DUO TECHNOLOGY

Human Resources in Business

Introduction2

Discussion2

Strategic HR2

Employee engagement3

Employee commitment4

Three benefits to Work-life balance6

Three barriers to Work-life balance7

Problems with recruiting new employees8

Sources of recruitment (strengths & weakness)10

Selection methods10

Common reasons of staff turnover12

Employee retention strategies12

References14

Human Resources in Business

Introduction

Duo Technology is a call centre technology support company providing technological framework and underpin services to an extensive range of firms working call centres. With its head office placed in Silicon Valley, just north of San Francisco in the USA, it has a worldwide presence in Europe, South America and Asia. Its point is to set up and provide technological support and advice over a range of businesses. Its most amazing presence at the moment is in the Asia locale, with its provincial head office in Kuala Lumpur. This study will take a gander at the issues challenged by DT in obtaining the top talent for the association, having more key part in the business, increased turnover rate, oppressed work-life balance, decreased motivation and the result of the aforementioned issues.

Discussion

Strategic HR

As individuals come to be the key competitive players in any industry particularly in call centre's, the human resource (HR) improvement capacity will and may as well play a more strategic part. It might as well go past its insignificant regulatory support function to operations and front line offices. A successful strategy of HR ends up being proportionally definitive as the association's marketing technique (Armstrong, 2008. pp.175).

Strategic HR is much proactive instead of reactive in its associations with the other useful ranges. Strategic HR is yield driven instead of input arranged. It is usually engrossed in molding the representatives of time to come today. The prevalence of the RBV (Resource Base View) inside the SHRM expositive expression as an establishment for both speculative and precise examining has most likely surpassed far what anybody wanted. Inside strategic writing, the RBV can encourage to place "individuals" (company's human assets) on the radar screen. For the company DT to outperform and survive in the future, it should improve or procure workers who are multi-skilled, cross-practical, enabled and team players (Boxall, 1996. pp.51).

Representatives who are committed to their companies and engaged in their respective work give organizations essential aggressive points of interest incorporating lower work turnover and higher productivity. In this manner, it does not astonish that organizations of all sorts and sizes have invested considerably in practices and policies that cultivate commitment and engagement in their workforces.

Employee engagement

No association, modest or hefty, can score over the long run without energized representatives who trust in the mission of the firm and comprehend how to attain it. That is the reason you need to take the measure of worker engagement regardless once a year through unacknowledged surveys in which individuals feel altogether sheltered to talk their psyches (Federman, 2009. p.14).

• Job state engagement - related to individuals adoring their work, having incredible excitement to get out of bed every morning and do their everyday tasks.

• Organization state engagement - related to individuals loving & cherishing the company: for ...