Essay on the Recruitment of Employees Article shared by: Read this essay to learn about Recruitment of Employees.
Attracting and retaining top quality employees is a priority for all discerning businesses. Just a few years ago, as job growth in Europe and the United States out-paced the supply of employees; most human resources professionals were grappling with the serious challenge of recruiting qualified workers to fill available positions.
Retaining these workers in an overheated job market was a serious challenge. While the business landscape has changed dramatically, recruiting and retaining the right people is just as important as before. But the stakes are higher now that the margin between success and failure is razor thin.
In this environment, HR leaders need to develop business processes that allow their teams to be more efficient and productive. At the same time, they will need to build air-tight business cases for any proposals to spend money on initiatives related to recruiting, training and retention efforts.
Just as the business climate has shifted, employee attitudes toward work have undergone a radical transformation in just a few short years. Widespread layoffs, corporate financial scandals and the dramatic decrease in public perceptions of global security that followed September 11, have all contributed to a re-evaluation of career and life priorities among many employees.
Attracting and retaining the best people is no longer simply about compensation. As these trends interact with deeper economic shifts, HR executives face pressure from both management peers and employees to evolve a new, more strategic approach to recruitment and retention.
The new holistic approach to workforce management is often referred to as human capital management. OfficeTeam, a leading staffing service, surveyed men and women employed full time in professional environments.
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|Employee Recruitment, Selection and Retention||Essence to Employees and the to the Organization Recruitment and selection as well as training are processes that bring together organizations and human resources.|
|Mgt Essay words - 2 pages turnover rate is highest.|
Respondents put work-life balance first. People want flexible working lives. They want a more mobile, versatile, rewarding career that fits in with their lifestyle, rather than usurps it.
Many are choosing to freelance to ensure they get that flexibility and freedom. Whatever the reason, there is a common feeling that the talent pool is shrinking. The importance of retaining and rewarding good staff should not be underestimated.
The products and services have no value if there is no right staff behind them. Intangible metrics such as company culture and staff morale can, and do, directly impact the bottom line. The Human Capital Revolution A key business lesson of the. Information Age is that strategic value is shifting from tangibles, factories, inventories, physical infrastructure to intangibles.
The very definition of human capital is that it walks out the door every evening, and exits permanently with an employee who leaves a company.
Nobel Prize winning economist Gary S. In a recent interview with LiNEZine, an online publication about learning in the New Economy, Becker restated his famous formulation in a novel way: Though recruiting and retention are separate issues that each require specific business processes, a strong understanding of the principles of human capital management shared throughout the organization can unite your efforts.
Once the principles of human capital management are established internally, experts offer clear direction on a number of practical steps that will help advance recruitment and retention success. Dave Lefkow, an interactive solutions consultant with global HR communications and solutions provider TMP Worldwide, offers several insights in a recent article in specialist online publication Electronic Recruiting Exchange.
Examining companies like Nike and Microsoft that he cites as having leading recruitment efforts, he observes several trends, including: Centralization of HR efforts.
Centralizing the recruiting team not only allows economies of scale, but also brings together expertise formerly distributed throughout the organization to create a center of excellence. Aided by centralization, developing specialist practices within recruiting allows innovation around key functions like workforce planning, hiring process management, business analysis and others.
As basic HR processes like applicant tracking become ubiquitous, HR staff can spend more time on activities focused on identifying successful professionals who are most likely to offer your company high value and the least likely to be in the general pool of job-seekers.
Best Practices, These three efforts are interrelated and each puts a premium on having an infrastructure that allows efficient teaming, process management and collaboration. As process improvements to support these efforts are implemented, it is important to measure recruiting success against overall business goals and communicate these metrics within the HR organization and the larger enterprise.
For example, is one business unit more successful in closing offers with high value candidates? Knowledge of this success is a key step in replicating it throughout the organization.
Similarly, employee retention requires business processes that combine measurement, training and collaboration. Beyond the top-line strategic value of proper management of human capital, a strong retention program can offer dramatic cost savings and productivity gains.
Turnover is a serious business problem in every industry and requires a strategic, process-based retention program to stop the losses and enable human capital value creation. Best Practices, Employee Attitude How are employees linked to the organization for which they work or to which they belong?In this regard, this essay seeks to discuss how organizations and employees see recruitment and selection and training.
More specifically, this essay aims to examine and explain how useful these processes are from the perspective of the individual employee and the organization. Recruitment and Selection and Training: Essence to Employees and the to the Organization Recruitment and selection as well as training are processes that bring together organizations and human resources.
Importance of Recruitment and Selection Essay “The Methods of Recruitment and Selection: A Case Study on Palmal Group of Industries” is a mere attempt to disclose the present scenario of HRM concepts and practices regarding recruitment and selection procedure at Palmal Group of Industries.
Essay Recruitment and Selection of Microsoft Employees Words | 6 Pages. Recruitment and Selection Recruitment is defined as a set of organizational actions that provide a pool of candidates for the objective of filling vacancies (Peters, Greer, & Youngblood, ).
Read this essay to learn about Recruitment of Employees. After reading this essay you will learn about: 1.
Meaning and Definitions of Recruitment 2. Need of Recruitment 3. Purpose 4. Process 5. Sources 6. Methods 7. Philosophies 8. Recent Trends 9. HR Challenges. Recruitment is the process of. - Recruitment & Selection One of the most important functions of an organization's Human Resources Department is the Recruitment and Selection of qualified employees.
It is important that HR selects individuals with the skills and background that precisely match the requirements of their job opening.