Human Resource Management (Essay Sample)

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An effective work force is a major component of the recipe of success for organizations. Goals are achieved maximally when the organization’s employees are at the right place doing the right thing at the right time. (Ivanovic, A., & Collin, P. H, 2006.)It is therefore imperative that an efficient organizational system is employed to ensure that the flow of activity in the organization is smooth, efficient and new employees are inducted into this system seamlessly. Rules and regulations binding the organization to the legal system have to be thoroughly adhered to, besides structured hiring of new employees.
A request to hire staff is made to the HR management. This request includes Job description and / or even questionnaires for senior positions. The Hiring manager then has to contact and / or meet with the Human Resources department to review hiring policies, create a position announcement and discuss the salary structure. The hiring manager has to consider several factors while executing his or her duty. These include: The hiring committee composition, the gender and ethnic diversity plan for the recruitment procedure, Applicants screening instruments, interview instruments, application qualification metrics, the interview questions and veteran’s preference policies. Before the positions are placed in the print media and other media, they have to be posted internally. Position advertisements are supposed to be sent to the Human resource department where the standard language used in the advertisement will be verified and approved. They are then placed in the print advertisements. The hiring manager then has to place all field specific publications on the websites and media.
To reach a more diverse source of potential employees, the universities distribution lists, job search websites and the print media have to be used when advertising for available positions. This is after the consideration of the advertising costs by the hiring department or the administration. The advertisements have to be placed in the media in order to be seen and replied to by potential employees. When the applications for the position advertised are received, the human resource department has to review the gender and ethnic diversity criteria. This is to ensure that all applicants get equal opportunity for consideration of the position in question. The interview instruments and applicant qualification matrix will function as the criteria for non-selection. The Human Resource then has to provide the hiring managers with access to the applications so that they can review them. Candidates selected for interviews will have their information listed. The ratios of the list of candidates selected for interview has to satisfy gender, ethnic and other forms of diversity as stipulated in the law.
The interviews are the responsibility of the Hiring manager and the committee that approves diversity checks. They set up the interviews. The Human Resource manager holds the final interview schedule. All aspects of interview has to be explored including the candidate’s ability to perform the duties he or she is expected to, their awareness of trends in the field they practice and also behavioral based interviewing should be conducted. It has to be ascertained whether the potential employee may be able to interface well with the other employees and the working environment. After the interviews have been conducted successfully, a pre-employment background investigation has to be performed by the Human Resource department. These checks are to be funded by the firm. A minimum of three professional references to each candidate should be obtained. They should be from the most recent supervisor backward. Confirmed information and checks should then be forwarded to the Human resource manager for inclusion in the employee’s personnel file. After the background investigations, offers of employment can now be sent to the successful candidates. Social and diversity equity also has to be confirmed and affirmed. Details like appropriate salary and other employment conditions have to be stated by the Human Resource department prior to making a verbal employment offer. Both Candidates that have been rejected and those accepted are sent a formal letter by the human resource department and a more personalized one sent by the hiring manager. New employees have to visit the Human Resource office to complete the necessary paperwork, social security verification before they are entered into the payroll system. Permanent employees have to meet -6286501781175Submit ApplicationInterviewHireApplicationApplicationComplete Information?Job DescriptionQualified?ApplicationContinue?RejectNOYESYESYESNONOCompare with other applicantsSubmit ApplicationInterviewHireApplicationApplicationComplete Information?Job DescriptionQualified?ApplicationContinue?RejectNOYESYESYESNONOCompare with other applicantsthe Benefits Manager to clear the necessary paperwork too.
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Higher level view recruitment flowchart
When new employees have been received, it is important that they undergo orientation and induction into the firm. This is to ensure that they quickly become an efficient part of the workforce. (Jobs DB Employers Guide, 2013). The orientation process has to be gradual and spread out so that the employee is not overwhelmed by meetings and information sessions on the first day of week. The employee has to be given realistic and concrete job expectations, responsibilities and duties. They should be made to understand how and where they fit, what is expected from them and what they should expect from other fellow employees. Naturally, new hires feel tremendous pressure to adapt and perform. They should be helped to relax, feel accepted and helped interact -4286251238250Feedback to customer (Reporting Results)Evaluation (Measuring Performance)Setting Targets (Job needs – competences, CEF Level – current / target)Course Design (Material & Methodology)Training Cycle (Business process orientation training)Can DoCan DoCan DoCan DoFeedback to customer (Reporting Results)Evaluation (Measuring Performance)Setting Targets (Job needs – competences, CEF Level – current / target)Course Design (Material & Methodology)Training Cycle (Business process orientation training)Can DoCan DoCan DoCan Dowith peers, supervisors and customers.
Business process orientation cycle
The employee has to be made to feel valued and needed by the organization. There is need to make it clear to the employees that necessary tools and knowledge that will help succeed in their tasks and duties will be provided when needed. This helps them feel good about their choice of employer and new co-workers. Proper orientation will help reduce the time supervisors have to spend on teaching the new employees basic things. Orientation helps the employee to start performing a bit more quickly, thus reducing costs in both time and money pertaining to learning their jobs. Basic and necessary information from the start is important in avoiding mistakes that can be avoided. The training and orientation has to be gradual and spread out so that the employee is not overwhelmed by the amount of information he or she is supposed to grasp in a short period.
center3832860Check trainee employee skill development5. Supervise employees practice the skill4. Demonstrate skill to trainee employees3. Gather tools required to demonstrate skill2. Analyze steps that are part of the skill1. Decide skill that is to be developed in employeeCheck trainee employee skill development5. Supervise employees practice the skill4. Demonstrate skill to trainee employees3. Gather tools required to demonstrate skill2. Analyze steps that are part of the skill1. Decide skill that is to be developed in employeeThe employee has to be encouraged to learn key aspects about their jobs. Employees have to be allowed to work with peers and colleagues they enjoy spending time with. In most circumstances, people spend more time with their co-workers than family. Therefore, when workers are allowed to work alongside those they work and associate best with, it is highly probable that they will learn easier and perform better. The management also has to show real interest in the employee’s career aspirations and directions. The skills, ...