Selection and Recruitment Process in Promoting Development of People in an Organization

 

Introduction

The development of people in an organization plays a critical role in ensuring that the organization is able to achieve its long-term objectives. In order for an organization to promote the development of people, the management must ensure that they integrate the human resource strategies with the organization goals and objectives. Application of the principle of the employee relation can also help to ensure that the employees are motivated to continue working for the organization. This report among other things analyses the importance of selection and the recruitments process in promoting the development of people in an organization. In relation to this the report analysis the principles and the steps involved in the selection and recruitments process. In addition the report proposes that one of the strategies that can help the business in the current evolving business context is the performance management. The report therefore first presents the importance of the performance management in an organization. In this case the report argues that among other thing that proper management of the performance can help the workers to adapt to the various changes in an organization. The report also analyses the various principles applied in the performance management. Finally the report proposes some of the methods that can be applied during performance management.

Relate the management and development of people in organizations to human resource strategy, organizational theory, employee relations, human resource management practices and the management of change.

There have been various changes in the business environment, which has in turn forced different organizations to train and develop their employee in order to ensure that they stay ahead of the competition. In this case the management of different organizations has aligned the human resource strategies in line with the current business needs. The following are some of the ways in which the management and development of people in an organization relate to the human resource strategy, organization theory, employee relations and human resource management practices

Human resource strategies  

The human resource strategies refer to the various ways in which an organization intends to do about its human resource management policies and practices and how they should be integrated with the business strategies. In this case the major purpose of the HR strategy is to guide the development and implementation of the different programmes in an organization (Armstrong, 2008, p.53). The HR strategies also help to provide a means through which the management of the organization communicates with the entire stakeholders in an organization. In addition, the human resource strategy also helps in describes the various intentions of an organization about how people should be managed and developed. In order for an organization develop effective strategies that the management must ensure that they formulate the strategies that are in line with organizational goals and objectives. The guiding force in the formulation of the strategy should be the organizational missions, which represent the main reasons why an organization exists. In this case the planning process should begin with assessment of the current state of the business and the different environmental forces that may be important during the planning cycle. This therefore implies that the SWOT analysis should form the first step in the formulation of strategies. In this case therefore the management of an organization should ensure that the human resource strategies help in the development of people in an organization.

Organization theory

The organization theory refers to the study of organization in order to indentify the various common themes for solving the problems and at the same time maximizing the efficiency, productivity in an organization (Miller, 2012, p.44). In addition the organization theory helps in meeting the various needs of the stakeholders. Application of the modern organization theory can help to promote the development of an organization. Considering the application of the Douglas McGregor theory of X and Y it is evident that the theory can help in ensuring that the organization is able to achieve its objective (Miller, 2012, p.44). According to the theory the organizations, which uses the X model of theory mainly, assumes that the employees are lazy and that they must be coerced with the tangible rewards. In this case the workers prefer to be directed and in most cases they want to avoid responsibility and value the financial security. The other model of theory is Y, which states that the human can learn to accepts, and seeks responsibility. In addition the theory also indicates that most people posses a considerable degree of imaginative and problem solving ability. Moreover, the theory also assumes that the employee will govern or tend to direct him or her towards the goal set. Most importantly the theory also assumes that the satisfaction of ego and self-actualization are the most important needs in an organization. In this case an organization that applies this theory will therefore be able to create an atmosphere the employees are able to develop.

Employee relation

The employee relation refers to the various ways of maintaining employer-employee relationship that help in improving the productivity, motivation and the morale of the workers. In addition the employee relation is also concerned with preventing and resolving problems involving individuals, which can arise in the workplace. In this case therefore proper management of the employee relation in an organization can therefore help in promoting the development of people in an organization (Armstrong, 2008, p.8). Improving aspects such as communication in the workplace can help to ensure that the employee are able to feel that they can be heard and hence become motivated to continue working for the organization. The conflict management as applied in the employee relation helps in ensuring that when the conflict between the employee and the management is solved. Most importantly, the concept of employee growth as applied in the employee relation help in ensuring that the employee feel that they are more valuable in the workplace and therefore work hard to ensure that the organization is able to attain their goals and objectives (Armstrong, 2008, p.9)

Human resource and management practices

The human resource management practices refer to the various planned approach of managing people in an organization in order to ensure effective performance. These practices aim at establishing a more open and flexible and caring management style so that the employee can deliver their best to the organization. Application of proper human resource practices can therefore help to ensure that there is adequate development of the employee in an organization. In this case the HR practices such training help to ensure that the employees are equipped with knowledge and skill that help them to perform their duties efficiently. The labor planning as applied in the human resource management help in ensuring that a clear plan of work is implemented in the organization. In addition the service quality enhancement practice as applied in the HR practice help in ensuring that a customer focused culture is developed in an organization. This in turn helps in ensuring that the public image of the organization is enhanced.

Change management in an organization

Change of management plays an important role in the development of people. In addition, it leads to development and growth of the people. For instance, advancement of technology is considered as the main engine that enhances growth of people. In relation to innovation of technology various health centers has been development, which in advance promote the growth of people. In addition, many organizations were developed due to technology advancements. When employees are health, various duties are carried out effectively in an organization. Technology is also playing an important role in enhancing development of            people in various organizations. Change management help increasing the business response time (Paton& McCalman, 2007, p.19). This is because with proper management of change the workers are able to accept the various changes that the organization intends to implement. Most importantly management of change in an organization can help in handling competition. This is because it will help to ensure that the workers understand the importance of change in an organization

Principles and practices involved in a strategic approach to recruitment and selection

The process of acquiring and retaining the employee in an organization is critical in ensuring that the organization achieves its objectives. Recruiting in this case refers to the set of activities that help an organization to obtain a sufficient number of qualified of people to perform various responsibilities in an organization (Swanepoel, 2003, p.143). Recruitment help to ensure that an organization is able get a pool of potentially qualified people in an organization. The following are some of the principal applied in recruitment.

Competitive

In order for an organization to ensure that they are able to attract and retain the talented employee the management must ensure that they develop superior strategies of tapping these employees different from the other competitors. In this case therefore the management needs to ensure that they lately fight in order to obtain the best employee in the market.

Employee branding

Employee branding is an important principle as applied in the recruitment process. The employee branding in this case entails an organization building its external image as an excellent place to work (Grünewälder, 2008, p.7). In this case therefore the management should ensure that the applicants of various positions are able to get clear information regarding the various activities and the progress of the company. The management should also ensure that they provide the applicant with information that working in the firm is interesting. In relation to this the management of an organization needs to ensure that they build a recruiting culture in an organization. This implies that every employee in an organization should therefore ensure that in his or her own ways are able to attract new talent in an organization.

Integration

The recruitment process must also be in line with the various management practices this is to help ensure that the new employee are integrated into the system. The integration will help to ensure that the new employees are able to adapt to the various process in an organization. In addition proper integration of the human resource practices with recruitment process will help to ensure that the new employee is able to realize his full potential while working in the new organizations.

Target employed

The management of the organization should ensure that the recruitment process mainly aims at targeting the top performers in the industry. The management should therefore ensure that they device a recruitment strategy that the can be able to attract individuals from other organization who have not necessary applied for the job. Hiring of the top performers in an organization can therefore enable the organization achieves its goals and objectives

Procedure for recruitments and selection

1. Indentifying of the vacancy

The management of the organization should first ensure that they indentify a specific vacancy in an organization (Cooper & Robertson, 2001, p.2). In this case the management should therefore ensure that they analyses the information from various department to indentify which department needs has a vacancy

1. Advertising

Once the management of the organization indentifies a vacancy the next step involves advertising of the said position. The management should ensure that they indentify the most the effective media to use in order to advertise the vacancy.

1. Application process

The application process is the next step that involves collection of all filled application form. It is important for the management to ensure that they send a sample note to act as guidance to the applicants.

1. Short listing

After collection of the application the next step involves analyzing the various applications and the cv sent. The process of short listing should be free and fair to ensure that it is guided by the merit only. Most importantly the management of the organization should ensure that the process is transparent.

1. Interviewing

After the short-listing of the candidate the next step involves calling the successful candidates to the interview. The management should ensure that the candidates are asked questions that can help to verify and test the level of the candidate competency and skills

1. Making a job offer

Once the interview is concluded the next step involves making a job offers. In this case the job offer should be made after a satisfactory vetting is done on the all the applicants.

1. Induction and training

After the employee is given the job offer the next step involves induction and training. Induction is important in laying out the foundation of the relationship between the employee and the employer. The induction also helps in ensuring that the new employee is provided with all the information necessary to carry out their jobs effectively. Most importantly the induction helps to ensure that the employees are inducted into the various organization cultures.

2. propose the development of appropriate human resource strategy and practice within an evolving business context

One of the strategies that can help the business to develop the human resource strategy and the practice within the evolving business context is through the introduction of the performance management practice in an organization.

Importance of performance management

Workforce development

The introduction of the performance management in an organization helps to support the workforce development in an organization. One of the major reasons why the performance management helps in promoting the workforce development is the fact it helps in promoting the employee engagement. This in turn helps to ensure that the employees are motivated to work and therefore able to realizing their full potential.

Create open communication

Proper implementation of the performance management helps in promoting open communication in organization (Armstrong, 2010, p.119). The employee are able to raise some of complain regarding the working condition in the organization. In relation to this promotion of open communication among the employee in an organization help in ensuring that the entire workforce understands the purpose, goals and various operational objectives. In addition the presence of an open communication strategies in an organization help in employee engagement and improve the performance in an organization.

Creating the workforce loyalty

Proper management of performance management provides a perfect opportunity where the manager and the employee understand and the various tasks that are required in order for an organization to achieve its objective. This collect engagement of the entire workforce towards promoting the organization goals and objective also help in promoting loyalty among the employee. When the performance management is effected the workers are able to understand what the company requires from them and therefore respond appropriately. In addition, studies also indicate that when the compensation and recognition are tired together the performance in organization will be maximized with a minimum application of the effort from the management.

Promotes risks management

Implementation of an effective performance management strategy can also help to ensure that the organization is able to minimize their risk. In this case the management can implement award strategies mean to increase risk awareness among the employee in an organization. The management should therefore ensure that they their performance management strategies are tied to risk management.

Improve the decision-making in the organization

Another major function of the performance management strategies is the fact that it helps in improving on the decision-making strategies in an organization. The senior staffs in an organization make most of the managerial decisions; however the implementation process relies on the co-ordination of the entire workforce. This therefore implies that in the situations where the entire workforce is motivated with the introduction of performance management the organization can be able to achieve their goals and objectives. In relation to this implementation of the performance management strategies can help to improve the leadership process in the organization. This is because among other things the performance management helps in improving communication in an organization. In addition with an effective performance management strategies the employee are encouraged to assume responsibility and hence help to support the decision-making in all the levels in an organization. Most importantly implementation of the performance strategies helps an organization to achieve integration and harmonization in an organization.

Principle of the performance management strategies

In order for the management of an organization to implement proper performance management strategies they have first to ensure that the chosen strategies achieve fairness. In this case the management should ensure that the entire workforce is treated equally. This therefore implies that the performance management strategies should be according to the principle and of distributive and procedural justice Armstrong, 2008, p.45). According to this principle the, management should ensure that the implementation of the pay system should there is a standard a fair payment of the employee in all the levels in the organization. In addition according to the principle of payment people should not receive pay than they deserve by comparison with their fellow workers. The performance management strategy should also achieve the principle of equity. In this case the people should be rewarded in relation to others in the organizations. In this case therefore the people working at the same level should receive equal pay (Armstrong, 2008, p.45)

Moreover the management should ensure that the performance strategy implemented is transparent and therefore entire workforce should understand how it works. In this case the management should explain to the employee the need and the importance of implementing the said performance strategies. When implementing the reward strategy the principle of clarity should be upheld. This implies that the people in the same job group should be given equal pay.   The management should also ensure that the performance strategies implemented support the achievement of the business goals and objectives. This can in turn help to ensure that the organization is able to achieve its growth strategies. The management should also ensure that the people in the organization are rewarded according to their contribution in the organization. In this case therefore the management needs to recognize the value that each individual make in an organization but not just the top exception performers.

Another important principle that is applied in the performance management is the principle of consistency. In this case the, management of an organization should ensure that the decision to pay the employee at a certain level does not vary much and therefore fair and equitable. One of the best ways the managers ensure that the issues to do with consistency are maintained in the performance management is mainly through ensuring that the workers understand the rating that the organization intends to use in the management of the performance. The management can also organize a training tom ensure that the entire workforce are equipped with knowledge on the ways in which the management intends to implement the performance in the organization. This can help to ensure to ensure that the workers are comfortable with the various performance rating that the management wishes to implements.

Performance management method

Ranking methods

Ranking method refers to the method in which the organization groups their employee according to the performance of the levels of the employee. In this case the assessment of the employee work group is done against another employee. In addition the relative performance of an individual can also be done by ranking the person on his job against the performance of another member in the worst employee. Using this method the management can therefore be able to rank the best and the worst employee. However, this method has a major limitation since it usually difficult for one to compare individuals with different talent. In addition in the situations where there a large numbers of the employee it might be difficult for one to rank the entire workforce.

Critical incident technique

According to this method the manager must ensure that they prepare a list of very effective and ineffective behaviors of the employee. Moreover these critical incidences should outline the outstanding or the various poor behaviors that can be demonstrated by the employee in the job. After carrying out the assessment the result can thereafter can be used to assess the performance of the employee. One of the major advantages of using this method is the fact that it can help to provide a basis for conducting a thorough research on the employee performance. However, the method also has a disadvantage since using it the negative incidence are more noticeable.

Forced distribution methods

In this case the management uses certain rates percentages to certain categories or percentiles. Moreover, the both the number of the categories and the percentage of the employee to be allocated in each category are function of the performance appraisal (Bohlander & Snell, 2010, p.381). The method has an advantage since it tends to eliminate the raters bias. Mostly importantly use of pre-determined percentages help in eliminating the problems of using different rates is avoided. However, the method has a major limitation since it can lead to low staff morale in an organization. The employee who feel that they are productive and at the same time find themselves at low job group may be discouraged to continue working hard for the organization.

Checklist method

According to this method a large number of the statement that describe various specific jobs are given and at the same each of the statement has weight that is attached to it. During the time of rating the supervisor checks all the statement that describes the behavior of the employee. After the assessment of the employee on each sheet regarding the employee behavior is then scored by averaging the weight of the statement by the rater. In this case a person who is familiar with working condition should prepare the checklist. In this case, the judges categorize the statements in the assessment sheet and the in accordance to the value attached. However, the method has a major disadvantage since it is very expensive and time consuming. In addition it is also hard for the management to analyze and weigh different numbers of statement about the employee contribution and behaviors.

Conclusion  

From the above it is evident the human resources strategies play an important role in promoting the development of people in an organization. The HR strategies help to guide the development and implementation of the different programmers in an organization. Application of the organization theory can also help to ensure that the organization is able to achieve their objective. In this case the management should ensure that they adopt the Y model of the organization theory as proposed by Douglas McGregor. This is because according to the model meeting the needs of the employee can help to ensure that the employees are motivated to continue working for the organization. The management of an organization should ensure that they implement proper strategic approach to the selection and the recruitment process. This can help to ensure that the organization is able to acquire the top performing employee. Moreover, performance management in an organization can help to ensure that the organization is able to achieve its objectives. In this case the performance management helps to ensure that the employees are motivated to continue working for the organization

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

References

Armstrong, M. 2008. Strategic human resource management: A guide to action. London: Kogan Page.

Armstrong, M., & Armstrong, M. 2010. Armstrong's handbook of reward management practice:Improving performance through reward. London: Kogan Page.

Bohlander, G. W., & Snell, S. 2010. Managing human resources. Mason, OH: South-Western Cengage Learning.

Cooper, D., & Robertson, I. T. 2001. Recruitment and selection: A framework for success. London: Thomson Learning.

Grünewälder, A. 2008. Employer Branding: Marketing the company as an attractive employer. München: GRIN Verlag GmbH.

Miller, K. 2012. Organizational communication: Approaches and processes. Boston, MA: Wadsworth Cengage Learning.

Needle, D. 2010. Business in context: An introduction to business and its environment. Andover: South-Western Cengage Learning.

Paton, R., & McCalman, J. 2007. Change management: A guide to effective implementation. London: SAGE.

Swanepoel, B. 2003. South African human resource management: Theory and practice. Lansdown: Juta & Co.