Human Resource Management
The purpose of recruitment is to create a pool of candidates on all jobs including, in particular, for the future of organizational and personnel changes, layoffs, transfers, departures retirement, expired contracts, changes and trends and the nature of production.
Having information about the strategy of the organization, its structure, key areas of work and appropriate organizational culture, service personnel can begin search and selection of appropriate staff. There are internal and external sources of recruitment of staff.
In this paper, we consider the main stages at the stage of the recruitment. To hire the workers Human Resource manager have to know in detail what tasks they perform at work and what personal and social characteristics of these works are. This knowledge is obtained by analyzing the content of the work. Such an analysis can result in using of different methods of recruitment. Sometimes, the role of routine work and simple observation can serve as a good source of information. The necessary information can be obtained either from direct perpetrators or their superiors.
HR manager is a specialist who has knowledge in human resources management in organizational, managerial, legal, educational, social, psychological, and sociological aspects. HR manager provides a full cycle of resources: the study of labor market and hiring of staff to care through pensions and dismissal.
HR manager takes a leading place in implementation of management tasks. He or she is responsible for the organization in general. He has a particular subordinate staff. HR manager has rights and responsibilities and chooses the best options for management decisions and organizes their decision making process. The results of the manager depend not only on the activity of the group, which he or she heads, but the administrative staff, as well and the organization of manager’s own routine.
Manager is the central figure of the human resources management system. Manager holds a key position in the management of the organization. This important role of the manager is determined in that it has the authority to make decisions. He decides what, to whom, when and how to do. He is accountable to the owner of the property.
With real power, the manager affects the collective attitudes, and thus, the results of operation of the facility and its management style. He selects, arranges and uses staff for their understanding. Highly professional HR manager surrounds himself with experienced, knowledgeable business colleagues and qualified subordinates. As a result, this approach leads to the organization’s prosperity, whereas the contrary approach leads to the company’s losses and, consequently, bankruptcy. The highly qualified business manager leads the team with clearly identified objectives and helps his subordinates understand their role in their decision that can involve internal incentives to act independently, including the anticipation of possible difficulties, preventing of failures, and finding the best solution to the problems in each situation.
The requirements for performers of work are as follows: 1. Physical health. 2. Mental abilities. 3. Education level. 4. Experience, training and skills. 5. Personal qualities.
A qualification is a "list of criteria for selection," which is used in selecting of the best candidate. The next step is finding a suitable person who satisfies these requirements. There are two sources of recruitment: internal (team of employees) and external. Both have advantages and disadvantages.
Forms of labor recruitment are varied. It is important to promote the benefits of this enterprise in the working environment (working conditions, wages), social (opportunities to promote vocational qualification), non-production benefits (availability of kindergartens, recreation bases, housing). To recruit outside personnel, announcements are placed in the media, information is spread around in subdivisions of employment agencies, with which companies enter into appropriate agreements.
The announcement ads must indicate the next points: title of work position and organization’s form of activities; location of the organization; character of labor and duties; employee qualifications and relevant experience; salary and fringe benefits; prospects for improvement in the job, along with career growth prospects; form of treatment, among others.
Choice of attracting workforce depends on the category of staff. In order to hire lower-and middle-level managers, printed announcement are used, followed by selection of a suitable candidate for the company independently or engaging the help of consultants from evaluation centers. On the other way, heads of departments or high-level professionals or rare trades’ workers are selected through involvement of special recruitment centers. One form of involvement of professionals and skilled workers is a contract with the relevant institutions. Many cities hold job fairs where a person can get access to a bank of information and choose the job according to his or her specialty. One form of involvement of staff in the company is "open door days" where interested persons are invited to get a good job at this enterprise. Great opportunities are allowed through the Internet.
We have thoroughly reviewed the actions of HR manager on the stage of recruitment, next to this, comes the stage of the selection of personnel. Stage of personnel selection includes several steps. The first step in the personnel selection process is to collect information about applicants.
Often, the announcement on recruitment describes request to make resume and submit it to the employer. CV has only one purpose - to help pass the first stage of the selection process. Only professional resume help to overcome barriers on that stage. The most common method of recruitment is an interview. Its purpose is the detailed evaluation of the candidate’s qualifications (based on their choice of enterprise employment), familiarization of the applicant with the requirements of the company, as well as opportunities for professional growth. Interview also allows evaluation of personal impressions of the applicant, his sociability, benevolence, confidence, the ability to adapt quickly.
During the interview, HR manager has to follow the rules of the meeting:
Contact is setting policy and support communication. Control is doing interviews according to plan. Quality is extraction of all the necessary information.
Manager deals with the selection of staff; therefore, he or she must possess the art of communication. Its mission is to get information. In fact, it is ascertained that 70% of the time a candidate should talk, and 30% of interview time should be dedicated to manager. This assumes the ability to ask relevant questions, ability to make decisions, have a pronounced art of non-verbal communication. Observation of non-verbal cues will help to understand the true meaning of the spoken words. The plan of the interview should set criteria for evaluating the candidate based on the list of questions.
Interviews or discussion of employment is still a widely used method of recruitment. The interview is intended to clarify some business skills of the candidates and is aimed at personal acquaintance.
These are formal conversations, poorly formalized and non-formalized. As a result, each session in sharing information is usually held in the form of questions and answers.
Interview for admission is usually divided into three main parts: introduction, main and final parts. The introductory part should take about 15% of time before creating an atmosphere of understanding. Polls usually start with the topic which is interesting to both parties. Thus, it is necessary to try to encourage the interviewee to avoid negative perceptions and criticism as much as possible and show friendliness to the individual candidate. The main goal of most conversations is getting information to assess the applicant in terms of the qualities needed in the office.
My strategy as a Human Resources Manager is to optimize this process for the organization, and it should be determined through the next points:
Assessment if s candidate is qualified for the job.
Evaluation if the applicant wants to do it under the existing conditions.
Appraisal of the candidate’s possibilities to dedicate time towards the future work for the organization.
Dedication of the prospective candidate in improving the company’s services.
Pursuit to improve the professionalism of the candidate.
Attitudes and judgment towards activities related to overtime travel, substitution of other workers, as well as other possible specifics of the future activities.
As for the position, this question should be clear. If the person can make a career, it is desirable to inform the applicant; if not, then this should also be advised to the candidate. Moreover, the benefits should be discussed, as well; for an example, a candidate might have a chance to extend the time of service in the organization.
To make an informed decision on selecting the best candidate, it is required, first of all, to highlight the main criteria: skills, motivation, diligence, enthusiasm while the second stage is the appearance, clothing, mannerisms origin.
Employees pass special tests and undergo personal interviews. Recruitment policy varies in different companies and usually builds on the accepted system of values in the organization. Testing as a method of selection of personnel is also becoming more popular. This interest is understandable, due to steadily growing importance of proper selection and approach to handling of mistakes.
Most often, it is preferable to choose a person which has the best qualifications to perform the actual work on his post, rather than a candidate, who is most suitable to promote the service. The objective decisions about the choice depending on the circumstances may be based on education of the candidate, his skills, previous work experience, and personal qualities.
The process of recruitment is multistage and can be divided into separate steps of the personnel selection. At the stage of recruitment, the main tasks are the description of requirements to the candidates, determination of the choice of sources of employment, forms and methods of labor recruitment. At the stage of selection of personnel, there are different methods. The most common method is an interview. It requires the ability to master the manager’s art of communication and make an informed decision on the selection of candidates. The final stage of the process of selection is making a contract with a prospective employee.
Good performance of recruitment subsequently results in reduced employee turnover, increased staff satisfaction level, with a consequently greater efficiency of the enterprise.
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