- Recruiting and retaining competent employees tops the agenda of a HR
- Managers and HR must be flexible and adapt to the changes
- Assess current staffing requirements and (or) project future
- Organization’s strategic vision
- Short/long term goals
- Market’s impact on the changes in organisation
- Impact of resistance to these changes
- Evaluate the human capacity needed to meet objectives of the organisation, estimating number of people required per department/team/etc. This is done based on feedback
- Requires understanding of business + assessments from experienced managers
- Comparing with the benchmarks (perhaps with numbers from similar organisations)
- Excessive workload to employees can often lead to burnouts and increased costs in the long run
- Do Job Analysis and publish job descriptions
- Job Analysis - collecting sufficient information to understand what is entailed to perform the job
- Job description – lists activities that an employee need to perform and the skills/qualities required to meet job objectives
- Job description helps in understanding responsibility expectations for candidates evaluation within team, compensation levels, etc
- Recruitment
- HR needs to work with managers
- Internet/print ads, referrals, outsourced placement agencies, job fairs, campus (college) recruiting, etc
- Employee leasing/ project based recruiting is prevalent – companies hiring these contract employees are free of associated bookkeeping and administrative costs such as payroll, benefits, etc
- Internal hiring – choose from a known pool of talent; minimises misperceptions among candidates about the actual requirement, cost effective, motivates existing employees
- External hiring might help in avoiding the “musical chairs” syndrome that doesn’t give staff to mature into their respective jobs. On the other hand, internal hiring must ensure well planned cross-trainings
- Selection
- Interviews, reference checks, background checks, skill test/work examples, personality tests, physical ability tests, drug tests, etc are prevalent as appropriate
- Appraisal
- 360-degree assessment tool is commonly used nowadays. This receives and gives feedback not only from managers, but also from peers, clients, direct reports, etc. Has been proved to be an effective tool to adjudge the employee performance
- Employee personal/professional development and rewards
- Helping employees attain their fullest potential is more important than hiring great candidates. Training and development is an essential component of all organizations
- Increases value and capacity of human assets of the company
- Sometimes, provides alternatives to external recruiting
- Often creates potential leaders of the company
- Helps individuals motivated and interested in their positions providing room for advancement
- Initial orientation for employees in vital, especially for experienced professionals
- Leadership development programs help managers turn to leaders
- Helping employees attain their fullest potential is more important than hiring great candidates. Training and development is an essential component of all organizations
Tags: HR, Learning - Pre MBA, Quick Summary
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