Essay on Hiring and Development Plan
Today the role of Human Relations managers is crucial in the successful development of any company. Every day companies face a wide range of complex challenges, which affect the functioning of management and employee performance. According to researchers, the way “managers handles these challenges directly affects employees and their performance”(Hodgetts & Hegar, 2007, p.5). Human relations process allows managers to bring employees into contract with the company in a way that help to achieve the established goals of both groups. Any company is focused on three goals: the company’s survival, growth and profitability. Amy employee is concerned with the following goals: “good pay, adequate working conditions, a chance to interact with other personnel, and the opportunity to do interesting and meaningful work” (Hodgetts & Hegar, 2007, p.5). It becomes clear that any company seeks talented employees for the required position, providing them abundant opportunities for personal and professional growth (Aswathappa, 2005; Byars, 2010). A Human Relations Manager is focused on creating successful planning that will work best for the company and employees. The application of successful hiring and development activities guarantees positive outcomes and contributed to the company’s productivity. Actually, hiring process includes a number of activities, e.g. job analysis, job design, advertisement and mediums and other practices aimed at hiring the best candidates. Once a Company hired a new employee, it is appropriate to work out a development plan in order to create a successful and contributing member of the team. A Human Relations Manager should take into consideration all the required components of the plan.
As a Human Relations Manager for the company, I am dedicated to human relations function. I am focused on hiring and training employees, overseeing labor relations, as well as the human side of business. Any company should have an effective Human Resource Management team aimed at the utilization of employees’ skills and abilities to achieve the established organizational goals (Aswathappa, 2005; Byars, 2010). As a professional Human Relations specialist, I will work hard to find, train and motivate employees. I am competent in hiring, training new employees, resolving various internal work-related complaints, as well as in planning effective growth strategies with executives of our company. As a Human Relations specialist, I will hire and motivate employees based on the established hiring and development plan.
The major goal of this paper is to outline a hiring process from scratch which includes a discussion beginning job analysis, job design, advertisement and mediums, and continue through the actual hiring process, therefore creating the hiring plan. Besides, it is necessary to represent a successful development plan in order to create a successful and contributing member of the team.
Creating a Hiring Plan
It is known that effective hiring process needs the creation of an effective hiring plan. This plan should be worked out before the beginning of the interview process. According to Kathleen Kennedy-Luczak and Carol E. Thompson (2005), “having an effective recruiting plan in place keeps the time a job remain open to a minimum, and avoids the risk that your company may be caught with orders it cannot fill, or jobs that may not be completed on time” (p. 6). Besides, an effective hiring plan guarantees uniformity of the whole hiring process and helps to avoid any employment discrimination practices.
As the hiring process in our company is a complex one, it is very important to use the proper skills and professional experience to meet the company’s needs. As a Human Relations Manager for the company, I should use my personal experience and knowledge to review the resumes or application forms and determine if the candidate for the required job position meets the qualifications of this job position.
Outline of the Hiring Process
In order to outline a hiring process, it is necessary to creating a hiring committee that will be responsible for overseeing the major procedures of the hiring process. The hiring committee should consist of 3 members, who possess the required skills and professional experiences in the hiring process (Byars, 2010). The hiring committee members should be ready to set the appropriate timeline for the hiring process.
Job Analysis
Job analysis can be viewed as “the backbone of human resource function, forming the basis of all tasks in a well-managed human resource department” (Foster, 2010, p. 587). The term job analysis can be defined as a comprehensive systematic process aimed at providing important information on job position, describing the job and comparing it with other jobs. As a Human Relations Manager, I am interested in “examining, documenting and drawing inferences about job activities, worker attributes, and work context” (Foster, 2010, p. 588).
As a Human Relations Manager for the company, I will effectively use the information generated from job analysis. I will be involved in some necessary personnel practices, such as “writing job descriptions, establishing and conducting recruitment and selection process, conducting periodic performance appraisals, establishing employee training and development needs and establishing the level of pay for a job” (Foster, 2010, p. 588).
First, I will create an effective job description. This activity stands for representation of a 1to 4 page summary of the required tasks, duties and responsibilities that are essential for the job position. I will provide a brief summary to make it easy for the applicants and hiring committee members to evaluate all the requirements for the job position.
Second, I will create job evaluation. According to Foster (2010), “the process of job evaluation attaches a dollar value, or worth, to the job”(p. 589). In this activity, I will pay due attention to the job’s duties and responsibilities and compare the pay rates for the similar job positions.
Job Design
Job design is an important procedure as it includes the professional assessment of the required tasks, duties and responsibilities for the job position. I realize that I can change some aspects of job design to improve employee productivity and employee motivation. I will use my professional skills and experience to make job expectations clear, organizing the established employee tasks, duties and responsibilities into an effective unit. As a Human Relations specialist, I will use different approaches for job design, including job simplification, job enlargement, job enrichment, job rotation, and job sharing.
Advertisement and Mediums
The required positions can be advertised both internally and externally. Today there are many opportunities to hire candidates. I can use different approaches, including newspaper advertising, the Internet ads (e.g. the Internet job boards), social networking ads, job fairs, college recruiting, search firms and other approaches to hiring new employees. However, I will the Internet ads and social networking, as these approaches are the most effective searching tactics today. According to results of the joint poll conducted by the Society for Human Resource Management, many employers and employees use networking and personal contacts to achieve the established goals in searching process (Kennedy-Luczak & Thompson, 2005).
As a Human Relations Manager for the company, I will place a job announcement on a web-based resume board. In case, I need to find a candidate in a very short space of time, I will use the services of an external recruiter. According to experts, “external recruiters know where and how to find the most suitable candidates, whether these candidates are in the market for a new job or not” (Rothman, 2013, p. 34). Besides, external recruiters can help to find the employees who possess unique skills (technical and non-technical skills), qualities and preferences. Undoubtedly, I will pay the fee for external recruiters’ services.
Selection process in the hiring procedure
The selection process requires mutual decision making concerning the candidate for the required job position. All hiring committee members should be involved in the process of selection new employees. According to researchers, “selection is a long process, commencing from the preliminary interview of the applicants and ending with the contract of employment”(Aswathappa, 2005, p. 158). In our company, the selection process is focused on professionalism of the hiring committee members.
As a Human Relations Manager, I realize that there are several factors that may affect the process of selection. These factors include “supply and demand of specific skills in the labor market, unemployment rate, labor market conditions, legal and political considerations, company’s image, company’s policy, HRP, and cost of hiring” (Aswathappa, 2005, p. 159).
Screening procedure in the selection process
The process of screening helps to remove unqualified candidates for the required job position. I will evaluate all critical characteristics of candidates to determine if each person from the list of job candidates is qualified for the required job position. As a Human Relation Manager, I realize that the screening procedure helps to facilitate the subsequent stages of the selection process, based on practical management initiatives (Aswathappa, 2005; Byars, 2010).
Conducting a preliminary interview with candidates
After screening the candidates’ resumes and applications, I will conduct a preliminary interview with the candidates for the required job position in order to select and hire a candidate who meets the needs of our company. I know that a preliminary interview can help to identify some misfits that have not been mentioned in the application forms or resumes (Aswathappa, 2005; Byars, 2010).
Selection tests
Selection tests are used to find out more important information about the candidates for the open position. Those candidates who pass a screening procedure and a preliminary interview should be called for selection tests. As a Human Relations Manager for the company, I will use selection tests to “determine the applicant’s ability, aptitude and personality” (Aswathappa, 2005, p. 160). There are several types of selection tests, including ability tests, aptitude tests, personality tests, interest tests, graphology tests, polygraph tests and other types of selection tests. I will use personality tests, which help to measure and evaluate the candidate’s motivation to perform his/her duties in a proper way and ability tests, which help to determine the ability of a candidate to perform the required tasks. Some of the issues that will be discussed in the selection tests for the candidates include occupational interests, personality factors, technical and non-technical skills, temperamental adaptability, etc.
Essay on Hiring and Development Plan part 2
Do you like this essay?
Our writers can write a paper like this for you!
(No Ratings Yet)
Loading...