Managing People In Practice - Research Paper Example

Managing people in practice Executive Summary Managing people in practice or work is all about human resources management. Human resource management involves implementing both the theoretical and practical techniques essential to managing a work force successfully. An efficient and well satisfied work force is a company’s foremost assets and this is what any company should strive to attain an efficient work force, in order to achieve business objectives. The techniques used in the management of an organization’s human resource addresses these issues from the point of the employer and the employee on equal terms. 1. 1 Introduction 1.1 Purpose The purpose of this report is to analyze how to bringing in students who into the placement process, despite the high tuition costs and in doing to recruit good candidate for important positions. 1.2 Scope While investigating this issue, strategies vital to brining qualified candidates into the placement process were analyzed and put forth through various examples. 1.3 Method The information used in this report was collected by looking into books, journals and various sites. 2. Human resources management and recruitment One aspect of the human resource management functionality is the process of recruiting. Recruiting is a process by which the right candidate is matched with the right job and vice versa. The common methods used to draw prospective candidates, include placing ads in papers, job boards, conducting campus interviews and so on. In this paper, we look to assess how the recruitment process can be applied to recruit a candidate with skills that match with the skill sets required for planning and running outdoor musical and drama events. The students who are considered are individuals who have just stepped out of the walls of their university and are undergoing some real-time experience in a company pertaining to their field of specialization. Furthermore, they pay a high charge to the university, example $1000, during their time of placement. Given the high costs involved, the company finds it difficult; to attract quality candidates and so some steps must be incorporated into the recruitment process to ensure that the right person is selected for the right job. Here’s a look at how this can be done by looking into each step in the recruitment process and adding relevant steps to ensure that not just the right candidate is selected, but also ensures that every candidate interested in joining the placement process is accessed, even though the payment to the university during placement is high. 3. A look into the recruitment process The recruitment process is divided into the process of requisition, sourcing, candidate selection, screening candidates, interviewing candidates and completing final formalities for the candidate. Each of these steps play a vital goal in assessing a candidate who is applying for a post and the process ends with the completion of all formalities required to assimilate the candidate in the organization. Before starting the recruitment process with students, it is important that the channels of communication be open, so that students can pose their queries and to create a friendly atmosphere, thereby encouraging them to participate in the process. For example, company presentations and pre-placement talks can be initiated, whereby students get the opportunity to learn more about the organization and meet some of the key employees. When students are exposed to highly knowledgeable senior employees who can deliver the company’s business objective in an effective way, it goes a long way in creating a powerful impression on the student and they will want to be part of the team. This should be followed by the recruitment process which will be conducted as follows: 3.1 Requisition: This is the first step in the recruitment lifecycle. In this step a form is designed to capture all relevant information pertaining to a job application from prospective candidates, such as their educational qualifications, and project experience. The efficiency of this process comes out in the way in which the requisition form is designed to capture information, because it is the information captured here, that is going to be used in the forthcoming recruitment process. Eg. If the student is going to be considered for the position of a being a junior manager, then they must have attained a certain percentage in their MBA Degree to qualify for being considered in the selection process. In this situation, the requisition form must seek to capture information related to what is required for managing and running outdoor musical and drama events and pose questions pertaining to the nature of this job. 3.2 Sourcing: Once the requisition form is designed and ready, the next step is to put forth the requisition form in job boards and placing ads in newspapers. In this situation the form is to be distributed to interested students in the university campus, when they are applying for placement. If the company presentations and pre-placement talks were conducted successfully, there will be a lot of interested students taking up the form. This process is termed sourcing, wherein the job requirements are posed to prospective candidates, who will enter their skill sets in the requisition form to apply for the job. The design of the requisition form plays a key role in getting relevant information from the candidate and will prove to be useful in the following recruitment processes. 3.3 Screening: This is the most important step in the recruitment process. Once candidates are sourced and their relevant details captured, they must be effectively screened. This process includes procedures such as written tests and analysis of certificates obtained, marks assessments and so on, which are used to screen and test candidates. In this process candidates, who are not the best match are eliminated. For example, if a candidate has scored poor marks in the tests posed by the company and this is not acceptable to the position being applied for, the candidate is rejected. In this situation, there may be a necessity of the candidate having knowledge in French or German classical music to cater to this segment of work. If the candidate applying does not have enough knowledge on this, the candidate will be rejected during the selection process. This will serve to bring in only qualified candidates into the job and not just candidates who can pay for placement. 3.4 Interview: This is the next important step in selecting the right candidate for the right job. It is in the interview process that a candidate’s personality and mental capabilities can be evaluated. For example a candidate who is being considered for a junior manager position should posses the following attributes and show them during the screening process and the interview: 1. The candidate should display the necessary technical skills required for the job. It is part of their profile to have a knowhow on the techniques and tools used by them in their job. 2. The candidate should display the human skills required to perform the well. In this situation, if the candidate being considered is applying for a managerial position, wherein their duties and responsibilities would include managing people and co-coordinating activities, to carry out outdoor events successfully, the candidate being interviewed should display the ability to interact effectively and productively with others. They should show the ability to lead a productive team of people, show leadership qualities and be able to motivate team members 3. The candidate should have the power to analyze, knack for conceptualization and ability to come up with ideas and develop plans. For example, a candidate applying for the position of a marketing director should have a thorough knowledge of business environment in the given scenario and how his or her marketing concepts are going to fit in the overall corporate plan. 3.5 Selection: In this process the candidates who have successfully passed several tests, interviews and screening process are selected and placed in the job. This in a way completes the recruitment process. The outcome of this process depends very much on how efficiently the earlier processes are carried out and will bear fruit in the workplace in which the candidate is placed. A bad recruiting decision will result in loss to the company while a good recruitment decision will give gains in term of expected performance levels. 3.6 Final formalities: In this process, the remaining formalities related to candidate hiring procedures and communication of placement details to appropriate departments regarding the new hire must be carried out to complete the recruitment process. At this point, the candidate can be informed about the rewards or compensation they will receive towards payment of a high tuition fees. 4. Conclusion An efficient recruitment process will prove beneficial for the company and the candidate. The candidate will be benefited in terms of getting a valuable job in an esteemed concern, plus rewards will be given as a bonus to compensate for the high tuition paid by the candidate. The company will benefit by selecting a candidate whose profile matches with the job that has to be performed. Human resources play a vital role in the success or failure of a company in today competitive market scenario. Getting the right talent is more important than even managing a company’s material capital such as machinery, computer systems and so on. Therefore, it is important to place right aspects pertaining to the jo0b in the recruitment process so a deserving candidate is selected the job. In this situation, management has to seek a candidate who has the right qualification for the job, in terms of the technical skills required for the job at the same time the candidate’s personality should be such that the candidates is one who is out-going and is able to easily mingle with people. Effective inter-personal skills are much required for a person who has to manage outdoor musical and drama events as these activities require in-depth interaction with people, leadership qualities, the ability to motivate team spirit and above all eye for detail and the ability to co-ordinate work efforts from different angles. The steps mentioned in the recruitment process in this article will strive to meet such purposes in the most efficient way and can be implemented to recruit a diligent work force. References 1. Recruitment Guide 2. Hospitality Management and Organisational Behaviour http://www.pearson.ch/HigherEducation/HospitalityTravelTourism/HotelandHospitality/1469/0582432251/HospitalityManagement.aspx 3. Human resources 4. The recruitment process 5. Employment and Employee Development 6. Recruitment 7. ICFAI Business school 8. Employee motivation 9. Performance Management: Useful Metrics for Evaluating Employee Performance http://www.hrvillage.com/human-resources/performance-appraisal.htm 10. Human Resources Best Practices 11. Armstrong M, 2001, Handbook of human resource practice 12. Mullins L, 2001, Hospitality management and organizational behavior Read More