Fast Track Systems in Organisations (Essay Sample)

Human resource in public sector is a clearly complex subject in the administration of country affairs. The employment structure is the management is primarily given the duties to hire new employees, formulate remuneration process, give the benefits guideline and it is also mandated with a responsibility to promote and advance the performing workers. The public sector human resource is given the power and responsibility to make sure that the public administration goals and objectives are achieved through an effective and efficient human resource system. The central government, and other public organizations and bodies have departments that are given the authority and the mandate to recruit and train new human resource and merge them into the public sector.
Salaries, wages and retention strategies are all formulated by these departments whether in public health sector, education sector or even in public security sectors. All these parts of the government are important in the normal running of a country as they ensure that all workers and employees in public sector are recruited effectively, trained in a high professional level, motivated and remunerated in a fair way as depicted by Pynes (2013). This is done to ensure that they work and perform their duties with diligence, high level of professionalism and quality service to ensure that the public are served to their utmost satisfaction. All these would not realized if the human resource department does not come with high performing systems and policies that allows for a high level recruitment, training and employees selection. The public administration HRM entails of these fundamental aspects that any formulated system should take in consideration as they are very critical in ensuring a free flowing and effective employment process.
Public sector entails of completely different type of employees and workers thus demanding its human resource management to be at its best to make sure that service is delivered efficiently while it also provides a working atmospheres for the subordinates. Crucial and pivotal systems are formulated to make sure that all these are achieved. Fast track systems are one of these systems formulated in the quest to reach an organization goals and targets by optimizing efficiency and lowering all the unnecessary risks. This system is solely made to make sure that there is a an effective recruitment and training of working talents that shows huge potentials and can be regarded as the exciting prospects in the working field of a given public sector. Success in public adminstration is primarily dependent of the human resource department to identify new talents that should be a huge asset in any working department just suggested by Berman (2012). This is the reason why HRM managers requires systems that allows for easy and flexible management of data and correspondence that will assist in find the right employees that would fill the un occupied posts and the available vacant in a particular public service department. In the past few years, the recruitment processes has been ideally passive thus making the public sector to have an average or below average type of workers. However this is bound to change as the private and public sectors are coming up with several tracking systems that allows for an effective recruitment of workers. Their information is easily accessible and retrieved thus making these bodies to be fully aware of whom they are going to recruit in their public service. The modern systems allows for extensive research of information as it is effective, flexible and more reliable way of identifying the right talent. There are several types of fast track systems including recruitment software that is focused in tracking the applicant and thus helps in finding, assessing and attracting a top talent to work for you. This recruitment management is in its way great in following and tracking a talent in all interactive forums including social media.
This recruitment system has several strengths and weaknesses in its way of functioning. One of its important strengths is its ability to improve its effectiveness while at the same time reducing all the unnecessary costs. This is achieved by making sure that placement is under competition hence the best are recruited in a swift manner and the unnecessary overhead expenses and costs are avoided. One of its other strengths is its exemplary ability to account for the recruiter and applicant parties as the employer clearly states what he or she requires in specifications and requirements, thus enabling the applicant to have the information of what is needed. RMS has an advantage in providing a pre-plan capacity of all process involved until an employee is finally approved to be suitable. This allows for the recruiters to remain focused on the objectives and the goals and to avoid being swayed aside by any "side shows" that may compromise the recruitment process. RMS has its other strength is its advantage in adding value to any public sector through the marketing of jobs to the general public. The general public is made aware of a particular public company thus enabling its brand to strengthen.
Recruitment management system also suffers from various weaknesses that affect its functioning. One of its weaknesses is the inability to identify personality types of its recruits thus limiting its efficiency somehow. A person character cannot be merely known through this fast tracking software as it is just a system that is incorporated to know the general knowledge in a person. This system suffers due to its inability to measure the real qualifications and specifications in an applicant thus limiting and compromising the quality and qualifications of a given recruit. These limits in measuring the level of an employee would ideally undermine the demands of the respective public company or sector.
Just like any other software system RMS is vulnerable to occasional failures thus needing a lot of attention in its maintenance process. Downtime instances are bound to happen most of the times hence affecting the recruitment functions and processes in various public sectors and organizations. The system may be offline at some times due to some technical hitches hence making it very hard for the public administration recruitment departments to undertake they very critical functions in identifying the right talent to work in public service. Such systems may also be vulnerable to external attacks including hacking instances that may lead to theft or loss of public sector critical information. The system software may also be subject to external or internal corruption that would undermine its working hence undermining the recruitment process. Generally all these technical weakness would affect and corrupt RMS thus making the personnel employment process to be critically affected. This is the reason why a public sector should have a strong backbone of ICT expertise if they were to choose this as one of its tracking system.
Appointing and employing the right people for the right vacant is primarily dependent on positional management. Majority of people in public sectors hold posts that they feel uncomfortable. This is attributed to the fact that proper recruitment processes were not followed hence making people to occupy positions that they do not belong to. This is the reasons many public sectors give poor results and poor outputs as they are un able to achieve their set organizational goals and objective in the public sector. This has led to development of systems that would allow for both the public and private sectors achieve their goals and aims by taking the above factors into consideration.
one of the fast track systems aimed at improving efficiency in the public sector is known as the Business process review. It helps in putting people to the respective positions that they belong into hence making it possible for them to deliver public services whether at public education sectors, health sectors and to all public parastatals that belong to the general citizens and to the public. This system would enable workers to give their all and dedicate everything in providing a high quality service to the people.
BPR has significant strengths and abilities of putting people in the position they expertise, qualify and suits their professional interests. One of its fundamental strength as a system is that it’s efficient in its working. This aspect is achieved by saving a lot of resources and a lot of time that would have been lost if an employee was placed in a position that did not suit either his or her professional interest or his qualification. This fast tracking system enable the HRM department discover the strengths, interest and qualification hence enabling them to put these workers at strategic positions. This system is able to do all these by tracking information and data of recruits from its source database and p...