...RECRUITING AND RETAINING QUALIFIED EMPLOYEES Name: Institution: Introduction Recruiting is the procedures involved in finding as well as employ a well-qualified individual. The recruitment progression involves scrutinizing the necessities of a job, hiring, assimilating the novel workers to the organization as well as choosing the applicants (Rouse, 2015). Consequently, this research paper on human resource management shall attempt to explain more concerning recruiting and retaining qualified employees. One of the most basic as well as extremely significant functions when it comes to administering the human resource is recruitment. By recruiting the precise candidate for the job offers one with the right blend of fresh ideas. So as to conduct effectual recruiting studies done by “Pavitra Menon” showed that. It is vital to employ reliable etiquettes that all managers comprised in the recruitment process are in accord with. The job depiction should be revisited as well as amended as essential before recruitment activity starts. All people implicated in the recruitment procedure need to recognizable with what is invariable for a candidate to have to be triumphant in the position. The employer needs to augment their candidate pool. It is good for the employer not to discount home trained candidates other identified guidelines to engage...
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...Consulting Project Recruiting Qualified Candidates Tammy Miller Sullivan University HRL 621 Introduction Recruiting is the most important and crucial role of any human resource professional today including staffing agencies. Staffing and recruiting good qualified candidates is getting tougher and tougher these days. When I spoke with Mrs. Sinkhorn with Nesco Resource, she stated that finding good employees is one of their biggest issues these days. Employees working for staffing agencies are in a unique position compared to clients they work for. This is due to they can work this client of the staffing agency and if they do not like the job or have an issue they have choices such as asking the agency to fine them something else. I have researched some recruiting options that I think would help assist Nesco in their recruiting process. Recruitment What is recruiting or recruitment? It is the act of getting of recruits (employees). Recruiting good qualified talent is a challenge. It also described the process that a company uses to find the qualified candidate to fill the positions within their company. Even with today’s recession, it is difficult to fill certain types of jobs which make the jobs of the recruiters extremely hard. Human Resources are always a challenge because of the job itself due to having to deal with human beings. People are not predictable and finding that right person for the first job at the right time is not exactly...
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...Global Talent Maintaining or establishing a global presence is fundamentally about attracting, retaining, and supporting the right people. First, it’s not automatic that your top performers, the ones best suited for an overseas assignment, are interested in the upheaval and uncertainty that such a transition entails. Second, an expatriate living abroad may soon weary of the unexpected cultural and even social obstacles and seek a return ticket home. Not least are the economic and cost-of-living issues – for instance, an expat compensated in the host country’s currency may feel increasingly disillusioned with an unfavorable exchange rate. There are also issues and considerations on the management side. W hile a recent study indicates that an overwhelming 95% of multinational companies surveyed are optimistic about the economy and plan to send more employees on overseas assignments, more than 58% expect to reduce the size of expat packages to help defray the overall cost. However, according to the 2007 Worldwide ERC New Hire Report, more than 90% of the companies surveyed reported having difficulty in recruiting the right people. And while exact figures are not widely available, it’s estimated that there are from 3 to 10 million expats on short and long term assignments around the globe. Relocation, from both the employer and employee perspective, automatically becomes more complex when it comes to global assignments. For employees, accepting an expatriate assignment means...
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...today's rapid changing, job market businesses and organizations have to have a well put human resources department in order to build a good team of qualified personnel. It can be challenging for administrators to achieve the correct strategic process for recruiting and retaining reliable, motivated, and qualified employees. Therefore, the human resource management roles consist of recruitment, training, establishing policies, controlling cost, payroll, compensation, benefits, performance appraisal, legal compliance, and retaining good employees through career development. “The management of human resources is of crucial importance in enabling the delivery of efficient and effective services” (McHugh, Johnston, & McClelland, 2007, p. 314). In order to deliver effective services the human resource management team has to understand employee relations, the business development, finances, and find strategic ways to execute all of the other responsibilities this department has. “Recruiting and retaining the right talent is one part of the equation. Developing the team collaboration through organizational development, professional development, infrastructure, and culture also plays a major role in attracting and retaining the right staff at all level.”(Hauff, 2007, para). In order to develop a good team, providing training and continuing education will be necessary for employees to expand their experience, knowledge, development and keep their position. Human resources department has...
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... Attracting,&retaining&and&engaging&star&performers& & What&HR&practices,&policies&and&programs&can&be&implemented&to&attract&and&retain&a& diverse&pool&of&qualified&STEM&employees?&Consider&also&addressing&potential&obstacles& and&barriers&to&effective&implementation&of&such&programs&and&how&these&might&be& managed.& & & ! ! Bolanos,!Eugenia! ! & & & th March&30 ,&2016& Human!Resources!Management!–!Final!Paper! Introduction& Science,! technology,! engineering! and! mathematics! (STEM)! workers! drive! innovation! and! competitiveness! by! generating! new! ideas,! new! companies! and! new! industries.! However,! businesses!frequently!voice!concerns!over!the!supply!and!availability!of!STEM!workers.!In!the! past!15!years,!the!demand!for!STEMJqualified!talented!employees!has!increased!while!the!offer! has! been! stable,! this! is! creating! a! serious! shortfall! of! talent! that! has! implications! for! an! increasingly!global!economy!of!innovation.!This!labor!market!behavior!brought!a!sever!challenge! to! human! resources! departments! of! all! STEMJrelated! companies.! The! challenge! starts! in! the! recruiting!process!where!there!are!a!number!of!factors!that!are!inhibiting!new!entrants!to!STEM! fields!and!attracting!existing!participants!away!to!other!areas.!Then,!the!candidates!go!through! the!application!process!and!are!often!driven!away!if!the!career!growth!prospects!do!not!match! their!expectations.!Finally,!retaining!successful!STEM...
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...Jake Cittadino Professor Coursey English 1102 C 4 March 2013 Recruiting, Hiring, and Maintaining: Mandatory for Business Along with many others, a highly mandatory aspect of running any type of business is a workforce. Recruiting, hiring, and maintaining this workforce is a process that requires a plethora of work and time. To be successful in business, all three of the aspects have to be done efficiently and effectively; like a well-oiled machine. If one of the three parts breaks down and is no longer productive, the whole system breaks down. Although the novel The Magicians does not directly involve a business, it does show some aspects of recruiting and hiring skilled labor to go to Brakebills, a specialized college that only allows magical prodigies to attend. In the novel, Quentin is recruited to go to the magical college by a recruiter disguised as an EMT. This certain EMT gives Quentin and his friend an ultimatum that results in Quentin arriving in Brakebills. Once Quentin and the other recruits are at the college, a process similar to a business hiring an employee is performed by way of an entrance exam. This entrance exam is a way to wean out incompetent candidates to ensure that the college only contains the finest quality students, or “employees” for business’s sake. Once the examinations or interviews are performed, the next step in running a business is to be able to keep the employees working for as long as possible. At Brakebills, there is a mysterious problem...
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...Human Resource Sustainability & Organizational Behaviours at NOKIA Case Study Assignment 3 Human Resource Sustainability & Organizational Behaviours at NOKIA Case Study Assignment 3 Contents History & Introduction to Nokia 2 Work- Life Balance (WLB) 3 Action Plan/Steps 4 Sustainability 5 Recruitment & Training 5 Action Plan/Steps 5 Sustainability 6 Retaining top talent by incentivising 6 Action Plan/Steps 7 Sustainability 7 Conclusion 8 REFRENCES 9 Extra Readings 11 “ It’s in the Hands of Humanity to make development sustainable, that is to say, seek to meet the needs and aspirations of the present without compromising the ability of the future generations to meet their own” United Nations 1st Rio Earth Summit History & Introduction to Nokia Nokia’s origins stem from the paper manufacturing business by Fredrik Idestam, established in 1865 in the south-west Finland. He later erected a second mill in the nearby town of Nokia which equipped him with the generation of hydropower production. In 1971 the Idestam family along with a business partner Leo Mechlin transformed the firm into a share company and as we know it today to be Nokia. Nokia have a diverse range of interests but we know Nokia for its Mobile Phones * 1912 Generated electricity for the population of Finland * 1962 Created the first pulse generator for use in nuclear power plants * 1963 developed radio/telephone which was...
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...turnover costs? It’s not only the cost incurred by a company that emphasizes the need of retaining employees but also the need to retain talented employees from getting poached. The process of employee retention will benefit an organization in the following ways: 1. The Cost of Turnover: The cost of employee turnover adds hundreds of thousands of dollars/rupees to a company's expenses. While it is difficult to fully calculate the cost of turnover (including hiring costs, training costs and productivity loss), industry experts often quote 25% of the average employee salary as a conservative estimate. 2. Loss of Company Knowledge: When an employee leaves, he takes with him valuable knowledge about the company, customers, current projects and past history (sometimes to competitors). Often much time and money has been spent on the employee in expectation of a future return. When the employee leaves, the investment on him is not realized. 3. Interruption of Customer Service: Customers and clients do business with accompany in part because of the people. Relationships are developed that encourage continued sponsorship of the business. When an employee leaves, the relationships that he built for the company are severed leading to potential customer...
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...TABLE OF CONTENTS 1. Introduction…….…………………………...……....…………….…3 2. Literature Review on Talent Management..……….…..…. 3 Talent Management……………………………………………………..…..….……3 Talent Acquisition……………………………..……………………………………...3 Talent Identification………………………………..……………………………..…4 Talent development……………………………..…………………..……..………..4 Talent Deployment……………………………………………………………...……5 3. The four stages of Talent Management……………………………………………………………6 4. The two dimensions of Talent Management.....................7 Retaining Talent…………………………………..……………..……………………..7 Harnessing the Unmanifest Tal………………………..………………....………8 5. Ways to attract and retain talent……………………..………..9 6. The causes of ineffective Talent Management…………….10 7. The case of Apivita……………………………………………..……..11 8. Conclusion……………………………………………………………….12 9. Reference List…………………………………………………………..13 1. Introduction The aim of this project is to address the concept of talent management. More and more companies tend to rely on talent management and invest human capital and technology in order to success in this process. There are many ways to achieve strategic TM that will be analyzed but also many causes from inefficient TM. Additionally, the case of APIVITA Company will be analyzed, concerning its TM practices. 2. Literature Review on Talent Management Defining talent management, Murthy, as cited by Majeed (2010), clarifies, “TM refers to managing the entire work life of employees till...
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...remains as one of the important role within an organization despite the need for all line managers to adopt certain functions of human resources. Human resources management functions the best when the line managers and centralized HRD work hand in hands. The rationale of this idea will be discussed in the later part of this article. First of all, we should take a look of the core functions of human resource management irrespective of whether it is the responsibility of HRD or line managers. Generally, human resource management can be classified into three main functions: i) Recruiting In this stage, the major task is to recruit and select the best talents with necessary knowledge and skills to assist the company to achieve its goals. HR practitioner should perform thorough job analysis in order to gain deeper understanding of the requirement of the job. ii) Developing After recruiting the staff, HR practitioner is responsible to train and groom the staff for the job via various types of training programs. Then, HR should ensure that the performance of the staff is in line with the organization’s objectives. If the performance of the staff deviates expected standards, HR practitioner should...
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...recruit and retain qualified staff is somewhat a challenge due to the increasing difficulty in recruiting employees with the appropriate competence-organisational fit, and competition for key personnel by other national and international agencies. One approach to overcome this challenge is for banks to possess effective resourcing, recruitment, selection and human capital management framework which is quick and cost effective (Kleiman, 2005). Implementing the right framework would allow banks to review, select, build and retain the best competence in candidates thereby affording them with a workforce that can give them competitive advantages. As such HR departments have become important organisational components due to their function of recruiting, developing, and retaining quality staff (Fischer et al., 2004). 1.1 Scope This report highlights the five step talent strategy of First Bank Nigeria (FBN) PLC, the effectiveness of the sourcing and talent management strategies, and recommendations that will potentially increase the outcome of the process. 2.0 Talent Management Wellins et al., 2009 define talent management as a critical process that ensures organisations have the quantity and quality of people in place to meet their current and future business priorities. Therefore talent management strategies focus on five primary areas: attracting, selecting, engaging, developing and retaining employees (Lockwood, 2006). 2.1 FBN Talent Management Strategy A talent-powered bank...
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...offer learning and development opportunities will attract a lot of talent who want to learn new skills to better their career. Without training prospects a lot of talent will be lost. * Salary – A company with lower levels of salary wouldn’t attract as much talent as higher levels of pay. Workers want their hard work to reflect in their wages. * Benefits packages – A company with good benefits package also attracts talent. People want to see what the company offers to safeguard and assist their employees. 2. Three organisation benefits of attracting and retaining a diverse workforce are: * A varied array of employees means different levels of skills and knowledge, enabling each sector of an organisation to excel. * A diverse workforce means people possess different attitudes and values whether these values are derived from race, religion or even nationality. When all brought together can benefit the company when dealing with a wide range of people and even internationally. * Creativity and productivity would increase. People with different backgrounds have different ways of thinking. Enabling different views and ideas to emerge. 3. Factors that affect an organisations approach to recruitment and selection are: Internal * Skill shortages – Looking at what areas of the company are lacking in skills, giving the Human Resource department the chance to set Person Specifications and Job Descriptions based on what skills they require. * Recruitment...
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...SKILLS DEVELOPMENT 1 SECTION 2 TANYA CHAPMAN MARCH 12, 2014 Contents Abstract 3 Introduction 3 Literature Review 4 Good People 5 Attracting Good People 5 Retaining Good People 6 Developing Good People 7 Application in the work environment 7 Cash Money Cheque Cashing Inc. 8 A Tradition of Excellence 8 The Cash Money Promise 8 What is a payday loan and who uses it? 9 What Cash Money Employees Are Afraid Of ….. 9 Implementation Plan 10 Reference………………………………………………………………………………………………………………………………………………………………………….. 17 Abstract Good people are hard to find, the saying goes. "Without loyal, dedicated, competent workers, no company can satisfy the expectations of its customers - internal or external. Employee retention to build a stable, productive workforce will be the competitive advantage in this decade." (Roger Herman, 2014). Attracting and keeping good people has become a challenge for a lot of companies. One would think that changing jobs during economic down times is difficult but the fact is that good people will always find jobs during strong or weak economy. Both business leaders and senior managers agree that it is becoming increasingly difficult to keep good people as employees seek greater mobility in the market place (Sexton, G., 2007). This report looks at attracting, keeping and developing good people in Cash Money Cheque Cashing Inc., a financial services company headquartered in Toronto, Ontario. Introduction The current generation...
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... 1. Recruitment & Selection This technique relates to the statement : "what set of people would most effectively allow us to do the things we want to do", noting that in any complex system of people will likely have to fill different roles, that different people are best suited for different roles, and that different people are best suited for different rules depending on who else is filling the other roles (Herman, 2007). Managers in organisations need to attract and retain competent employees who experience a fair and dignified environment, with positive development opportunities (Geldenhuys, 2008). To achieve such changes in staffing profiles, managers need to undertake a wide range of initiatives. These include specially targeted advertising to reach disadvantaged and socially excluded communities and the establishment of partnership with community and statutory agencies to enhance their recruitment efforts as well as to support local/regional social and economic development goals (Situational Leadership, by Bahadin). It is important for managers to ask themselves if they are pursuing the right people? How successful is it in attracting the right candidates? Tools such as e-recruitment or onsite application kiosks are a start. The results can be gathered and analysed to generate benchmarks. And randomized trials can help managers to track the effectiveness of competing recruiting techniques (Millar, 2007). 2. Talent Management & Development Talent management...
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...Talent Management Strategy Dr. Daniel Frost HRM532- Talent Management May 15, 2015 Companies have always had a focus on talent management; however, it was a very basic focus on acquiring, hiring and retaining employees. As companies evolved, their focus began to shift to create a higher performing workforce. They found that the key to igniting optimal performance is aligning the company strategy with talent management. Formulate a talent management strategy to encompass the entire talent requirements of the organization. According to Nancy Lockwood, talent management is the primary driver for organizational success. It is the implementation of integrated strategies or systems designed to increase workplace productivity by developing improved processes for attracting, developing, retaining and utilizing people with the required skills and aptitude to meet current and future business needs (Lockwood, 2006). By implementing an effective talent management process the company is more prepared to compete and improve their recruiting process. An effective talent management strategy consists of the following: Align the talent management plan with the company’s strategic plan and overall business need. By aligning this goal, it allows management to clarify job roles for individuals and add value to the employees in the organization by engaging them and taking ownership in the success of the company. All the employees in the organization understand what is expected of...
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