Effective Human Resource Polices

Effective Human Resource Polices

Introduction

This paper is designed to discuss the effective human resource policies and skills that are required to recruit quality work force, management and leaders. Identifying the right personal, while meeting the conditions of the organization, is principally the major task of any HR individual. However, this must be kept in mind that the person can be decisive against the member attempting to recruit. Thus, in this regard, HR policies are formulated in order to have a strict check upon the recruitment and selection of a person within an organization. This paper will further discuss the possible effectiveness that can be incorporated into HR practices to improve the system.

Importance of Effective Recruitment

The Human Resources department is currently seen as strengthening the strategy and organizational performance in order to ensure better quality, greater productivity and commitment of its employees (Gilley, et al. 2002). Thus, it is necessary for HR professionals to understand 'human abilities that are job-related, and relate to the ease of interpersonal and group. Involving these abilities to communicate, motivate, coordinate, lead and resolve personal conflicts or group'. Entire organization lives of its results and its results are generated by its employees, who need to be committed to the organization and identified with its working position (Wright, et al. 2001). Thus, it is evident that the importance of recruiting and selecting effective and efficient is considerably of high priority. The selection for competence is the most appropriate tool to identify an employee's productivity and committed to the organization. Both the management competency and selection competency must be used strategically. There is no way, to selection or competency management, before the company did not go through a process of “alignment” of vision and mapping skills (Dowling, et al. 2008).

Techniques for evaluation and selection of candidates are renewed constantly, and although the technology can meet the needs of organization for quick selection and efficient selection process. It appears that in the areas of staff, challenges are also great because the curricula are built to attract pickers, but in interviews, evidence of specific knowledge of the content area is desired.

Below are some resources that enable the recruitment and selection in an agile and efficient manner (Datta, et al. 2005). There are various forms of recruitment and selection, but among those surveyed believed that the sequence shown below is the appropriate strategy;

Internet as a means of recruitment (through own site)

Evaluation of the academic curriculum

Evaluation of curriculum experience

Personal presentation, personal image, social behavior, stance.

Identification of talent, Selection (tests online, in fact, be made ??within the company, preventing third parties assist prospective candidates)

Dynamic interactivity: online game selection, foreign languages, general knowledge, logical etc

Interview skills and competencies

Skills training: This step is necessary for each candidate to mount your strategy and present it in order to demonstrate its potential as a professional.

Effective Recruitment Policies and Process

With this phrase I begin this paper portrays a need that becomes increasingly complex and necessary in the global market where we ...