MANAGEMENT

Strategic Human Resource Management

Part 1

Explain how best practice selection methods can facilitate an organization becoming an employer of choice.

Introduction

An employer of choice is an organization whose HR management practices and employment policies provide it an edge over its rivals or competitors in retaining and recruiting properly capable and trained employees and optimizing their output while increasing or maintaining their market shares and profitability. Basically, employers of choice build up an in-house culture that actually values individuals as a major part of their accomplishment. This outdo declaring that 'employees are our most significant asset' as lots of organizations do. Employers of choice stand by that assurance every day and at every phase of the experience of employment i.e. from hiring through orientation all through the tenure of the individual, to sooner or later saying goodbye to the employee (Becker & Ulrich, 2001, pp.256). Any deviation or gap from the inherent assurance in an employment brand has the prospective to cause substantial harm to its reputation. The most frequently observed pitfall is when companies fire their employees in a way that falls short to exhibit respect or with no support during the move. Companies overlook the fact that their best performers will take notice of how their departing colleagues and friends are treated and hence, sketch their career consequently. Thus, here in this paper we will discuss how best practice selection methods can facilitate an organization becoming an employer of choice.

Discussion

Employers of choice have a tendency to be the leaders in their fields. From the prospective of talent attraction, champions want to be with champions. We can observe this repeatedly in sports; the top athletes compete to be on the top teams, even though if it results in a slash in disbursement. Similar is the case in business where if you are the finest organization in your field, you are not just excelling economically, but you are also earning repute as the organization where smart individuals prefer to go. While this occurs, a multiplier upshot takes grasp: they augment your reputation and performance, and vice versa, attracting more and more talent to your company. Being said that, for employees those are individuals, the single and most significant source of job satisfaction is the relationship of the employer with his employee i.e. how a worker feels about his immediate employer. Very often, organizations take their leadership and success for granted. They usually promote their workers to executive or managerial positions on the basis of their technical competence; means how professionally they carry out their job duties and slightly considering the management skills of their employees. According to the CFO and Executive Vice-President of Bell Aliant, Glen LeBlanc, if employees perform an initiative just because their employee has ordered them to do so then that employee is in real trouble. Choosing and developing the cream of the crop with the proficiency to inspire and engage employees is essential to team and individual success. Workers who feel rewarded, empowered and valued are more likely to continue ...