Question:
Discuss About The Talent Management And Retention Employees?
Human resource management is one of the most important aspects in running the organizations. Any organization that desires to create a sustainable future for it, must have a human resource department that looks after the different aspects of the organizations. The human resource managers have to play different roles in different times. The organizations must be aiming to grab a defining position within their respective industries by the help of a proper human resource management. The HR managers must see to the needs of the employees and make sure that these needs are fulfilled. They have to be in line with the vision, mission and objectives of the organization. There are many roles that the human resource managers have to play in the organization. These include recruitment, selection, and performance of the employees, reward and punishment and training and development of the employees. Other aspects of the human resource management is to provide the job and work design, high performance work design, talent management and retention of the employees, ethics in the employees and HR managers, role of technology in improving the human resource management, welfare of the employee health and career management of the employees (Hendry, 2012). In this paper, the focus will be on discussing about recruitment process of the employees as good employees are the heart of the organization.
The human resource managers have different types of roles in their domain. Apart from hiring the employees into an organization, they have to provide certain benefits to them as well (Armstrong & Taylor, 2014). The employees have to be trained and developed so they can fit into the objectives of the organization. In this segment some of those roles and their implications have to be addressed in brief so that an idea can be formed about what the employees have to learn in the organization. These roles include:-
The management and the employees have to learn to work together because the need for working together has a huge significance in the organizational success (Kaufman & Guerra-Lopez, 2013). The skills of the employees have to be developed since the supervisors assign the employees to perform different kinds of roles at different points of time. The employees can perform different activities according to their preferences as the HR department should address them.
HR managers are responsible for implementing strategies of involving the employees in gaining the organizational objectives (Rubin, 2013). They can suggest certain ways by which the employees can be motivated. Once the employees are hired into a job, they must feel the urge to be committed to the organization and feel challenged.
The HR management helps the organization to develop an organization to gain the competitive advantage over others. This competitive advantage can be gained by the particular organization only if they have good resources at their disposal and the perfect skilled employees who can complete the tasks assigned to them (Barney, 2014). The HR managers play a huge role in recruiting the best people for the organization. This competition can be compared to as the ‘war for talent’ (Elving et al., 2013). The role that the HR managers play in this context is to hire the employees, developing their skills thoroughly and retain them in the organization for a long time.
It is time to focus on the central theme of the essay. The theme is the recruitment process of the employees by the human resource management. This is the process by which the HR management searches and recruits the employees to a position in which the candidates may best fit into (Certo, 2015). The best qualified candidates are interviewed and they are given the chance to show their skills if they are hired. The job openings are created so that people can be recruited into an organization in a cost effective manner. There are certain steps by which the employees are recruited (Breaugh, 2013). These are analyzing the requirements of the particular job positions, gain the attraction of the employees to that job, screening and short listing the applicants, hiring and then integrate the new employee to the organization by the induction process.
The stages by which the recruitment process is done have to be discussed in the next phase. These stages are:-
The openings have to be created and the HR management needs to review what roles are needed to be played in the new job position (Belcourt & McBey, 2016). These new positions will have to be analyzed by the HR team properly. This will help them to describe the job roles to the applicants and make the situation easier. The HR team will build the job description and assign the job roles for that particular job designation. This job description will define what the duties that the applicants have to play are. The essential job duties have to be described by the HR department (Truss et al., 2013). Other important things that the HR department has to perform are to set the minimum qualifications for that job position and the salary range for it.
In the next phase, the HR department must make the advertisements for the potential applicants. The open job position has to be advertised through newspapers, social media forums, televisions and other mediums that are available (Ahsan Ho, & Khan, 2013).
The potential applicants or the candidates have to be screened. In this section, the applicants have to be interviewed. The skills of the applicants are tested along with their personalities (Britti et al., 2017). After the applicants meet the job requirements and minimum qualifications, they are then interviewed before a panel of experts in the organization. The applicants are informed about the job role and the salary that will be offered to them along with the facilities and benefits. Then they find out if that candidate will fit into their organization or not. The organizational requirements will be informed to them by the HR management as well.
After the screening or interview process is over, the successful applicants are then offered for the job. That job offer also includes an attractive salary, benefits and compensation package. After the offer letter is accepted by the candidate, the employee is welcomed into the new organization with induction process (Britti et al., 2017).
Some of the most important recruitment strategies might be applied by the HRM department in the organizations. The recruitment of the new employees might be done by the use of latest technologies (Marler & Fisher, 2013). Nowadays the organizations are looking to hire the employees from different parts of the world. These things require the fact that the potential employees must be informed about the job vacancies. Almost every persons are now acquainted with the social media platforms and they want to get closer to use the technology in terms of their own advantage (Marler & Fisher, 2013).
These companies can use the JAVA platform to update their database and they should keep their database up to date all the time. This enforces the fact that the organizations should be present in the virtual modes in the social media platforms like Linkedin, Twitter, Facebook, Google+ and others (Dhamija 2012). They should create pages and design it so attractively that the applicants might be attracted towards the organization. A sense of interest will begin to grow in the minds of the applicants and they will like the pages of those organizations. Thus their following will increase and they will be getting more applicants. Thus it can be defined that the main role of the HRM department is to attract the applicants towards their organization. They can do another thing through technology (Dhamija 2012). The HR managers should publish the job requirements and the details of the job requirements on the websites of the online job portals. The candidates are enrolled in those job portals and they get calls for interviews if they match the criteria for selection. The HR department of the organizations then contacts them to ask them to their office. This process continues by developing the communication with the management and the candidates.
Job searching is the first step for the candidates to end up finding the right job for themselves. The latest mobile technologies have a huge impact on the candidates to find the jobs. The updated smart phones are loaded with various new applications that support the online job portals also (Beerepoot & Lambregts, 2015). The candidates have to install thos mobile applications into their mobiles and then upload their resumes in the. Thus the job portals and job consultancies will find the applicants as the job criteria and the qualifications will suit them.
The various technologies are used by the HR to find the right applicants and give them a position to work for them. The Applicant Tracking System is one of those models that are used by the HR managers to find the right candidates (Swaroop, 2012). The Indeed Business Model is followed by the HR managers when they are assigned to recruit new employees asked by the top management. Both the large employers and the small employers are always on a spree to find the best suitable candidates for the job positions. Most of them accept the soft copies of the applicants’ resumes through e-mails. The different things like the Career builder or Indeed helps the organizations to find the best candidates. The Hr department has tobe active in this context as well (Swaroop, 2012).
There is no doubt that the technological advancement will be further enhanced and the role of the HRM will be doubled by then.
More than 10 million Millennilas will be entering the job markets within the next few years. The HR technology will have to be upgraded since the need for better employee interaction will increase by the introduction of the social media as the communication tool. The candidates are given a tap on the shoulder for doing good works but in the coming years, they will be greeted by a virtual handshake and a virtual smile (Swaroop, 2012).
As the latest technologies in the HRM comes into use, the strategies and processes for the recruitment of candidates changes and enhances as well. The social media can be used to search a better talent pool for the organizations by the HR management. Another better way to use the technology is to hire the employees by the HRM to use the online video recruitment process. This is appropriate for the tech savvy candidates in a faster and smoother way.
The HRM looks for lower the recruitment costs for the company. They will be looking to imply some technologies that will not only cater to hiring the best employees but also save money (Swaroop, 2012). Two of cheap methods to be used in case of recruitment are video and crowd sourcing. The video method allows the employers give more detailed information to the job seekers. The employers promote their brands by video method and crowd sourcing is mainly regarded as a free help to create and promote the job opportunities.
The HRM is making the lives of the people more efficient by their works. The HR technology always continues to collect and show the metrics, the more the businesses will strive to build highly strategic implications for the organizations (Swaroop, 2012).
Conclusion
To conclude this paper, it can be said that the HRM practice is one of the most important things in an organization. The various things that the HRM handle in this modern business context are very useful for the growth of the organization. The organizations; main power for production is their workforce. The workforce has to be selected and recruited properly. If this selection is not done properly, the organizations will be pressurized for their losses. The HRM has to fix some good recruitment strategies that will cater to the betterment of the organizations. The HRM has to use the technology in terms of their recruitment since technology is one of the undeniable facts in the modern era. The HR managers have to use the technology in many ways so that employees can be recruited faster by applying important technologies.
References
Ahsan, K., Ho, M., & Khan, S. (2013). Recruiting project managers: A comparative analysis of competencies and recruitment signals from job advertisements. Project Management Journal, 44(5), 36-54.
Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
Barney, J. B. (2014). Gaining and sustaining competitive advantage. Pearson Higher Ed.
Beerepoot, N., & Lambregts, B. (2015). Competition in online job marketplaces: towards a global labour market for outsourcing services?. Global Networks, 15(2), 236-255.
Belcourt, M., & McBey, K. J. (2016). Strategic human resources planning. Nelson Education.
Breaugh, J. A. (2013). Employee recruitment. Annual review of psychology, 64, 389-416.
Britti, M. A., Mauseth, M. J., Springer, J. R., & Thornley, R. D. (2017). U.S. Patent No. 9,705,863. Washington, DC: U.S. Patent and Trademark Office.
Certo, S. (2015). Supervision: Concepts and skill-building. McGraw-Hill Higher Education.
Dhamija, P. (2012). E-recruitment: a roadmap towards e-human resource management. Researchers World, 3(3), 33.
Elving, W. J., Westhoff, J. J., Meeusen, K., & Schoonderbeek, J. W. (2013). The war for talent? The relevance of employer branding in job advertisements for becoming an employer of choice. Journal of Brand Management, 20(5), 355-373.
Hendry, C. (2012). Human resource management. Routledge.
Kaufman, R., & Guerra-Lopez, I. (2013). Needs assessment for organizational success. American Society for Training and Development.
Marler, J. H., & Fisher, S. L. (2013). An evidence-based review of e-HRM and strategic human resource management. Human Resource Management Review, 23(1), 18-36.
Rubin, E. N. (2013). Assessing your leadership style to achieve organizational objectives. Global Business and Organizational Excellence, 32(6), 55-66.
Swaroop, K. R. (2012). E-HRM and how it will reduce cost in the organization. Asia Pacific Journal of Marketing and Management Review, 1(4), 133-139.
Truss, C., Alfes, K., Delbridge, R., Shantz, A., & Soane, E. (Eds.). (2013). Employee engagement in theory and practice. Routledge.
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download