EFFECTIVE OPERATION OF THE HUMAN RESOURCE FUNCTION ATTRIBUTED TO RECRUITMENT AND TRAINING AND DEVELOPMENT ACTIVITIES IN ORGANIZATIONS.
Recruitment is the function of human resource in an organization which involves selection, scrutinizing, attracting and on boarding of individuals deemed to be suitable and qualified for a specified job (Cole2002). On a strategic perspective of human resource function it entails the developing and establishing employer brand comprising of employee offering. It is notable that most organizations face the challenge of finding suitable and qualified employees. The core major focus of the human resource department is conduct an effective recruitment exercises since it is crucial and critical for maintaining quality as well as organizational productivity. Recruiting and hiring the suitable and right employee saves the human resource department organization money, resources and time needed for future recruitment exercise. According to George W. Bohlander (2010) companies and organizations that have incorporated effective recruitment methodologies have seen an increase in the number of suitable and qualified applicants to fill the various positions and vacancies in their organizations(George, 2010). It is the desire of every employer to recruit the best applicant for the Job but it has proven to be very challenging. Therefore an effective human resource function of conducting recruitmentthey can recruit best employees in little known place and scarce resources, this can be achieved by implementing an action plan with effective proven methods of hiring (Cole2002).
Another core aspect of recruitment attributed to effective human resource functioning of an organization is the effective recruitment design for the exercise. Suitable recruitment design ensures that it attracts qualified applicants for the advertised job and effective recruitment design enables the employer to overcome the challenge of attracting qualified applicants. Effectively designed recruitment strategy is very crucial in developing a recruitment and selection process as this places the company human resource of an organization as the employer of choice. It is notable that organizations and companies who are employers of choice have a solid good reputation thus enhancing efficiency in the human resource department (Scott 2011). This created a committed workforce characterized with low rate of turnover since the company or the organization is perceived to value its employee’s expertise and talent. Designing an effective recruitment program sell applicants on the tangible benefits and the intangible advantages for being recruited in a company and this efficiency to the human resource functioning.
According to (Cole2002) is also important to note thatorganization human resource professionals play an important role in creating efficiency while conducting recruitment process (Cole2002). The key primary concern of any recruitment process is hiring and selecting high qualified talent. Therefore organization and companies can enhance efficiency arising from the benefits from the human resource professionals. Their abilities, skills and knowledge assist owners to achieve efficiency in their human resource functions notably in the recruitment process ensuring that they select employees who are suitable and fit for an organization.
Training and development
This is an aspect of human resource management that focuses on the development, nurturing and improvement of the employees and individuals in an organizational setting. It is also referred to as learning and development or the human resource development. According to Alan Michael Saks (2010) it is evident that the key determinant of a company to achieve its goals is the employee’s knowledge, skills and attitudes that is gained from training and development(Alan 2010). Therefore it can be argued that training and development is a core pillar in enhancing efficiency in the human resource departments of organizations. Alan Michael Saks (2010) further asserts that employee training and development is crucial in running business. Human resource departments of companies who provide training and development programs are able to retain highly qualified and valuable employees(Alan 2010). It also assists employees in succeeding in their job benefits in various ways. It is important for organizations and companies to develop training and development programs for the purpose of serving customers effectively and enhancing employee satisfaction thus increasing efficiency in its human resource functions. Training and development is an ongoing process which entails analysis and forecasting as well as projection of the organization or a company human resource requirements. This process enhances efficiency by putting emphasis on issues such as whether the organization have the ability of replacing loss of experienced employees through turn over or retirement. It also plays an important role in organization and companies that are considering implementation of organizational change thus streamlining its human resource functions development (Alan 2010).
Most organizations and companies conduct their training and development mainly through: Training and the activities under training is focused on the employee’s abilities and it is evaluated against the company job requirements and trends and the job responsibilities that an individual holds currently. Secondly is education which mainly focuses and identifies position and job responsibilities that an individual can potentially hold in the future and individuals are evaluated against the identified jobs(Alan 2010). Finally is the development which entails the jobs responsibilities that employees can potentially do in the future as well as those that can be partaken in the future. Pynes (2013) asserts that it is nearly impossible to evaluate. The focus of these activities is to ensure that businesses and organizations can sustain its human resource and manpower which is an objective of an effective human resource functioning (Pynes 2013). This is common in those organizations which are highly dynamic and highly receptive to technological changes and trends. It is notable that companies such as Google, Apple and Microsoft have committed a significant budget to training and development of its employees and this attributes them to being among top companies with effective human resource department (Gueutal 2005).
Impacts of Recruitment Processes on Efficiency of Human Resource functioning
Big multi-national companies such as Samsung, Apple, Google and many others face the challenging of starting to recruit qualified and knowledgeable employees which when not addressed causes inefficiencies in the human resource functioning. Therefore effective recruitment process addresses this challenge by ensuring that qualified and expertise and knowledgeable applicants are identified even when the company options are virtually limitless (Pynes 2013). This is essential in Technological and Engineering industries and companies where its market competition require them to recruit employees in possession of vast experience added with expertise and need special skills and training. On the other hand organizations such as Airlines, travel and tours companies and the general hospitality or service industries, recruiting processes can be conducted by posting advertisement. According toFlamholtz (2005) from his study on the human resource functioning effectiveness he noted that big corporations have achieved effectiveness attributed to the human resource professionals conducting the recruitment process. He points out that Coca Cola, micro-soft and Samsung companies’ human resource professionals have crafted the company job descriptions and advertisements effectively(Flamholtz 2005). This attracts the targeted talent that the companies want to hire. They describe the job roles, incentives, benefits offered and the corporate culture clearly. This clarity and crafting have enhances these companies human resource efficiency.
These professionals have gone further to identify the suitable places to advertise thus impacting positively on the type of talent to attract. Human resource professionals of companies such as Toyota, PWC, Unilever and Pepsi have effectively represented their companies at career fairs. They facilitate recruitment process by advertising open vacancies, collecting and reviewing resumes as well as handling questions of the applicants (Banfield 2012). In summary recruitment process enhances efficiency of human resource function by listing various benefits for working in a corporation, expanding and explaining both tangible and intangible benefits of an organization. Evaluating individual applicants and designing recruitment plan based on specified ideal applicants qualifications. Last but not least the specific human resource professionals attendglobally coordinated conferences and career fairs to promote their corporations human resource efficiency.
Training and Development and organizational efficiency of human resource functioning
According to Sharma (2011) on human resource study provides that training and development increase human resource functions efficiency by increasing and boosting employee performance and morale (Sharma 2011). It is notable that corporations such as Toyota, Google and Global financial institutions offering training and development thus gaining the reputation of their organizations commitment in prioritizing professional development. Trained employees improve their skills, learning new techniques increasing job performance hence organizations achieve their human resource goals. Professional training and development involves training of human resource personnel in supervisory skills, communication techniques, customer service skills, time management and strategies of building team work and ideas. The various developmental modules focusing on individual performance and how the human resource personnel should manage employees is crucial in the organization human resource function of reducing turn over and skills improvement (Aswathappa 2005). For the case of leadership training it prepares junior class employees for supervisory responsibilities in the company.
Leadership trainings enable the current supervisors to acquire new skills and effective strategies to manage and coordinated functions of the organization human resource department. Training and development of current employees facilitates succession planning for future job responsibilities and development of employees from within. Current employees will be able to move up the organization structure thus motivating them to join training programs which upon completion is expected to improve human resource functioning efficiency. This also reduces employees turn over and its associated costs. Training and development equips current employees to adapt to changes such as work place technology. A good training and development design program enhance effectiveness of human resource function since it involves assessment of participating employees thus facilitating monitoring of their performance and improvements(Sharma 2011).
In conclusion it is evident that both recruitment and training and development activities of an organization have significant impact on effective operation of human resource function. Thus, for human resource efficiency to be achieved these variables i.e. recruitment of employees and training and development should be carried out in an efficient manner.
Alan Michael Saks, R. R, 2010, Managing Performance Through Training and Development, New York: Cengage Learning.
Aswathappa, K, 2005, Human Resource And Personnel Management, London: Tata McGraw-Hill Education.
Cole, G. A, 2002, Personnel and Human Resource Management, Toronto: Cengage Learning EMEA.
Flamholtz, E, 2005, Effective Management Control: Theory and Practice, Boston: Springer.
George W. Bohlander, S. S, 2010, Managing Human Resources, Chicago: Cengage Learning.
Hal Gueutal, D. L, 2005, The Brave New World of eHR: Human Resources in the Digital Age, New York: John Wiley & Sons.
Paul Banfield, R. K, 2012, Introduction to Human Resource Management, Oxford: Oxford University Press.
Pynes, J. E, 2013, Human Resources Management for Public and Nonprofit Organizations: A Strategic Approach, New York: John Wiley & Sons.
Scott A. Snell, G. W, 2011, Managing Human Resources, 16th ed, Boston: Cengage Learning.
Sharma, 2011, Personal growth and training and development, Delhi: Excel Books India.