Planning and Recruitment - Coursework Example

Planning and Recruitment Outline Q Discuss the importance of effective Planning for future organizational staffing requirements. (200 words) Q 2: Construct a Job Advertisement of Human Resources Manager vacancy taking into consideration the below fields: Attention: the advertisement should arouse attention (50 words) Interest: the advertisement should make the reader interested (50 words) Desire: the advertisement should grow the desire of the reader in the vacancy (50 words) Action: the advertisement should motivate the reader to apply for the job (50 words) Q 3: Explain the Internal and external Recruiting Strategies. (200 words) Q 4: Discuss the importance of Codes of Ethics in an organization. (Four ideas at least) (200 words) Q 5: Explain the Importance of having a diversified workplace. (200 Words) Q6: Explain the 2 techniques in the selection process: Interviews and tests. In your opinion which one is more effective? Justify your answer. (200 words) Q7: Explain, at least 4 different ways to Attract and Retain Great Employees. (200 words) Q8: Explain the types of compensation are available in organizations (Mention at least 4 types). (200 words) Importance of effective Planning for future organizational staffing requirements Human resources planning simply refer to the classic HR administrative functions, along with the evaluation and the identification of human resources requirements for meeting of organizational goals. Human resources planning should be a vital component as it provides competitive advantage in the marketplace. (www.wisgeek.com) Effect planning for the future organizational staffing would result in sufficient staff, with the right mixture of talent, who can perform appropriate functions when needed. In today’s corporate environment, it is viewed as a valuable component for augmenting value to an organization. Both the employees and the company will many times realize many benefits of planning over the long-run. In the uncertain business settings, the significance of this strategic human resources planning can become more obvious. A company that reacts to the circumstances by cutting staff as their measure to reduce the short-term overhead can simply create unwanted repercussions. What initially was like a smart and the necessary move to economize in the lean times can then end up costing the company much more in its long-run. The resources that would require to subsequently recruiting, hire, and train fresh employees may well exceed any short-term cost savings but ultimately lead to longer term benefits. It’s a fact that many of us work for earning money yet these monetary benefits are not the only sole criteria while selecting any job. Great emphasize on the good HR system in organization is to sort people who are much job contented and love what is their four offer on sale. Construct a Job Advertisement of Human Resources Manager vacancy taking into consideration the below fields: EAT JET 004 is a new passenger travelling plane with passenger seats equivalent to 300. It is looking for candidates between the ages of 25 – 35 years old as Human resource manager of its airline service EAT JET 004. All applying candidates must have an experience in the field human resource experience of at least eight years and in the field of airplane specifically two years. This is to ensure that the human resource manager is well aware of the latest breakthroughs with which the EAT JET airline service faces All of the interested candidates should apply at the official website of EAT JET airline service candidates fulfilling the eligibility criteria would be entertained first with a short list interview followed by a finalizing candidate to fill the applied post. Internal and External Recruitment Strategies The Internal Recruitment is just like recruiting from inside of the organization, this can build a strong loyalty within the organization as the employees have chance to change their position after a much longer period of time. The employees are not pressed to look for the opportunities on the external job market. The Internal Recruitment can be much cheaper for the organization and can save the much of the costs dedicated to the training and induction of the new employees. In the internal recruitment the organization benefits from a candidate who is already aware of the organizational strategy. However, the Internal Recruitment does not bring upon new skills and competencies to the organization and causes lack of fresh blood. The External Recruitment brings upon new people to the organization; through this organization can benefit a lot. The External Recruitment allows the company to define the right requirements along with the organization that they can select the candidate, which suits the company best. The external recruitment can be in many of the ways a quicker solution, mainly in the situation, where the job market is full of potential job candidates. The external recruitment and its proper campaign also increase the popularity of the organization on the job market; this will helps to improve the position for further expansion. On the other hand, the disadvantages of such strategies are that they are expensive and take a lot of energy from the HRM Function to handle all the upcoming job candidates in the selection process.(www.hrmadvice.com) G.R. Claveria Importance of Code of Ethics Understanding just how to properly behave in an area of uncertainty is the reason a code of ethics importance. Whether it is knowing the difference between right or wrong, just or unjust, good or bad a good code of ethics will allow individuals to hold themselves to highest standards in any of the given behavior or action. It Prevents Unjust Treatment Since the wrongdoing is prevalent in all of the cultures and societies, a good code of ethics will not allow such for any kind of inequality. It Promotes Goodness for Everyone A good code of ethics will thereby uphold the best interest for everyone around. It Brings Out the Best in Individuals Individuals will strive for much better environment to live in incase of there being a good code of ethics in place. It Holds companies Socially Responsible A good code of ethics would make individuals in the society responsible for their people and things around them. It Brings Out Higher Standards A good code of ethics will be seen to bring about excellence in just everyone around and will allow the culture to function better as a whole.(why a code of ethics is important, www.ehow.com) Importance of Workplace diversity An organizations success and competitiveness depends upon the ability to embrace the diversity and to realize the benefits. (http://EzineArticles.com/11053) When organizations actively checkout their handling of the workplace diversity issues, that is they develop and implement diversity plans, multiple of the benefits are reported such as: Increased adaptability Organizations that are employing diverse workforce can then supply a greater variety of the solutions to the problems in service, sourcing, and the allocation of resources. Employees from much diverse backgrounds bring upon individual talents and experiences in suggesting the ideas that are flexible in the adaptation to fluctuating markets along with the customer demands. Broader service range A diverse collection of the skills and experiences (e.g. cultural, languages understanding) allows company to provide service to its customers on a global basis. Variety of viewpoints A diverse workforce would feel comfortable with communicating varying points of different views providing a larger pool of ideas and thereby experiences. The organization can draw thereby from that pool to meet the business strategy needs and needs of customers more effectively. More effective execution Companies that encourage the workplace diversity inspire all of their employees to the performance to their highest ability. Company-wide strategies can therefore be executed; resulting in the higher productivity, profit, and the return on investment. Selection Techniques Employee Selection is the process of putting the right men on the right job. Generally two of the techniques are used in selecting an employee: Written Tests- Several of the written tests are conducted during the selection procedure these include the aptitude test, intelligence test, personality test, reasoning test etc. These tests are used to with the purpose to objectively assess the potential candidate. The best part is they are not as biased. Interviews Screening is used to simply eliminate those candidates who do not meet the eligibility criteria laid down by organization. The skills, academic and the family background, competencies along with the interests of the candidate are examined during the preliminary interview. Preliminary interviews are less formalized or planned than the final interviews. These screening interviews are great to put the person at first test. This is usually supported with an employment test which is one to one interaction between the interviewer and that of the potential candidate. It is used to find whether the candidate suits best for the required job or not. However, interviews consume time and money both. The weaker point of interviews is that they might check the presentable position of the candidate but are unable to find academic competencies of the candidate cannot be judged. Plus interviews may also be biased at times. It could therefore be concluded that test and interviews both hold importance and one cannot replace another, rather both should be carried out.(Employee selection process) To attract and retain employees Some of the common ways that can be used to attract and retain employees: Hire right the very first time The hiring the wrong person for what so ever reason would costs money, time and would also harm company’s reputation. The right sort of candidates would be those who can fit in the company very well. Target the outreach to connect with the types of people, the kind of skill sets and behaviors and vet and interview thoroughly. Offer Right-sized of the Salaries Candidates are professionals with the experience, capabilities and energy that can help business to grow. Companies need to recognize and can appreciate that with an offer that reflects what they could bring to the job as well as the view that things would get better. Show that Health Benefits Still Matter People work for a sort of sense of identity, self worth and pride. Salary covers lots of it but it’s the health benefit that generally addresses the rest. Leverage the very Value of Training The company that would spend time improving the skills of its employees would thereby see a return on that investment very quickly. Spending time to coach the employees to perform better just speaks volumes to them. Career or Temp Job Part of the motivating and retaining factors for good employees is distinguishing between whether a position that one has a career or a temporary job. Types of Compensation There are six basic tools of the compensation or remuneration. Salary The general pay is the one that is paid as a monetary benefit. As regard to how much it should be? It should be sufficient enough to actually attract and retain employees. bonuses, which provide short-term incentives Bonuses can even be paid as an incentive for recognizes short term efforts. long-term incentive plans (LTIP) These would generally cover the pension or the retirement benefits, which become due once the candidate or the applicant has applied for it after the elapse of time fixed. Executives may also be compensated with the mixture of cash and shares of company which are usually subject to vesting restrictions (thereby a long-term incentive). To be considered a long-term incentive this measurement period must be in excess of the usual one year (3–5 years is common). Other components of the executive compensation package would include such perks such as the generous retirement plans, health insurance, limousine interest free loans for the purchase of housing, etc. Work Cited 1. Employee selection process from http://www.managementstudyguide.com/employee-selection-process.htm 2. Importance of workplace diversity from (http://EzineArticles.com/11053 3. Internal and External strategies from http://hrmadvice.com/hrmadvice/hr-processes/recruitment-and-selection/internal-or-external-recruitment.html 4. Paolo Cioppa, Executive Compensation: The Fallacy of Disclosure 5. Why a Code of Ethics Is Important | from http://www.ehow.com/facts_6116651_code-ethics important.html#ixzz1QXgHLcHS 6. What is human resource planning from http://www.wisegeek.com/what-is-human-resources-planning.htm Read More