The best of hiring employee's - Essay Example

Running Head: The Best of Hiring Employee's The Best of Hiring Employee's Inserts His/Her Inserts Grade Customer Inserts Tutor's Name14 October 2009 The video stories suggest that hiring and development of employees are the main priorities of modern organizations. The entrepreneurs tell that employment relations are the most complex issues on modern organizations. Conducting employment relations within an organization requires significant cooperation from management because of the staff time and coordination involved.

Desirable, if feasible, is a preliminary consultation with the responsible managers to explain how a focus group works and to answer questions as to why things are done as they are. The purpose of this consultation is to achieve a meeting of minds, a mutual understanding of the problems of management and the potential of employment relations for addressing those problems. Managers and business owners should not exercise their managerial prerogative without interference from the other actors in the employment relationship because it will violate rights of employees and threaten their freedoms.

The main practices which lead to success are careful analysis of personalities and qualification of employees. Managers state that employees should have the same core values, attitudes and aptitudes as the company. Also, they have experience in business and a great desire to work for the company. Even if employees lack skills and knowledge, the company will teach and educate them in order to develop the right person. Workers can address job issues with their employer through direct communication to bring actual and desired conditions closer together.

The voice mechanism is superior to the exit one because, as firms address the concerns of their existing labor force, workers are more likely to remain with the firm. Managers and entrepreneurs admit that if there is less turnover of skilled employees so it helps the company to reduce the cost of hiring and training new employees. The organization could hire employees taking into account their analytical and practical skills. In sales management, artistic skills should be the main priority for a manager.

The power imbalance between employers and employees, and an individuals' inability to establish readily enforceable agreements with employers restrict the effectiveness of individual voice. Provision of binding rules for promotion and due process, commonly associated wit trade unions, can increase efficiency. Without such arrangements, workers will hoard knowledge to provide job security and increase opportunities for promotion. With enforceable arrangements for seniority and due process, workers will be more willing to share production knowledge, increasing efficiency.

Collective voice is also more effective for addressing problems with common working conditions. Many conditions at a worksite cannot be changed without affecting all employees at the site. Employers are unlikely to respond to individual requests for change, but will respond to requests by the majority of workers. By compelling employees to develop shared priorities, collective voice relieves the employer of making decisions which would lead to discontent were the workers themselves not involved in making the tough tradeoffs.

When firms are organized, the new work environment and higher labor costs lead firms to restructure and become more businesslike. Firms may hire better managers, improve the training of supervisors, and implement production standards along with monitoring and review processes (Hiring and developing Employees2009). The organization should empower employees and trust them. As with voice, this practice is associated with increased productivity, but the effect on costs and profits is ambiguous. This ambiguity is reinforced in situations in which unions lower some costs at the same time that they raise others.

Employers of short term labor must constantly recruit and screen employees. There are usually no quick means for informing potential employees when work is available and no method (other than trial and error) to determine if employees have requisite skills. By assuring a minimum level of competence, apprenticeship programs reduce contractors' screening and training costs. Responsibility and trust should b the main targets of every organization. ReferencesHiring and developing Employees. Video. 2009. Retrieved 15 October 2009 from http://www.youtube.com/watchv=QY9bCsqJThI