The human resource management teams have a crucial duty to play one which is vital in an institution that is the recruitment as well as retaining performers. This is about all the field of expertise where these people have displayed that they are nothing but the best that an institution can have (Askegren, 2005). The rationale of this paper is to evaluate and analyse into details several strategies that are core, which the human resource team has to consider in their operations. The paper will show how these strategies enable the recruitment team get the best person for the job among many of the possible candidates. In addition to that, the paper will evaluate strategies that can be used by the organisation to ensure that the highly skilled and trained performers are retained for many years in the organisation.
For any business to succeed, it has to ensure that they employ the best persons for the job and ensure that these people are retained. The talented and skilled persons in the business continue to improve and gain new skills that help in increasing their value, as well as, that of the business and to the customers who happen to be the most vital element of the business (O’Malley, 2010). Several strategies that can be used to ensure that the best persons who are performers have been selected have been suggested.
Involve the current employees during recruitments
The current employees in an organisation can be used in myriad ways to ensure that the best persons have been picked during the recruitment process. Employees can be used as agents during the process of recruiting since they have a better understanding of the operation of the position in question. As such, they are in a better position to introduce the candidate that they believe have capacity that match with the required skills (Soat, 2006).
Implementing a team recruitment strategy
The team recruitment strategy involves several steps that have to be done in every stage. The team ensures that the man power needed is well defined such that the interested candidates are aware (O’Malley, 2010). The recruitment team also find ways and mean to entice only the quality candidates to apply for a job to respond to the needs. During the interviews, the recruitment team tries to find the most experienced candidate and one who will help the organisation achieve its objective with regard to their mission statement and vision. The recruitment team should also find out the history of the employees to evaluate their experience and find out how successful they have been to establish their capacity to bring value to the organisation.
The employees can also be used in the interview process as contributing evaluators to help in identifying the employee’s perception and value. The employees will also offer insight in the front line with regard to the candidate’s suitability and the extent to which they can fit in the existing structure. These methods of involving the employees have great advantages to the management in that the departmental members who will be working with the new employee have a voice in the selection process (O’Malley, 2010).
There are several strategies that can be used to ensure that the top performers that have been recruited to the organisation have been retained in the organisation for a long period. One of the strategies that can be put in place is improving the quality of employees who have been recruited to the organisation. This can be achieved through ensuring that all other staffs employed in the organisation are of high quality and measure up to the standards of the existing employees. Employees who show that they have the capacity to grow for the good of the organisation should be developed by the organisation such that they become real assets to the organisation.
In addition to that, the organisation can ensure it retains the best performers in the organization, as well as, the highly and skilled by ensuring that the under performers in the organisation are identified and find out if they were provided with the wrong job (Soat, 2006). The organisation should also ensure that it gives very clear and specific requirements about the job in question such that the employees will be sure of what is expected from them.
The organisation should also ensure that they give timely feedback to the employees about the results of the work they are carrying out such that they will be aware whether or not they are meeting the expectations of the organisation or not (Askegren, 2005). The organisation should also ensure that it creates a good working environment where all the resources employees require are accessible such that employees are comfortable in the organisation. This way the organisation will be in a position to retain the performing and highly skilled employees for a long time in the organisation and enjoy their expertise increasing their positive gains.
In conclusion, the paper is clear on the various strategies that the recruitment team can use to ensure that only performers and the skilled people are brought to the organisation. In addition to that, the paper has highlighted several strategies that have been found to be very effective as a way of ensuring that the highly skilled and performers in the organisation are retain for a long time in the organisation. Selection and retention of performing employees remains a crucial obligation for the recruitment team in organisations.
Askegren, P. (2005). Human resource. New York: Ace Books.
O’Malley, M. (2010). Creating commitment: How to attract and retain talented employees by building relationships that last. New York: Wiley.
Soat, D. M. (2006). Managing engineers and technical employees: How to attract, motivate,and retain excellent people. Boston: Artech House.
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