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Human Resource Management

HumanResource Management

Student’sname:

HumanResource Management

Themain aim of the human resource management staff in any organizationis to make certain that all employees work to the expected level andthat every duty s done to completion and as expected. In this paper,I seek to provide information on the recruitment and retention of topperformers in their respective fields of expertise. I will basicallydiscuss two strategies that I will use for the purpose of making surethat the best possible candidates are recruited to our organization.I will also discuss two strategies that will be used to ensure thatthe talented and highly skilled are retained.

Tostart with the recruitment strategies, I will basically look at theexperience as well as the willingness and readiness to work. Theseare the two main strategies that I will use for the purpose ofrecruiting the best employees. Experience:thisis an effective strategy which will make me understand whether theintended persons have knowledge on the intended field. I willtherefore, look at the course they undertook while in college andwhether they have worked under the same field. This will actuallyhelp in making sure that I do not make guesses. This in turn, willreduce the number of losses and problems I would have experiencedthrough making guesses. In this case, the organization basicallydeals with health care management. I will therefore choose those whohave enough experience in the field to avoid any inconveniences(Buchbinder &amp Shanks, 2012).

Willingnessand readiness to work:I will check on their readiness as well as willingness to work. Thisis because the interest of an individual makes them do their best inthe chosen fields. I will definitely recruit those who are interestedin the job and are willing to undertake their duties effectively.Choosing those that are not willing and ready means I will be forcingthem to undertake what they do not want. In this case, forcing themmeans they will not perform their duties effectively. These,therefore, are the two main methods that I will use to ensure thatthe best possible candidates are recruited.

Theretaining part is one which is done after the recruitment. At thispoint, I will actually look at the performances of the employees tomake sure that those who are working to the expectations of theorganization are retained and those who are not will unfortunatelylose their positions (Brown, 2006). With this process, I will use twomajor strategies which are commitment and results. Commitment:thisis a strategy which will help me understand whether they areinterested and ready to continue working in the organization. Theirattitude as well as the results from their performance helps to learna lot about their commitment in general (Pfaff, 2008). Examining thecommitment of these employees will also help me to understand theirhard work, making me have in mind that they appreciate their job andare ready to work as long as they are given the chance and time(Fallik, 2013).

Whenit comes to the second strategy of results,Iwill look at various fields including feedback from clients as wellas from my colleagues in the managerial staff. In this case, I willfind out from the clients whether they receive effective services ornot (Tesone, 2012). Every client is supposed to be treated in a fairand equal manner (Hayes &amp Ninemeier, 2008). From this point, Iwill definitely know whom to keep and whom to eliminate. This willhelp me know those who concentrate on their work y effectivelymanaging stress in the workplace (Spiers, 2003). From the results ofeach employee I will be able to learn each one of them and this willassist me in knowing what to do (Nelson &amp Quick, 2011).Implementing the mentioned strategies will actually help in promotinga healthy, effective and comfortable organization to all partiesincluding clients, employees and the managerial staff.

References

Buchbinder,S.: Shanks, N. 2012. Introduction to health care management, 2nd. ed.Burlington, MA: Jones &amp Barlett Press.

Brown,L. D. (2006) Corporate Governance and Firm Valuation. Journalof Accounting and Public Policy. 25(4), 120-138.

Fallik,F. (2013). ManagingOrganizational Change. London:Routledge.

Hayes,D, K., Ninemeier, J, D., (2008). HumanResources Management in the Hospitality Industry, Study Guide.New Jersey: John Wiley &amp Sons.

Nelson,D., Quick, J. (2011). OrganizationalBehavior. Asia:Cengage Learning.

Pfaff,M. (2008). Effectsof Mood and Stress on Group Communication and Performance in aSimulated Task Environment. Michigan:ProQuest.

Spiers,C. (2003). Tolley`sManaging Stress in the Workplace. NewYork: Taylor &amp Francis.

Tesone,D, V., (2012). Principlesof Management for the Hospitality Industry. London:Routledge.