Human Resource Planning and Recruitment

Human Resource Planning and Recruitment



Human Resource Planning and Recruitment

Introduction

Human resources can be defined as the attraction, selection, storage, use, motivation, reward and discipline of the employees in an organization. In short, it relates to managing people at work. During the last century or so, profound changes have occurred in the industrial mix of the economy, the nature and also the degree of competition, as well as the types of work that employees perform. In particular, economic activity has shifted from agriculture to manufacturing and from manufacturing to services; more and more employees are at a relatively higher level of analysis, professional and technical work. Fewer employees perform relatively lower level, low capacity, and manual labor. After these changes, it has become common for companies to argue that (all) compete because of human intellectual capital, not physical capital or fixed assets.

Staffing and Human Resource Management

The modern role for human resource professionals is that of a partner in helping the organization attain its business strategy. Without effective human resource management, the company cannot accomplish high-level goals such as competing globally, grabbing market share, and being innovative. A specific way HRM contributes to business strategy is by helping to build high-performance work practices. An integration of 92 studies found that organizations could increase their performance 20 percent by implementing high-performance work practices (Dipboye, 2005).

The Staffing Model

Staffing the organization is the heart of human resource management. Staffing follows a logical flow of events:

(a) Awareness of legal aspects,

(b) Human resources planning;

(c) Recruitment;

(d) Selection,

(e) Orientation, training, and development,

(f) Compensation, and

(g) Performance evaluation;

A major strategy of staffing is to retain valuable employees, and any aspect of staffing can contribute to retention. The main reasons for turnover are individual, environmental, and workplace factors. A ...