Human Resource Management recognises that, employees are an organisation most valuable assets. ” It is no longer jobs that have value, but people”(Sparrow and Marchington 1998). Selection process In the organisation vacancies can arise for a number of reasons: expansion, retirement of existing workers, etc. Whatever the reason, the company needs to have a selection process, which should include: interviewing, hiring and placement of new employees. Hiring is one of the most difficult yet most important functions of the owner/ manager. Get the wrong employee for the job and the employee and employer both suffer.
The keys to good hiring are first determine what the business needs and focus on that during the hiring process. Functions range from the preparation of job descriptions, interviewing and selection of employees for specific positions. The recruiter must have good communications skills with universities, working with advertising agencies and the marketing department, to develop innovative and eye catching recruitment campaigns. He will need advanced interview expertise, and excellent understanding why the individual should join the business.Completing the job application is the prospective employee’s first step of a carefully planned process of employee selection and approval.
After a tentative match has been made between applicants and open positions, a supervisor interview employees, and if approved, begins the hiring and placement process. Development and training Employee development has traditionally seen as costs, but this has changed, once grows the importance to retain valued employees, with a comprehensive new employee orientation and continuing to track the employee’s progress and development.Owners and managers are committed to developed employees, to enable them to achieve business objectives, as well as, generating people commitment advantage through their performance and abilities. Increasingly, this function is becoming known as learning and development, once the employer/ employee may use mistakes as a positive learning experience.
Management can assist the team building process by: 1) having clear goals; 2) measuring the process towards those goals; 3) delegate responsibility (not authority); 4) and demand accountability.Nowadays, it is important to train your assets, helping them to become better and more productive, since now if the employee don’t feel proud then they will leave or lower their attitude and do just enough to get by. Appraisals/ Evaluations After a continuous training and development of the employee, it’s important to have employee appraisals and evaluations reviews, as a formal vehicle for monitoring and reviewing performance of employees; setting objectives and identifying training & development needs. Evaluations and reviews help to keep good employees, and motivated employees improvement.There are a number of different job evaluation techniques, each with advantages and disadvantages. The most common job evaluation techniques are: Job ranking- this is a technique using job descriptions or job titles.
Each job is considered as a whole and placed in a ‘felt fair’ rank order to produce a league table. Paired comparisons- each job is compared as a whole with each other job in turn, and points (0, 1 or 2) awarded according to whether its overall importance is judged to be less than, equal to, or more than the other jobs.Points awarded for each job are then totalled and a rank order produced. Job classification- In job classification the number of grades is decided first and detailed grade definitions produced. Points rating- It is an analytical method which breaks down each job into a number of factors; for example, skill, responsibility and effort, with the factors sometimes being further broken down into sub-factors, for example, education, decision making and dexterity. These sub-factors will be further divided into degrees or levels.Points are awarded for each factor according to a predetermined scale and the total points decide a job’s place in the ranking order. Nowadays, there’s a reciprocal search of interests between the two parts: the employer provides training/knowledge, some degree of worker flexibility and a pay system that is based on merit.
The Employee brings value to the business. Management should constantly be thinking that how employees are treated would be a reflection on how they treat customers. The successful businesses of the future will count employees as one of their greatest assets.