Human Resource Plan And How It Helps Idler Align Their Organizational Goals And Future Needs

Recruitment is the process by which a business seeks to hire the right person for a vacancy. (BBC Bitesize).

Explain why the human resource function should be aligned with an organization’s strategic plan (use ideas from the Module One discussion on this topic).

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)

Recruitment and selection is the process that organisations use to attract potential employees and then choose the best person for the job.

Recruitment refers to hiring a best qualified person for a job opening in a cost efficient and timely manner. This process comprises evaluating the job requirement, attracting the candidates, screening and short listing the qualified applicants, employing and incorporating them with new teams. Talent is the most important assert for any business. Talent Management, which includes recruitment, is a crucial part for any organization’s growth (Limor, 2013).

Recruitment is the process you go through for hiring a member of staff that you need to cover the skills gap you need. Selection is when you complete certain steps in finding the right candidate for the job and you select the right one. The main reasons why companies recruit is to cover a skills shortage that they require in their business or if someone is leaving to go and work for another organisation, therefore the position needs to be filled. A person being recruited for a vacancy may be need on a temporary or permanent basis depending on how that the employee is needed for. The may be needed full time or part time this all depends on how many hours they will be needed each week.

This is the process of taking in employees for a job when a job becomes vacant.

The Human Resource Function should be aligned with an organizations strategic plan because an organization has a vision of what they want their company to be and in what time frame they would like to achieve it in. By aligning the human resources with the plan they (Human Resources) can make sure that the organization has the right people with the right skills in the right place at the right time. (Snell, 2015) For example Harvey Building Products recruits in their slow season (winter) to have the candidate trained in all aspects of the position before their peak season. An example would be a warehouse person would need to be certified in driving a forklift, learning the scanning system and knowing about as much of the product as they can. For someone being hired in the inside sales office they would need to be fluent in SAP by the peak season, get to know the customers and how they prefer things, as well as know as much about the products as they can. Another example would be that existing employees go to sessions to be updated on new product, colors and software.

Recruitment is the process of screening, and selecting qualified people for a job at organisation or firm. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post. By saying to choose a right people for a job means making sure that job holders have the right skills, knowledge and attitudes required by organisation to help them achieve firms objectives. In simple words recruitment is simply taking on employees to get the:

Recruitment is the process of generating a pool of capable people to apply for employment to an organisation.

Working for respectable companies based in America and Great Britain can carry wonderful benefits. The Human Resource Department must give attractive packages to appeal to skilled workers when expanding outside of the US. Bridging the gap when salaries are not as attractive can be achieved by providing other befits like healthcare, covering the cost of additional educational expenses for employees, tuition cost for children. Benefits become expensive when working with scores of people nationally and internationally. Human Resource Management plans for these types of expenses based on location and country the organization will be expanding to, overhead cost must not exceed what the organization can afford. As the organization began recruiting members of the team, it is vital to have the correct personnel be hired. Hiring the wrong people for the job can be very costly. Starting with the leadership team who will be expected to train and ahead of time to be prepared to work with others in a new setting. With conflicts breaking out around world knowing who the company is working with cannot be taking lightly. Knowing who the stakeholders are and who the company adversaries are can save money and lives. Decisive leadership in an international context is essential to high productions and partnerships globally.

There are several important reasons of human resource planning that business organisation carry out regardless their size and it is important for the continuity of any business organisation to plan. However, in many business owners may not include human resource planning at the beginning of their business but later realise the importance of human capital and no business can survive without having competitive human capital.

The next area of discussion of human resource management staffing is recruitment. Recruitment is the process of attracting people who might make a contribution to the organization. It is often stimulated when an existing employee leaves an organization or when the organization is expanding. So recruiting can be defined as the process of generating a pool of qualified applicants for organizational jobs (Mathis & Jackson, 2008). It is important that human resource managers understand labor markets.

The report uses strategic human resource management approaches to carry out an assessment of the needs of RACQ following a need for better business strategies. This is because; human resource activities that are strategic are coordinated with business strategies (Chew & Intan-Soraya, 2010). The strategy identified that RACQ's new business strategies required the management to improve its commercial approach and interpersonal skills.

Firstly, recruitment is the process of searching for candidates who will be qualified to meet the desired positions in the company. Figure 1.1 shows the four step process in recruiting potential prospects into any company. This process will determine the best means of hiring qualified employees. “Its purpose is to ensure that the required number of applicants with the required skills is generated at minimum possible cost; to eliminate poorly qualified candidates, thus improving the success rate of the selection process; and to help the firm meet its employment equity goals by attracting a diverse applicant pool.”