Human Resource Staffing Principal - Essay Example

? Human Resource Staffing Principal Since the dawn of man, making choices has been the fundamental issue that has always been a test to man’s nerves. Making the right and the best choice has been the foremost wish of every individual that has encountered a stage of making selection. Man developed and so did the processes that underlie behind making the choices. The rise of the industrial age and then the current information technology age, it is vital to make the right choices, whether be of men or material. The need of man to find the best possible personnel to assist him achieve his goals institutionalized the Human Resource Management. Staffing, in fact efficient and dedicated staffing has been always a focal point of HR experts around the globe in the quest of sorting out the best and the perfect method to staff men for the job. Staffing is the process of finding the best of the human resources available to satiate the needs of growing or even sustain modern organizations. Small or large, every organization undergoes a process of staffing, and this is what makes staffing and important aspect of every organization (Morgen Witzel, 2004). The first step towards staffing is having a strategy that will be the basic guidelines in the entire staffing process. Developing a staffing strategy means analyzing the short and long term goals of the organization and then developing the positions that are required to achieve those goals. This way the organization managers know what exactly is required and what will be the suitable candidate. This also makes realize the remuneration and the additional facilities that are provided to the employee. The most fundamental issue that is haunting the top managers is finding the right work force that will not only fulfill the requirements of the job but also compete with other brands in the market. For this, the HR staffers develop a strategy of what type of staff they need and what are the sources that will satiate those demands. Developing a staffing tactic also requires identifying the key human resource areas and also realizing the sources of substitutes if a position goes vacant unexpectedly. After the development of a definite strategy comes the stage where the position is defined and the resources for that position is delineated. For example, an organization dealing in motorcycle sales is expanding and opening a new office in another state. The strategy requires making two fundamental decisions, would the organization’s own staff will be managing the sales in all the cities in that state or will he organization be letting our dealerships to local investors. How will those sales managers/dealers be managed and where to get the people interested in doing those jobs. Who will be performing what job and what salary and other benefits will he get in return all are delineated and this is what constitutes developing a HR staffing strategy. There are multiple types of organizations according to working styles and this is what determines they models of HR they have. Most of the organizations like the sales department of Apple or DHL couriers simply can not do without people to people interaction and thus require people to manage the reins of the organizations despite the fact that most of the 9-5 jobs are being automated. However, services like the airports and hospitals cannot be just closed down at 5pm because the shift is over, these require to be working in shifts and therefore have three shifts of eight hours each. Regular staff allows for the regular work to be done on regular basis and thus brings consistency in the work done. With growing interdependence on technology and unavailability of efficient work force everywhere, many organizations even rely on telecommuting or freelancing to get results. Companies like Cisco, Intel and Deloitte have a reliable number of telecommuters. Most of the internet and computer based jobs are filled by telecommuters, this way the employers have to pay only for the work done, reduce costs and achieve efficiency over cost (Morgen Witzel, 2004). As the staffing process goes on, it is very important that the legal issues be not set aside while recruiting. The organizations worldwide have a reliable commitment to equal employment opportunity but still every year more than millions of dollars are spent in prosecutions only in America dealing with EEO. It is the prime responsibility of HR staffing members that to ensure that no such thing happens in their organization. People with disabilities are a big untapped potential and only in America, a research study released saying that, almost 87% of the HR experts prefer hiring people with minor disabilities that do not hinder the flow of their work. Knowing the work laws that regulate the prospects for people with disabilities is mandatory for HR staffing members. One thing that is always recommended while staffing is doing background checks of the employees for any criminal background and workplace efficiency and ethics. Also, doing checks for data consistency is the duty of the HR managers. Most of the organization, even lower mid size organizations rely on federal investigation sources for these facilities. There are also programs and softwares that maintain a data of applicants for the jobs that an organization offers and also does background checks for the employers. If the organization is hiring from a foreign country like UN and other social organizations that work in international projects as well, they also need to have look at candidate’s evaluations on international standards. It is also important to look for the visa regulations of the company and the state before finally offering the job. Many organizations that hire experts from abroad also facilitate in visa processing but in some cases it turns out to be a long process. If the organization requires a professional on a short term or for less durations then foreign recruitment is not a good way. Competition is never less and always growing, this is why having the best work force is always vital for the organization. A good way to increase sales is the Employee referrals system. The employees are rewarded for every good employee they introduce to the company. IBM, Ernst & Young and even Intel uses references from the current employees to hire new employees. There are many other ways to recruit people, including advertising for the post over a mass media and then hiring from external sources or either promoting a current employee to a senior position. Promotions is however in any case considered to be the best way to fill positions as this results in employee loyalty and commitment to the organization’s goals. Many organizations when start new ventures or when they require immediate services of one employee at another position or location, they are transferred there also called relocation. It is closely associated with internal recruitment as relocation is most of the times offered with a promotion to a current employee. It requires providing additional benefits with the cover on relocation expenses as well (Tony Wagner. 2006). The final stages of hiring is of inviting the applications and testing the candidates for the suitability of the position. Potential candidates are then provided with the complete information regarding the position and offers are made and then the candidate is finally provided with the letter of appointment. The responsibilities of HR staffing also includes the exit plan lay off plan for the employees once the employee has reached the retirement age or the services are no more required. Legal matters are also included like signing of the contract and remunerations. Downsizing and outplacement are used to cut costs. The HR managers plan ways to assist the departing worker seek a new job and recommend to other organizations. There are certain costs that every hiring process has and it is the employee that covers the cost over time and the HR staffing manager who tries to reduce the cost or hiring and while the employee is with the company. Remuneration and benefits offered are always to be with the compliance of the market. Sometimes companies love to take away a potential candidate from another company by offering higher salary and benefits. The HR expert derives methods on how to effectively cover the costs over time and turn them into company’s profits. References Wayne F. Cascio, John W. Boudreau. Investing in People: Financial Impact of Human Resource Initiatives. Upper Saddle River, N.J.: FT Press. 2008 Tony Wagner. The Global Achievement Gap: Why Even Our Best Schools Don't Teach the New Survival Skills Our Children Need--and What We Can Do About It. New York: Basic Books. 2006. Morgen Witzel. Management, The Basics. London; New York, NY: Routledge, 2004. Read More