EMPLOYEE RESOURCING AND DEVELOPMENT

Employee Resourcing and Development

Employee Resourcing and Development

Introduction

Human Resource Management (HRM) is a planned approach to managing people effectively for performance. It aims to set up a more open, flexible and caring administration style so that staff will be motivated, developed and managed in a way that they can give of their best to support school missions (Baker, 999) Good HRM practices are instrumental in helping achieve school objectives and enhance productivity. Job analyst, specification and selection of people become an imperative part in the hiring cycle. Furthermore, these are now become a vital stage of school development and enhancement (Golden G, 1985). Over an over, hiring become a strategic analysis in which the overall strategy (growth, consolidation, diversification, etc), key human resources needed to achieve strategy & workforce characteristics and behaviors required of key human resources are planed & discussed ahead of time. In this report, I will discuss the different stages of hiring a new staff on board and how to make the right choice of getting the right person on-board. We will also look at how strategic human resource principal could provide useful to the board of management as to maximize school efficiency and profitability (Legge, K. 1995).

Discussion

Employee retention has always been an important focus for human resource managers. Once a company has invested time and money to recruit and train a good employee, it is in their own best interest to retain that employee, to further develop and motivate him so that he continues to provide value to the organization. But, employers must also recognize and tend to what is in the best interest of their employees, if they intend to keep them (Lindsay, 2002). When company overlooks the needs of its employees and focuses only on the needs of the organization, turnover often results. Excessive turnover in an organization is a prime indicator that something is not right in the employee environment. We will look at the differences between retention and turnovers, why employees stay, reasons why they leave, and what can be done to save them. We will also examine some external factors that will make employee retention and turnover reduction highest priorities for human resource professionals in the twenty-first century (Avolio & Bass, 1998).

Employee engagement

The best employees are motivated by tasks that are intellectually stimulating and provide variety and challenge while contributing value. Studies from the Gallup organization show that employees who have an above-average attitude toward their work will generate 38 percent higher customer satisfaction scores, 22 percent higher productivity, and 27 percent higher profits for their companies (Lindsay, 2002).

Training Employees want to increase their skills, knowledge, and abilities to remain marketable. It gives them a sense of job security. In today's workplace, the more training employees get, the more likely the employer will retain them. "According to a 1999 Emerging Workforce Study conducted by Interim Services and Louis Harris and Associates: Among employees who say their company offers poor training, 41 percent plan to leave ...