Human Resources Business Partner Competency Models - Essay Example

BSc Business Management Managing People No: 1406317 Ian Chapman 18/05 To choose a business partner as a Human resource manager, a job description, and the person’s specifications have to be pointed out. Among the details that have to be put into consideration are a particular area of working, the objectives of the business and the desired outcomes through partnership. The main responsibility and duty that the expected partner has to perform been categorized into a number of ways depending on the person’s description. As a HR manager I have done a newspaper job advert to inform people that my company is looking for a partner which will be responsible for the Finance Department. This method is key because it has the capability to reach many people within a short time. The advert will run in all the newspaper dailies on first week’s Tuesdays and Thursday this coming month June. As well as, I have done a plan outlining the strategy for obtaining the best candidate. The recruitment strategy that will be employed, in this case, uses a variety of produces; the first one is the use of creative thinking while putting them under the measure of SWOT analysis. In doing a SWOT analysis, I will be better placed to identify the strengths and weaknesses from one candidate. Knowing that the job requires an experienced and talented person, using this method will achieve the results. I intend to take up creativity in thinking in a way that interactive group interviews are added to the recruiting process so that they actively see if the talents are unique. The above is the most effective and the most adopted mode of hiring new employees. I used this method significantly to affect and make my business stand out more competitive compared to others. It also will put my company in touch with the current ideal dreams. I decided to use another strategy to be welcomed by the business in the use of self-selection to find out who is interested in the advertised job (Hunter and Saunders, 2005). I understand that some candidates always apply for the sake of fun and pleasure but actually, they do not have a full interest in the stated job. The mode will work for me as a sieve to separate the willing and non-willing. Also in the open house strategy, it allows to see the way people interact in groups, this is applicable if the interviewing number is too much higher than then the interviewers. I intend to use six panelists to interview the candidates. Each member of the interview board will be given a chance for specific section to ask. The design is to use a maximum of 30 minutes for each candidate. The time specified will be enough for the interviewers and candidates to interact. Arrangement for group interaction makes all this to work out well when selecting the desired candidate. Interaction will help me to identify a potential candidate within the group that poses the real character, working knowledge, and excellent communication skills. From this also, it enables quick selection of individuals having proper fitting with the required corporate culture (Kardas, 2009). Interviews can be conducted interactively in many ways but at the end, the basic concept is welcoming select candidates in for sessions of groups in, which will be me and the working employees can engage along with them. From this, an arrangement of “speed dating” style of interview with each every one of them to determine some other inner qualities from them (Kardas, 2009). Alternatively, a more creative style can be used such as setting some kind of activities that will enable an interviewer get a better understanding of the recruits individual skill and passion for the industry and in the process I as an interviewer will also have some knowledge about their personality. Another potential model that can be used is the handpickin of the dream candidates and showing them that you want them. In this, there are passive candidates who are hired but are not desperately hunting jobs. These are the potential hires that are most likely to be taken but do not capture the without letting them know how much need them for your service (Kenton, 2005). In order to capture their attention, you need to go out and reach them in a personal demonstration manner. I am looking in some extends to look for the talent in the unlikely places as an initiative to selecting the best candidate. Many leading organizations have used the initiative, and it has worked hence putting the idea at a comfortable selection option. The advantage of this mode is that while I will hire as many candidates, the culture of the company is still preserved. Fishing of people in the unexpected areas and putting them into the functional system is somehow at some point risk. However, because of the in-born talent instilled in them they still hope positively for them (Robinson and Robinson, 2008). Very many companies target on experienced recruits in the industry field of because they are coming to be taught only about financial issues. Attending to events that are not related to job affairs is also another strategy to identify the recruit of choice, to some points, jobs issues became meaningless because the best candidates already have the desired job (Robinson and Robinson, 2008). Creation of these events will assist in looking for a great talent. Look for the Events such as forums for the group and you will make sure that those in attendance are the qualified for your intellectual position. The making of yourself stand out with nontraditional media is a strategy that have been used since for several interviews. In the active search of profile and social networking sites also helps in recruit selection (Sandstorm, 2002). In the process of filtering through a big number of resumes, a job post of your response and in turn, you will find a candidate who poses the qualities that you want as an employer. In some more advanced websites, it allows the candidates to upload and post their resumes allowing the recruiter to peruse through and select the desired individuals with best qualities and according to their understanding of knowledge and talents. An example of this is the Brazen Careerist and Visual CV (Sandstrom, 2002). Advertising in places that frequently visited by the ideal candidates will help in talent capture and experience. Focusing your recruitment process in a means and areas, that coupe with your desired dream and thoughts of hire for in on the billboards will attract best individuals with the beset profiles and resumes. Another simple but sensitive method is the consideration of the past candidates. From the previous history interviews, a suitable candidate was passed over because of one reason or the other or they were not fit for the position (Ulrich, 2009). Just do a favor to get in touch and find out if they still have that interest of working with my organization. The candidates will have to undergo a six-month induction plan that included relevant training in order to qualify to be a partner in the reputable textile company. I used a six months induction plan for my company to ensure that a new member of staff will be able to improve his/her self by going for relevant training for the business partner. Furthermore, in the first month Textile Company has prepared induction to understand all procedures and policies of the Textile Company. Moreover, in the second month I have organized a training, which will be guarantee our new employee to be fully up to date with regulations and all guidelines, which are related to our company. As well as, in the following month I will send a new staff for training which will show how to understand completely the company value. In addition, in the next month I arranged a meeting for staff to sum up all the documentations from previous days. The staffs will need to attend a meeting twice per month. I decided to use this method, to make sure that everyone will be up to date on what happens in our business. In the fifth month, I placed training with director of the company to help employees to learn how to improve the business during the working hours. Additionally, in the last month I gave an opportunity to understand fully the employee responsibilities and job role in the Textile Company. In my point of view, to follow by the induction plan is a very significant procedure for the business. As a result, the company is able to see how the new worker will benefit and be useful to the company operation. Furthermore, the long duration exercise is one of importance because it enables an individual to become extra productive at a faster rate. Relevant training also helps in adaptations of the real working environments when compared to the recruit who have not undergone the same. A trained candidate when given an opportunity to work in any leading firms, he/she can avoid mistakes that could have resulted in humorous amounts of loss to the company (Ulrich, 2009). A person who has undergone relevant training knows some procedure that if not followed in a proper manner and skillfully, may lead to accidents that could be avoided. There are aspects taught to the trainee while on induction session. They are not taught to the whole procedures practically yet they are expected to replicate all the same during the working session. Some areas that I plan for the individuals to be taken through are duties that concern their jobs, how to relate with one another as colleagues and bring success to company profitabilty. Learning the organizational premises, being taught the aims and the values of the company and having a concept about the internal working and policies of the business is another area of study. The longer the training, the better because in the future when seeking employment, the duration that you took while on the training will gain them an advantage over others. Recommendations from the assessment of the training will also affect the career. If they were given bad judgment, then there career will be problematic when it comes to employment. References Boroughs, A., Palmer, L. and Hunter, I. (2008). HR transformation technology. Aldershot, England: Gower. Brearley, M. (2006). Making the HR business partner transition at Vodafone. Strategic HR Review, 5(3), pp.8-9. Caldwell, R. (2009). HR business partner competency models: re-contextualising effectiveness. Hum Res Mgt Intl Digest, 17(3). Goodge, P. (2006). How to influence decisions as an HR business partner. Strategic HR Review, 5(2), pp.5-5. Hunter, I. (2006). HR business partners. Aldershot, Hants, England: Gower. Hunter, I. and Saunders, J. (2005). Transforming HR. London: Thorogood. Kardas, C. (2009). Financial overview for the HR business partner. Scottsdale: WorldatWork Press. Kenton, B. (2005). HR-- the business partner. Amsterdam: Elsevier. Robinson, D. and Robinson, J. (2008). Performance consulting. San Francisco: Berrett-Koehler Publishers. Sandstrom, L. (2002). Is HR ready to take on the role of business partner?. Employ. Relat. Today, 29(3), pp.31-37. Ulrich, D. (2009). Lessons learned (HR business partner model). Strategic Direction, 25(4). Read More