The biggest and most successful organizations which are highly motivated to gather competent personnel use advanced technologies in order to recruit those with principles close to a company’s goals. The firms that pay close attention to the process of employment are flexible, fast, and have the ability to confidently develop. Nevertheless, copying someone else’s recruiting strategy is unlikely to succeed. In order to adapt well to the rapidly changing conditions that are dictated by the modern market, a company must have clear goals, a vision for its future, and values that correspond to the interests of customers. Moreover, strategies and principles for hiring employees should also be developed in accordance with a company’s objectives.
HRMM Functions and Practices
Human resources planning is an essential element of a company’s performance since it helps in determining its objectives, strategies, and goals. The purpose of HR planning is to provide a firm with the necessary workforce and determine the inevitable costs that are needed for training. It also involves tracking changes in the vocational qualification structure of personnel. In addition, other purposes of HR management are to identify future labor requirements, to determine the qualitative and quantitative characteristics of the potential employees in the early stages. Some organizations are conducting serious research in this regard while others are limited to paying superficial attention to staff planning. There is no doubt that the long-term success of any organization depends on the availability of the necessary employees at the right time in the right positions. Organizational goals and strategies for achieving a company’s objectives matter only when people with the required talents and skills strive to achieve them.
It was mentioned that the company in question has a problem with a high turnover. However, it does not necessarily mean that the future of the firm is negative. After all, researchers note that “this higher turnover also provided an opportunity to bring in high-quality talent and to further diversify the Group’s employee base” (Groysberg & Abbott, 2012, p. 412). In order to create a strategic plan, it is very important to pose questions to which an HR recruiter should give answers. For example, he or she has to explore how many workers a company needs. Moreover, the required skill levels should also be taken into account. In addition, it is essential to determine how it would be possible to employ workers in accordance with their abilities. Furthermore, promoting training and staff development, which includes adapting their knowledge to changing requirements, is also crucial.
Nevertheless, the current global conditions have an inevitable impact on human resource management. Due to the continuing instability associated with the severe economic downturn, leading global companies are beginning to pay more attention to the issue of personnel development and strive for new horizons in 2020. Particular attention should be paid to the process of recruitment of the employees, their training, the problems of globalization, the growth and development of innovation.
Nowadays, the integration processes that are taking place on a global level are viewed through the prism of transnational flows and the movement of labor. Therefore, along with the international markets for goods and services, the international labor market is actively developing. It should be, however, remembered that the global market of human resources is a combination of national labor markets. Due to this, there is a reason to believe that globalization has a strong impact on the labor markets within countries.
The recruiting process is one of the main operations in HR strategies. It consists of several steps that include searching for a candidate by using online and offline advertisements. Moreover, it incorporates a selection of a potential applicant through testing or interviewing. After that comes choosing a candidate according to the results. The final step is the adaptation procedure, during which the employee receives the necessary knowledge and skills that will help to effectively carry out their work.
Nevertheless, there are different types of candidates that can be employed. A Society for Human Resource Management notes that they include internal and external candidates. According to researchers, recruiting the first type of employees typically consists of such approaches as “internal job posting, nomination by manager, knowledge, skills and abilities database, and succession planning” (Society for Human Resource Management, n.d., para. 9). On the other hand, hiring external employees can be done by using “partnerships, third-party recruiters, temporary firms, high schools, technical schools, colleges and universities” (Society for Human Resource Management, n.d., para. 16). It is evident that the company in this case has to change its recruitment process since it does not provide any benefits.
Their new employees were inexperienced which required the company to spend numerous resources on training. The case states that “hiring inexperienced individuals and providing them with training had historically been the hallmark of Maersk’s recruitment program.” (Groysberg & Abbott 2012, p. 420). It would be beneficial to pay closer attention to the resumes of potential candidates. A number of valuable factors could be learned from the candidate’s resume, interviews, educational and professional experience, and testing.
Training is another essential element that can guarantee that the employees can provide the work of the highest quality. The process of learning does not only improve their knowledge but also develops skills in accordance with increasing requirements for a profession. The management should require mandatory training of all workers that are involved in the production process, regardless of the position. The reason for this is the market economy of the modern world, which imposes serious requirements for enterprises.
An HR manager should provide training for employees if he or she understands that for the growth and development of a company the staff needs professional development. Moreover, the quality of the worker’s performance is also of big importance. Another reason for providing training would be the case where the newly recruited employees require additional help in getting started with the work. The ever-growing flow of information currently requires the introduction of such teaching methods that allow transferring a large amount of knowledge in a short period of time. The following active approaches are the most common in the modern practice of advanced training of leading personnel: computer training, educational group discussions, and case studies.
However, it is vital to develop SMART objectives for a training plan. For instance, a manager should define the purpose of training, as well as the expected outcomes. For example, one of the reasons for learning can be the acquisition of new and reliable knowledge or developing interpersonal or networking skills. In addition, training should put focus on the practical development of the studied material. The employees who have to go through this process should be provided with the opportunity to develop and test the necessary knowledge and skills. Moreover, changing the attitude to their experience and approaches to work should also help. The purpose of this method is to teach workers to analyze information, identify key problems, choose alternative solutions, evaluate them, find the best option, and formulate action programs.
Analyzing potential situations that can occur during work is a part of training. While studying them, it should be remembered that the individual work of employees should be combined with group discussions and proposals prepared by each member of the group. It allows workers to develop skills in teamwork, which expands the possibilities for solving typical problems within the framework of the company’s goals. Solving a case study includes doing an individual analysis, discussing work issues in a group, identifying problems, finding alternatives, choosing actions, and planning their implementation. While conducting such activities employees get the opportunity to develop analysis and planning skills.
Human resources planning includes the process of recruitment, which incorporates the mass employment of new workers in any organization in order to create a reliable reserve of candidates for filling vacant positions. During the procedure of recruiting, the organization accomplishes its goals by finding suitable personnel. However, the role of a recruiter significantly goes beyond the employment of five to ten specialists. A good HR manager is responsible for hiring employees with qualities that will determine the present and future performance of the company. For this reason, the ability to find and retain employees determines the success of a company in the market and should not be underestimated.
There are numerous performance appraisal systems that can be used in evaluating work. Such methods include straight ranking, grading, 360-degree appraisals that includes gathering feedback from people who communicated with a certain employee. Performance rating scales also vary, for instance, in a numeric system the quality of performance is evaluated by numbers, where 5 is excellent and 1 is unsatisfactory. It is one of the most important steps that a recruiter should conduct. This essential step in the work of HR allows managers to prove the high efficiency of the recruiting team and improve the recruiting process as a whole.
In theory, organizations should understand the connection between the quality of the performance of an employee and the amount of compensation that is paid. Companies are mostly focused on the final results of the work. Therefore, firms’ leaders are convinced that compensation and wages should reasonably reflect the contribution of each employee. Nevertheless, it also should be taken into consideration that the employees’ motivation depends on a reward system in the organization. It can be explained by the fact that compensations stimulate the labor and the quality of the work.
One of the most powerful tools for creating a connection between a company’s results and wages is a comprehensive strategy of payment. It should include additional monetary rewards and many other different measures that can sometimes significantly strengthen and complement the current program of payment. For example, a company can use salary surveys in order to gather feedback from the employees. It would be beneficial to learn how the current wages stimulate the quality of work and satisfy the staff’s needs. Discretionary benefits also have a number of advantages, including increased productivity and mitigating health risks that occur at work.
In conclusion, it would appear that the satisfaction from compensation depends on the balance between the expected amount of wages and what is actually received. In addition, compensation is a way for a company to compete with its competitors in terms of retaining employees. Furthermore, salaries are also meant to increase employees’ loyalty to a company. An important condition for the success of any strategy that is designed to increase the workers’ motivation is having trust between the HRM department and the employees. Therefore, it would be beneficial to provide accurate data about the production and economic situation in a company, as well as to inform workers about planned actions.
Groysberg, B., & Abbott, S. (2012). AP møller-maersk group: Evaluating strategic talent management initiatives. Harvard Business School Case.
Society for human resource management. Recruiting internally and externally. (n.d.) Web.