Requirements for Hiring the Most Effective Human Resource Manager - Essay Example

Requirements of Hiring the Most Effective Human Resource Manager Name Course title Date Introduction The success of every organisation is achieved or hindered through the team of employees it owns; employees significantly affect how goals and objectives are to be realized. An employee provides the employer with his or her expertise and is mainly hired for performing certain tasks that are packaged together as a job. In most of the times, their qualifications and the essence of the tasks performed greatly influences the payment they receive as compensation (Elwood & Trott 2006, p.17). The focus of the team of employees in an organisation determines whether it sticks to the required line of operation or it deviates due to insufficiency of information, inadequate skills, team cohesiveness, work environment as well as leadership skills. This shows that there are many factors that determine how any organisation is run and how well it achieves its set goals and objectives; these factors affects the quality of employees in the organisation as Schuler and Jackson (2007) allege. Sisson and Storey (2000, p.30) assert that, human resource employees are senior employees in any firm, organisation or government since they significantly influence decisions made in the organisation that affect the internal or external working conditions. To every organisation that achieves its goals and objectives, it sees the employees as assets whose value can be improved through development and mentoring. Researchers have realized three trends that govern the richness of any collection of employees in an organisation namely: Demographics, diversity in additional to skills and qualifications possessed by the employees. Demographics determine the characteristics of the workers in the light of their age, social class, gender and such factors (Kramar, Bartram, & Cieri, 2010, p.13). These factors affect the pension policies, insurance packages and relationship inside or outside the organisation among other factors. Diversity determines the variation among the team of employees that reflects the society richness in terms of race, gender, ethnic, marital status and nationality. Furthermore, skills and qualifications determines the expertise, range of information knowhow and the approach dimension of work to solving existing problems for the impact of the organisation to be experienced. With a perfect combination of these trends, the success of an organisation is achieved in the set span of time in delivering its services and products (Leopold, Harris & Watson, 2005, p.46). This paper seeks to identify how a combination of the above trends can help the register reach an informed decision in selection of a candidate to fill in a position of Human Resource Manager in a university. Benefits The journey of employers to getting and recruiting the best employees in an organisations starts from advertisement of vacancies. Different employers have different needs, specifics, targets, goals and objectives as well as type of work for any position declared vacant in an organisation hence varied considerations are observed during recruitment. Different organisations fish their employees in diverse methods from different places such as online platforms, newspaper listings, issuance of brochures, postings in the organisation newsletters, job board agencies in additional to advertisements in radio, television and posters (Boxall, & Purcell 2003, p.57). Research has shown that if these methods of attracting employees may fail terribly if some core principles are overlooked hence collapsing organisations. The package of benefits offered by an organisation when they are in search of the best employee to fit in a given position determines significantly to achieving the desired candidate for the job. Given the opportunity as a senior administrator to determine the benefit package of a human resource manager, I would consider a number of factors that would attract the best candidate for the position. Since employee benefits usually play a critical role in acquiring the best candidate for a position for the growth and development of an organisation, it requires the employer to have information about the essential benefits that cater for the needs of the potential candidate. I would consider incorporating social security in the package, social security determines the future of a job position but more so the future of the employee. Social security benefits have a greater influence on the social welfare of employees and gives workers to focus on their work since their future is in safe hands. The social security benefit incorporates the Pension benefits, Disability benefits, Leave benefits, as well as Medical benefits (Kramar, Bartram & Cieri 2010, p.39). Pension benefits It is the dream of every employee to retire and enjoy the fruit of their hard work at an old age rather than being stranded without a set plan to enjoy their old age at rest. The assurance of secured future at an old age will attract any serious potential employee in an organisation hence pension benefit is a key benefit to attracting him or her. Pension benefits will ensure that the employee focus on the growth and the future of the organisation rather than theirs since they have been sorted out hence achievement of goals and objectives as Sisson and Storey (2000, p.51) claim. Disability benefits Being physically fit without any disability is a God given benefit but taking care of the body to maintain its wellbeing is the responsibility of every individual. With the uncertainty of the current world, it is no great wonder than yesterday an individual was wholesome and healthy but today is disabled through unexpected tragic occurrences either in the duty of work of off duty. Therefore, a disability benefit that caters for an employee such that they are secure while in the line of duty and as they carry on with their life daily gives an individual a motivation to perform duties fearlessly; it attracts any job seeking individual (Elwood & Trott 2006, p.40). Inclusion of this benefit to the package guarantees safety at the work environment hence stimulating productivity; I would include this benefit to attract the best person for the human resource manager position. Leave benefits To recharge and generate new energies for the purpose of career development makes the leave benefit a catch for any productive employee. In any organisation, the schedules are usually tight more so to senior employees and they require focusing more as well as using considerable portion of their energies to seeing that goals and objectives are achieved in the given timespan. Whenever an employee realizes that their needs are meet, they are bound to be productive in every way to expand their working territories to achieving unexpected goals. Leave benefits gives the employee duration to relax and evaluate the contribution made to the organisation against the rewards gained. Likewise, it gives one an opportunity to sharpen their skills in additional to updating their knowledge about import aspect in their jobs (Kramar, Bartram & Cieri 2010, p.45). Hence, leave benefits are attractive to any employee and I would include it in the human resource manager package so that to getting the best candidate for the job. Since the human resource manager is an involving job and involves a lot of decision-making, it needs a period to regenerate and upgrade their skills. Therefore, the candidate should be able to understand the importance of leave benefit for it to be beneficial both to them and to the organisation as well. Medical benefits Perfect health is an asset to any employee in any organisation; therefore, it should be safeguarded in all ways possible. Health problems influence the productivity of employees and affect the duration to achieve set goals in a particular time span hence a significant factor to address for the sustained growth and development of the organisation. Healthy workers are the glory of an organisation and inclusion of health benefits to any employee’s package boosts their willingness to offer their services to the clients they are serving efficiently and effectively (Kramar, Bartram & Cieri 2010, p.72). I would recommend this benefit since it caters for the wellbeing of the human resource manager in case sickness befalls during the working hours or off duty hours. Since the human resource manager is a critical figure to the running of the university, it requires that health problems facing him or her be addressed with immediate effect in a high-qualified manner (Swanson, Elwood & Holton 2011, p.85). This will attract the best candidate who will give their all to taking the university staff fraternity to higher levels. Salary benefit The greatest motivation to any employee is the salary allocated to them by the organisation hence a competitive salary always has an upper hand in attracting the best candidate in accordance to their qualification. Researches have shown that allocation of competitive salaries to any vacant position in an organisation scares the less qualified and leaves the best candidates to apply and fill in the position (Higgs, Papper, & Carr, 2000, p.37). In the job market, it is believed that competitive salaries are offered in consideration to experience, skills and qualifications, position held that defines responsibilities as well as contribution to the success of the organisation. Therefore, I would include a competitive salary to the human resource package to lock out the less qualified for the fear of falling short of demands and expectations by our institution leaving the best candidates to apply for the position (Kramar, Bartram & Cieri 2010,p.68). The salary package should include housing allowance, transport allowance, mobile phone allowance as well as training allowance. Housing allowance Housing is one of the factors that affect the exploitation potential as well as their convenience. The housing problem is one of the greatest challenges that organisations face since the distance covered to reporting to the workstation determines the productivity of the employee. It the organisation can be able to provide for houses to their staff members then it can solve one of the greatest challenges and improve their productivity in additional to convenience (Kramar, Bartram & Cieri 2010, p.48). Likewise, provision of house allowance for catering for the rent bills helps the staff to afford housing facilities around the organisation saving time to travel from afar since it is tiresome and inconvenient. A human resource manager should be allocated a substantial housing allowance to enable him or her live in a condition that guarantees safety, security, convenience, and with provision of all social amenities (Swanson, Elwood & Holton 2011, p.49).This will help him or her cater for the needs arising. Transport allowance Transport is a factor to consider while working in an organisation hence inclusion of transport allowance to the benefit package will catch an eye of every applicant for human resource manager. Since the position includes extensive travelling in attending seminars and conferences as well as other organisational functions, it would aid his or her transportation. This ensures convenience and saves time in cases where organisation cars are assigned during performance of their duties. Telephone allowance Kramar, Bartram & Cieri (2010,p.52) Communication is critical a factor to running any organisation more so to the human resource manager, therefore, provision of mobile phone allowances for specifically being used to conduct organisational responsibilities simplifies the employees tasks. Since human resource involves dealing with many junior workers under the organisation governance, it requires human resource manager to conduct intensive communications ensuring all tasks are performed in order. Thus, mobile phone allowance will help solve communication problem to the human resource manager to be hired. Training benefit Likewise, sharpening of skills and improving of experience through training workshops, seminars and conferences helps develop workers that are well nurtured and informed. Provision for such privileges to human resource manager will ensure that their decision making skills is improved as well as exposing them to new ideas about how to run organisations healthy. This benefit would ensure that only a candidate who is ready to settle with the university for a considerable amount of time (Katou & Budhwar, 2007, p.25). It also threatens unqualified employees from attempting to apply for the position since such seminars and conferences would expose their incompetency. Such collection of benefits would lead to attracting the best candidate for the position all for the good of our organisation. After hiring training After hiring the best candidate to the university staff, the first thing to do is to provide them with the organisation constitution to understand the running of the university as well as identifying goals and objectives to be achieved. Secondly, a document consisting of their duties and responsibilities to be issues to them for clarification and identifying their expected tasks in their execution of duties (Boxall & Purcell 2003, p.34). This would give them the guidelines of what is expected of them and who are under him or her for easy administration of duties properly without conflicts of interest. Thirdly, introduction to the other staff members is of paramount importance for familiarization and identifying which departments are under him or her. Moreover, conducting of a visit to all departments and important areas in the university that may be helpful in performing their duties would be crucial. Lastly, undertaking a one-week training course by a hired trainer would help familiarize with their duties and responsibilities ahead more so in a university setting where many activities takes place. This would help them in gaining confidence to work in a new environment in additional to sharpening their skills in administration (Kramar, Bartram & Cieri 2010, p.78). Conclusion In conclusion, provision of a well-packaged benefit package that is in relation to their experience, skills and qualification and position held rather than one granted on basis of corruption and biasness helps achieve organisational goals and objectives. Benefits are real motivation factors to any employee and have significant influence over their productivity hence every employer need to consider them when recruiting staff to their organisation. Social security benefits add weight to the future of a job position and show the potential employee the seriousness of the position hence attracting only the best candidates for the job. Allowances in salary package stimulate and helps the employee perform duties under less pressure hence improving the productivity of the employee to achieving goals and objectives of an organisation. Training and familiarizing new employees to the constitution and undertakings of an organisation helps the new employee adjust to new job environment as well as boosting their confidence to face the new job’s responsibilities with a uplifted attitude. Therefore, the success of an organisation can be attributed to the ability of an employer to select the best candidate to fill any position in an organisation. References Boxall, P & Purcell, J 2003 Strategy and Human Resource Management. Basingstoke: Plagrave. Elwood, F H & Trott, J W Jr., 2006, Trends Toward a Closer Integration of Vocational Education and Human Resources Development, Journal of Vocational and Technical Education, Vol. 12, No. 2, p7. Higgs, A C, Papper, E M & Carr, L S 2000 Integrating Selection with other Organizational Processes and Systems San Francisco: Jossey-Bass. Katou, A & Budhwar, P 2007 “The Effect of Human Resource Management Policies on Organizational Performance in Greek Manufacturing Firms” Thunderbird International Business Review, vol. 49, no. 1, pp. 1–36. Kramar, R, Bartram, T, Cieri, H 2010 Human Resource Management, Performance McGraw- Hill Education, ISBN 9780070287112. Leopold, J, Harris, L & Watson, T 2005 The Strategic Managing of Human Resources. Harlow: Prentice-Hall. Schuler, R S & Jackson S E 2007 Strategic Human Resource Management: A Reader, London: Blackwell Publishers. Sisson. K & Storey, J 2000 The Realities of Human Resource Management. Buckingham: Open University Press. Swanson, R A, Elwood, F & Holton, III 2011 Foundations of Human Resource Development Berrett-Koehler Publishers, San Francisco, California, ISBN 1576750752. 9781576750759. Read More