Development Attraction and Retainment of Employees - Essay Example

? DEVELOPMENT, ATTRACTION AND RETAINMENT OF EMPLOYEES Challenges that Organizations Face When not Focusing Their Resources on Developing, Attracting and Retaining Employees Developing, attracting and retaining talent still remains a challenge that many organizations are facing; they still have so much uncertainty on how they are going to handle the current economy and at the same time the staff (Sylvia 2013). Significantly, employers ought to take initiative by setting strategy for their businesses and the well being of employees when it comes to issues concerning human resources. In any business environment or situation, employers and heads of organizations should be keener on their policies since every employee has the right to speak out their opinions and suggestions in concern with issues such as; wages and the working conditions. There are situations where employees discuss their working conditions in the social media, and in such a situation the fall is usually on the employee who can not do anything to the employee (Jackson 2011). Many organizations find it a challenge developing a strategy that supports effectual talent acquisition; and this is overlooked mostly because most of the resources that are to be used for this are put into other things that are said to be ‘more important’. However, human resource planning is fundamental to the proficient management and prolonged success of a business, organization or even starting up companies. Often, many organizational administrators, due to circumstances overlook how resources are managed which leads to mismanaged top rank departments. Poor human resource management has both immediate and long term consequences on how the organization functions, policies of employee recruitment and management, and most importantly organizations profitability. Moreover, the one that has the greatest impact on an organization is employee development, attraction and retaining them; the heart of any organization are the employees and they also determine how successful it will be. When employees are denied some or all the required resources it creates poor working conditions not to mention the environment; moreover, an ineffectual and inadequately functioning department reflects the general condition of dealings in that particular organization and that it is not in any good condition to compete in the market. It also shows that; there isn’t any coordination or communication, poor decision making and grave blunders between the departments and the managerial sector (Dutta 2013). Significantly, in such a situation employee training and development strategies are improperly budgeted for and chances for recruiting or even attracting new employees are eliminated; additionally, the general goals and objectives of the organization are not met. The similar attitude of the high management and the human resources department quickly spreads across all the other departments and employee pecking orders; it affects the work ethics, causes personality conflicts and systematically eliminates team work (Sylvia 2013). Employees lack motivation and they do not put much of their skills and capabilities in the organization. Some employees are at their worst in negative working environments; and in cases where they are not motivated, lack of inducement and acknowledgment they automatically end up performing poorly and work output is of low quality. Employee recruitment and selection is an incessant sequence; and this mostly influenced by organization’s need for business growth, expansion strategies and requirements to complete or start off certain projects or assignments. In an organization that is mismanaged, human resources personnel with an apathetic outlook on things, poor or lack of communication with the administrators are not in any situation to address their requirements in the aspect of labor force (Jackson 2009). As a result, open vacancies and employment postings remain vacant; and in cases where they do it is after a lot of time wasting hence major business functions and operations ‘feels ‘the impact affecting the overall success of the organization. Management of human resources poorly starts to impact or affect the business culture of an organization negatively; most significantly the working culture which this creates a negative picture of the organization. Reviews and appraisal systems on the performance of employees are managed inadequately creating an uncertain mentality on them working for the same organization in the future. Safety practices and working conditions of employees can be compromised in organizations or firms where there are employees in factories or manufacturing amenities; this may result to them quitting or even filing complaints. Unfortunately, once some employees quit, the ones that are left may start questioning their position in the organization and start leaving too; and if they decide so the organization will be left without enough labor force which will either slow things down or put a stop to everything for sometime. Following quitting of some employees, the left will be overworked with errands, schemes and other tiresome responsibilities; and this will affect them both physically and mentally making then indignant, shattered and hassled. This will increase errors, deteriorate relationships where employees will hate their bosses, and job discontent. Other effects of poor management of human resources include; lack of accountability or telling employees how to do their jobs, lack of open mindedness where employees are not in any position to forward any ideas or innovations and on top of not attaining the organizations mission or vision, the employees to will be ruined due to discouragement. Strategies that can be Used to Attract and Retain Employees Initially, all employers had to do to attract employees was sticking a notice on your window or door saying that you were hiring, and one would select one employee from the many that turned up (Fields 2008). Today things have changed completely small businesses and organizations are pleading as demographic and a well-built economy has made a pact to create a deficiency of competent labor. However, this though a major challenge has not discouraged these businesses and organizations from seeking people who are qualified. Moreover, it is said the generation that is there also contributes to this difficulties; their presence as employees in work places is definitely making an impact that is getting employers worried and bothered. Today’s employees are branded to be demanding, self-serving and disloyal by employers; they say that the new generation employees are ambitious and if there is no good reason for them to stick around they will find a better job where there are better privileges or quit the job (Fields 2008). However, employers and organizations have been advised to stop judging these employees and give them what they want because they are worth it which is a factor that most employers don’t put into consideration. There are a variety of ways that organizations and employers can attract employees; one of these ways is the employee focusing on perks i.e. better your perks from those of other companies. Significantly, the perks that large organizations offer cannot be compared to those of small businesses but it essential that small businesses offer a realistic reproduction. A good example is a gym offered by many organizations but it is definitely hard for small businesses to provide this, but the top level management can work in conjunction with local providers of these facilities and organize visits to the gym or spa once a while. Other perks offered by organizations include; free breakfast and lunch, medical and dental facilities, unlimited sick leaves and extra training programs courtesy of the organization. Another factor that would be used to lure in employees is the benefits that an organization is offering; in situations were employees are offered a chance to choose benefits become a necessity (Susan 2013). Due to this it is required that organizations and employers to have benefits that they can offer to employees to be at a better position i.e. medical coverage or even life coverage; this is a factor that is highly recommended in today’s business world. On the issue about benefits one can also attract potential employees by offering things such as option to work at home or even flexible hours, holding events such as ‘Bring a pet to work day’ or allowing employees to nap during the day; such activities create the sense of fun at work and many employees will look forward to working for that organization or employer (Susan 2009). Once an employee or organization has attracted employees, that’s not the end of it; in fact the hardest is retaining these employees and not giving them reasons not to quit or even go looking for job in other organizations. Many are the times that employees have packed their stuff and left without the employer knowing the cause of action; however, employers need to listen to their employees first so as to identify the various needs (Sarah 2009). After identification they can apply the various retention strategies to make the employees feel recognized and valued; and through these the employees will be more than proud to work them. There are different retention strategies that leaders can apply to keep their employees up and working; the leaders may decide to offer personal training sessions where they teach, encourage/motivate and mentor their employees. This however, is more convenient in small businesses where the employees are a significant number; furthermore, this practice will definitely impact positively giving them the sense of value and create a bond between the employees and the organization (Kyle 2012). Another way is using communication to build credibility and show appreciation through compensation and benefits like bonuses or commission. Through communication employees’ suggestions and opinions will be heard and most of them put into implementation and they will make them feel appreciated and that they voice is heard in that particular organization (ASSHRA 2011). Benefits, on the other hand, send a powerful message to the employee about their significance in the organization or to the employer; significantly, rewards impact on the employees’ perception of the organization. Five Questions that a HR Manager Would be Asked A HR Manager is a very important body in any given organization; and when it comes to interviewing or questioning them one should be courteous, agreeable and attentive. Questioning Human Resource Manager is more like questioning a manager or the director of an organization (Mellissa 2013). The first question to ask a HR manager is about the culture of the company they are currently in; where I would expect them to talk broadly about it. The second one is the aspects that they are looking after in a candidate; and this will assist in figuring out the characteristics of employees in the firm; and if they just give chances to anyone and everyone. The third question would be; the view of progression career within the business unit from which they are hiring; will help them know if employees are recognized and offered advanced job opportunities. The fourth question to the Human Resource would be if they are having any concerns about a particular person and ways to solve them; which would impact on how an employee-to-be acts in an interview. The last and final question would be asking them about the various ups and downs they face working in the company; and expect an answer that involves the planning of the human resources (Melisa 2013). References Jackson, E (December 14, 2011) Top Ten Reasons Why Large Companies Fail to Keep their Best Talent: Forbes. Retrieved on 24th August from http://www.forbes.com/sites/ericjackson/2011/12/14/top-ten-reasons-why-large-companies-fail-to-keep-their-best-talent/ Sylvia, H (2013) Ten Causes of Employee Problems: Strategic Talent Management Made Easy. Retrieved on 24th August 2013, from http://www.manta.com/hr/problem_employees_0610 Dutta, P (2013) Consequences of Poor Human Resource Planning: Business E-How Money. Retrieved on 24th August 2013, from http://www.ehow.com/about_5386885_consequences-poor-human-resource-planning.html Amanda, M (January 20, 2012) Three Issues that Can Cause Problems: Challenges in Human Resource. Retrieved on 24th August 2013, from http://www.benefitspro.com/2012/01/20/challenges-in-hr-three-issues-that-can-cause-probl Fields, Bea (October 29, 2008). Ten Strategies for Attracting Generation Y as Employees into Your Company: Hotel, Travel and Hospitality News. Susan, W (2013). Ten Tips for Attracting Employees: Employment Recruitment, Small Business Canada. Retrieved on 24th August 2013, from http://sbinfocanada.about.com/od/humanresources/a/attractemployee.htm Sarah, K (August 3, 2009). Strategies for Retaining Employees and Minimizing Turnover: Human Resource and Employment. Retrieved on 24th August 2013, from http://hr.blr.com/whitepapers/Staffing-Training/Employee-Turnover/Strategies-for-Retaining-Employees-and-Minimizing- The Sloan Center on Aging and Work (2012) Flex Challenges to Attract, Engage and Retain Old Workers: Executive Case Report. Retrieved on 24th August 2013, from http://www.bc.edu/content/bc/research/agingandwork/archive_pubs/flex_case.html Kyle, L (July 17, 2012) 5 Employee Retention Strategies for a High Performance Environment: Talent Management. Retrieved on 24th August 2013, from www.tlnt.com/2012/07/17/5-employee-retention-strategies-for-a-high-performance-environment/ Info Entrepreneurs (2013) The Challenges of Growing a Business and How to meet them: Manage and Grow Your Business. Retrieved on 24th August 2013, from http://www.infoentrepreneurs.org/en/guides/the-challenges-of-growing-a-business---and-how-to-meet-them/ ASSHRA (2011). Attracting, Onboarding and Retaining Employees within the Healthcare Industry: Hot Topics for Healthcare HR Leaders. Retrieved on 24th August 2013, from http://www.naylornetwork.com/ahh-nwl/articles/index-v2.asp?aid=134767&issueID=22500 Melisa, L (April 11, 2013) Don’t Know What to ask HR professionals: Five Killer Questions to Ace Screening Interviews. Retrieved on 24th August 2013, from http://melissallarena.com/interview/5-killer-questions-to-ask-human-resources-hr-screening-interviews-recruitment-strategy/ Read More