- Posted by: essay
- Category: Free essays
In order to confront the powerful challenges of modern times, companies need to redefine their human resources policies. Organization development strategies that involve transformation at a structural, procedural and cultural level are needed to meet these challenges. The challenge that HR team faces in developing the structure and strategy is maintaining a balance between global standardization and local flexibility. The approach HR leaders use to determine strategy and design must consider the relative importance of maintaining consistent principles and adapting to local culture. (Razi, 2006)
Flynn (1994) claims that with limited resources and a finite supply of talent, companies must pay extra attention to getting the right employees and keeping them. Thus advice is especially useful in the case of our company, because it is located in the area with lower than average number of college graduates and professionals (because of their work migration towards tech hubs in the Northeast and Southwestern United States).
Therefore, our company needs to pay special attention to attracting engineers and other skilled labor. At the same time, our area have quite a substantial reserve of unskilled workers, so I may presume that our company will not face with lack in unskilled labor force that is needed for production processes.
Finding, attracting, and successfully hiring and on-boarding of the new employee are the major tasks of the human resource management. I would like to present this accurately developed staffing plan that will help our organization to succeed.
According to Mishra &Akman (2010) in an era when the focus of most organizations has been on efficiently and effectively running the organization, recruiting the right person for the job is a top priority if organizations are to be successful.
Recruitment is the process by which organizations discover, develop, seek, and attract individuals to fill actual or anticipated job vacancies. (Sims, 2002).
It needs to be mentioned that mid- and large-size organizations like ours often employ professional recruiters or outsource some of the recruitment process elements.
I suggest to use the popular and effective model of the recruitment process that consist of such elements: a workforce planning, defining the needed skills, creating the job description, attracting the candidates and recruiting, selecting, and employing the people into our company.
The strategic planning of workforce is crucial factor foe organizational success; it is the process of estimating possible needs for people. The organization has to calculate these needs and find the right candidates with the assistance of the recruitment team. The planning of the personnel is used to determine the demand for a new work force.
Attracting the candidates
The next stage of recruitment process is attracting the right person to fill the certain job position. The job advertisements are usually used for attracting the candidates.
According to Yamamura, Birk & Cossitt (2010), initial impressions about the company is a critical factor in attracting and retaining the talented staff. First impressions and experiences have a major impact on both the acceptance and retention decisions of employees. Although it is commonly recognized that first impressions are important, planning for and managing such impressions are not a regular practice. Initial impressions can affect not only the decision to accept a job but ongoing job satisfaction and the decision to stay with or leave an employer. (Yamamura, Birk & Cossitt, 2010).
To conclude, beside usual procedures and stages of the recruitment process I suggest also developing the tactic plan that will help to manage the initial impressions of our company in the eyes of potential employees.