Human Capital : An Organization

Employees who have experience in leadership and have been in the industry a while would be in the talent pool called leadership talent. The next key concept after the employee has been placed in the talent pool, is to establish a planned development program which share and teaches them the business knowledge and well as professionalism, teamwork and leadership development. Another key concept is the increase of retention of employees identified in the various pools. One of the first key concepts of talent management for this “for-profit” organization is to develop talent and identify functional areas is linked to the business strategy. After you review the business strategy to ensure linked to the functional areas, you identify the focus areas. Next you identify and define the organizational capabilities, then define key leaders. Assess and define individual functional standards. Then identify and build talent systems components, and then measure impact and effectiveness. To help achieve these steps mentioned above you must implement a structured selection process. Develop a career development program that also assesses talent. Implement formal learning and developing programs. Merge functional competencies integrated with the performance management systems; measure and assess your outcomes and then reward and recognize employees that have excelled in the programs. The key components for the employee would be Selection; Development; Succession; and

Recruitment: It is the process of identifying and attempting to attract candidate who are capable of filling job vacancies appropriately (Kathryn M. Bartol and David C. Martin, 1988)

There are certain strategies that employers use to make sure that they find the right employee such as advertising, employment agencies, web, colleges, professional employment organizations, temp agencies, unsolicited applications, and soliciting specific applicants. There is more than one way to look for employees. My friend, Jonathon Montgomery wanted to start up a small marketing business for local restaurants and sought to hire lot employees to spread the word around town. He went on craigslist to create an ad and three days later he found himself interviewing multiple groups of people to fill the role. He did not have as much trouble in the interviewing process, but he has a lot of trouble in the selection process. In the selection process, it is important to understand the strategy used to select the most qualified employee for the position. Selection the right employee is important and was really important to Jonathon. Our reading states, “ Selecting the right employee is one of the most crucial processes.” (Youssef, C. 2012) It is important, because when selecting the right employees, human resource management must take into consideration, laws of equal employment opportunity and while making sure they select the most qualified candidate to fill the role. In addition, organizations take into consideration within the selection process, employees are not only equip with the job qualifications, but they are equipped with the characteristics, such as motivation,

For many years, company recruiters and hiring managers had the same tools at their disposal to locate and evaluate job applicants. Finding the right person for a job often was and still is a lengthy and costly process. The payout for selecting the best candidate can be significant, and hiring the wrong person can be costly, yet often mistakes are hard to avoid. The wrong

According to Wright et al (2011) recruitment and selection are part of the human resource practices common within organizations in an effort to develop human capital, which is necessary for better production. Numerous scholars have discussed the issue in different contexts. Pramila (2010) discussed the issue of recruitment and selection in an Indian- based company. The article presents effective recruitment practices, which are valuable for organizations. Among the identified practices include internal recruitment, interviews, personality tests, employer references, succession planning, and newspaper recruitment. According to Najafi (2011) the most important aim is to achieve an improvement in their recruitment and selection. With information provided in this article, the researcher is able to advance a thorough understanding of the different issues on improving recruitment and selection processes within organizations.

This report identifies and assess factors that affect an organisations approach to both attracting talent and recruitment and selection. It also identifies and explains benefits of attracting and retaining a diverse workforce, describes methods of recruitment and methods of selection.

Boudreau and Ramstad (2002) propose focusing on “pivotal talent” or the talent where improvements in capabilities will make the most significant impact on competitive advantage. When talent management is integrated into strategic business planning, there is an opportunity to discuss the capabilities and skills needed to execute the plan. This helps leaders create proactive plans to ensure that they have the talent they need to achieve the strategy (p. 7). According to Aguirre, D., Hewlett S. A., and Post L. (2010) the global recession has compelled CEOs to recognize the competitive advantage in the knowledge economy is determined and driven by human capital. People are the only asset that innovates, and innovation is the only path to sustained breakthrough performance. As part of the process of prioritizing critical

The first thing to consider when planning on hiring people is the overall goal of recruitment clear goal of what the company wants to achieve. (Chen et al, 2004). The need arises to complement the situation of the organization, such as recruitment may be to substitute an old staff due to career advancement, or retirement or creating a new role of work (Buchan and Dal Piz, 2002). In whatever situation, the company needs to have a precise understanding of the standards, such as skills, competence, education and working experiences. (Thornley, 2000).

Employers pour time and other resources into their employees on a daily basis. Benefits, salaries, training, development are just a few of the areas that employers need to provide in order to attract the types of individuals that are best set to support the organizations path forward. With this in mind, finding the right person for the job is key to continued success. Traditionally companies have turned to internal hiring practices that can be complemented by lead generating sites or head-hunting firms aimed at sifting through the masses to find a handful of those that might be categorized as the right fit.

Recruitment and selection process held an important role for building a strong sales force performance. This process requires the company to invest through human capital as an important resource. The objective of this process is searching for qualified candidates to fulfil the right positions and hopes that they can make long-run returns for the company. Even though there is no right or wrong way how the company chooses the right candidates for certain positions, every single step in recruiting and selecting candidates should be taken carefully in order to get the right person in the right position.

A manager must recognize the employees with knowledge and skills and encourage them to use their abilities. Organization and managers should recognize their successful business which this success depends on human capital and

One of the most crucial elements of a successful or productive organization is an effective employee selection process. The significance of this process emanates from the fact that how workers carry out their jobs plays a crucial role in determining the level and extent of success of an organization. Due to the significance of an employee selection process, organizations draw candidates for open positions from the labor market. Actually, top-performing or successful organizations draw candidates from approximately 60 percent of the labor market. This trend includes sourcing for passive candidates who would prefer to remain contented with their present job. Moreover, organizations will relatively low or poor performance draws candidates from nearly 40 percent of the labor market and active workforce. An example of a top-performing organization that draws candidates from the labor market is Wal-Mart. The labor market plays a crucial role in employee selection with regards to having a population with the necessary qualifications for working in various organizations.

The importance of workers ability to adapt to novel situations in the workplace and perform at an elevated level may currently be more crucial than ever.

Recruitment refers to a process by which an organisation identifies, screens and selects potential employees. It is known to be an important part of the HR department since it contributes to the human capital of the organisation which plays a vital role in the success of a company. (Parry and Wilson, 2009). The first and foremost step in the recruitment process is the job analysis, which consists of the job description and the job specification. The job description explains the responsibilities to be taken by the applicant, whereas job specification lists the skills required for completing tasks successfully in the company. After the job analysis, the organisation shortlists a target group. The organisation will then screen the applications of the shortlisted group of applicants on the basis of whether the applicants’ skills align with the specifications of the job and interest in the job. If the applicant is hired, they will work for the company throughout the duration specified in the job contract. (Melanthiou, Pavlou and

HR managers will be faced with the challenges of recruiting and retaining the right employees for their organization. The first step would be identifying your organizational culture and the cultural and skill competencies required for success. This will give the recruiters the guidelines by which to assess viable candidates. In developing these objectives for creating an effective recruitment process, we will have to have in place a process that differentiates us from other companies. This strategy for success will provide candidates with sufficient and correct information about job expectations. The following will be address as part of the strategy: