Human Resource Management Conclusion Essay Example

their potential, and maintain the workforce over the long term, achieving these goals requires skills in planning, recruiting, training, all of those procedure affect the performance of the entire organization.

Manage talent Training Development Appraisal To effectively implement strategy of the cooperation, which the strategy focused on achieving certain goals, allocating the goals, it also includes some consistency, integration of decisions and actions (Robert, M. G. , 2010 strategy). Some of the major dimensions are recruitment and selection of employees and furthering training them, those there aspects integrate as one aspect and at the aspect of procedure, selection and recruitment should precede training, all of them are consistency, integration and cohesiveness.

The importance of recruiting and selecting employees Today, recruiting is sometimes referred to as talent acquisition to reflect the importance of human factor in the organization’s success (Megan, S. , 2005). Even when unemployment rates are high, companies often have trouble finding people with the skills the organization needs. A survey by manpower Inc. of 33000 employers in 23 countries found that 40 percent reported having difficulty finding and hiring the desired talent (Robert, E. P. , 2006).

The next step for managers is to select desired employees from the pool of recruited applicants. In the selection process, employees assess applicants’ characteristics in an attempt to determine the “fit” between the job and applicant characteristics. For most companies using selection devices for assessing applicant qualifications. And On average, 33 percent of organizations’ HR budget is allocated specifically to recruitment a18 percent is allocated specifically to selection. Over the next two years, most organizations will increase the amount of money they will spend on recruitment and selection. When

adjusting for normal increases due to cost inflation, 31 percent of organizations plan to increase spending for recruitment and 22 percent for selection.

Finding the right people to fit the current situation rather than beyond their current level of job duties. Underlying the organization’s effort to attract employees is a matching model. With the matching model, the organization and the individual attempt to match the needs, interests, and value that they offer each other (James, G. M. & Herbert, A. S. , 1958).

For example, a large manufacturer can only need those possess know-how ability, and can observe their regulations, they don’t need a high education person, as for an engineer who would thrive working for the software developer might feel stymied and unhappy working for a large manufacturer. Both the company and the employee are interested in finding a good match.

The benefits of training employees A well-trained, multiskilled workforce is essential to economic survival. Moreover many employees now look to the company they work for to provide them with growth and learning opportunities to improve their employability (Garger, E. M. , 1999). Research shows that investments in human resources are a potential source of competitive advantage and have a positive relationship with share market performance and profits (Huselid, M. , Jackson, S. E. & Schuler, R. S. , 1997). Then, let’s explore the benefits of effective training.

Increased Employee Motivation, Satisfaction, and Morale Even though there are so many methods to increase employees’ motivation, satisfaction and morale such as empowerment, improving the quality of their life, monetary incentives and other incentives. However, learning or training as one way to improve the satisfaction of employees’ attitude which is

always adopted by most companies. According to training or programs can increase the employees’ satisfaction and morale toward their company and the client, it also affect their job or carrier utility (Richard C. C. , 2011). In other words, if the body of knowledge gained can be applied to the work to be accomplished, then the acquisition of that knowledge will be a worthwhile event for the employee and employer.

Increased efficiency. Companies can save money without having to make cuts to staff, by doing the requirements training. With cutting out the redundant steps yet using the process of training that will result of gaining the expectations of your company, and even better from the required training(Jeff, P. C. , 1997). This will stay competitive and increase their efficiency. Along with this, they also continue to find a way to allow the company growth in this lagging economy. With requirements training this helps businesses to increasing efficiency.

Recently, one major cost for a company is the added time required to train a new employee. Employee turnover problems are present when a company faces difficulty in hiring the right people, of course monetary incentives can form a higher level of satisfaction in the workforce. However, providing ongoing training so that an employee can keep improving his skills and advancement opportunities. As a result, it will reduce the employee turnover rate and decrease the operation costs.

Risk management (e. g. , Training about sexual harassment, diversity training, etc. ) Differences among employees create diversity. Workers differ in age, gender, race, nationality, religion, sexual orientation, marital status and a range of other factors. Organizations need to be concerned with diversity management

because negative stereotyping and hostile work environments can lead to discrimination and harassment(Ivancevich, J. M. ), therefore, training about risk needs to be compulsory.

The reasons for training employees Today, changes, particularly in technology and organizational restructuring, mean that people and organizations are continually faced with situations that require learning and the exploitation of knowledge (Raymond, J. S. , 2011).  Business and economic changes Recession, international competition, tariff reductions, global outsourcing and restructuring are just a few of the dislocating factors affecting organizations today. During those problems, as for managers they need seek out new opportunities for growth and provide stretch goals for the entire organization, and for employees they need improve their ability and skills to challenge scarce competition, both of them need training and learning.

Organizational changes also create training needs. Organizations are becoming more flexible, participative, and simultaneously tougher and more humane (Raymond, J. S. , 2011). Work structure and design are changing dramatically, building on changes that have already begun. With every employee should fit the organizational development and clear about the value they add in both areas for both areas for internal and external customers and even employees should keep the pace of changing in organization behavior.

Changes in social attitudes, legal requirements, and industrial relations and so on generate training and development needs. Occupational health and safety, enterprise bargaining, smoking in the workplace, substance abuse, sexual harassment, the management of diversity and EEO requirements(Raymond, J. S. , 2011). As to know those changes and difference and then apply them into manager’s decisions or influence the behavior or attitude of employees’ attitude toward their company and customers. Organizations need to train their employees

for social, legal situation which they will meet in their career life.

The rate of technological change is now greater than it has ever been. No employee or organization can escape its whirlwind impact; moreover, added value is being created by brain power and not physical effort (Tapscott, D, 1996). Especially, in today’s society, many computer-controlled machinery and data advances require employees to possess new skills and know-how even continuously learn new knowledge to renew their head. On the other hand, employees (and organizations) can compete only if they learn faster than their competitors.

Conclusion

As I stated before, if an organization are better off in the furthering operation, it need many aspects of development. However, budget or source allocates on spending of the recruitment and selection of employees and then a great deal of money on training them is compulsory. Hence I don’t agree with the title which organization could operate well if the recruitment and selection of employees beyond their current level of job duties rather than spending a great deal of money on training.