the needed information to start the process of filling the candidate pool. Recruiters will do
The next step in the recruitment process involves attracting the potential employees, using various methods.
Niles, S. G. (2009). Career development interventions in the 21st century. Upper Saddle River, NJ: Pearson Education.
Career development should begin right after the individual is hired and all on-boarding training is concluded. An organization’s corporate culture has a lot to do with the career development of their employees. It should be stated and understood by new employees what is expected of them and are by the organization to attain different positions. One way to help new hires with career development is for the organization to have a mentor program in place. For the individual, they should have already established within themselves short-term and long-term goals to avoid being stuck in a rut or becoming overworked and underpaid.
For a brief second, put yourself into the mind-set of an employer and think about the day-to-day running of a business. It won’t be long before you realise that training current employees and increasing their knowledge is a great way to improve business operations. Even though many will argue that the drawbacks of expense and time away from work take away from the benefits of job training, the pros tend to outweigh the cons to make job training a viable expenditure.
“Employee referral programs are system by which employee referrers their known ones to work in their companies. HR departments are trying to optimize their employee referral programs (ERPs) to yield a greater number of high-quality referrals.” Raymond, Pamela {2011}
Having a training program and utilizing it correctly will help your business grow and be successful. Your employees are the ones who come to work every day and you must invest in them. Give your employees the tools to be successful and grow into their career. All managers should be on-board and show the managers your results of training, because then they know how their employees are progressing.
Recruitment is the process of identifying and attracting potential employees for an organization. Every engineering firm must have an effective recruitment strategy in place that allows them attract and retain high quality employees. The key to an effective recruitment strategy is having one that fits the budget, time capacity and company. Therefore, it is recommended that the engineering firm begins with proper predictive measures where it develops plans to fill future job openings based on the available internal and external talent. Recruitment might be conducted internally through the promotion of current employees or through employee referrals and other external sources. Internal recruitment is generally the most cost effective recruitment approach for organizations. This method is very low cost compared to other methods, and is also completely controlled by internal recruitment managers who are more in-line with the corporate mission and goals. Through hiring internally, individual is already familiar with the organization and its practices, and vice versa. Furthermore, internal recruiting also raises workplace moral and motivation. Since the engineering profession is so technical, it is recommended that the firm promotes internally because employees are already familiar with the skills and technical competencies required to be successful within the organization. The downside of internal recruitment strategies is that they do not bring in new employees with different skills and perspectives. This also results in poor moral of those employees not selected for a promotion. In these cases, the organization needs to recruit from external sources. It is encouraged that the organization should also externally recruit through referr...
Career development is more focus on the employee as an individual where it has been described as a boundary less career in which individuals rather than organizations define career progression, organizational loyalty, important skills, and marketplace value.
Internal recruitment includes promotions, re-hiring former employees, and lateral transfers (Taylor, 2005). The methods for recruiting candidates are through job postings and employee referrals (Accountlearning.blogspot.my, 2013).
How will the training and development programs move the employees closer to the organisation’s goal?
Training and development are important factors to the success of any organization. Each employee is a valuable asset that can either add to the success a company or contribute to its failure. Training supports and makes possible the development of new skills and knowledge. Offering training for employees at various levels within an organization assist employees develop the necessary skills and proficiency to be successful in their careers as well as prepare for new responsibilities.
Competency and career management has assumed greater importance in the present day companies. It is one of those toughest functions that HR managers handle. This is tough because HR manager are responsible for two conflicting functions. Organizational structures and downsizing of manpower on one side and ensuring career opportunities to the employees on the other side
Career development goes beyond merely landing a job in the corporate world. Rather, it focuses on implementing dynamic strategies that will foster continuous personal improvement. Several strategies must be employed ranging from personal enhancements to inter-personal tactics.
Career management plays important role in career development. Career management is done with involved taking some necessary steps to reach the career plan and commonly more focusing on the ability of the organization able to do for their employee to increase their career development (Werner & DeSimone, 2009). Career plan is usually able to be performed, at least in some apart, through the training program which implemented by the organization. Career management process contained four steps which are self-assessment, reality check, goal setting and action planning (refer to Figure 1 in Appendix 1).