Management is the process of getting things done effectively and efficiently with and through other people to achieve the objective of the organization. Human resources is a term used to refer to how employees are managed by organizations, or to the personnel department charged with that role. The field has moved from a traditionally administrative function to a strategic one that allegedly recognizes the link between talented and engaged people and organizational success. Human Resource Management serves these key functions: 1. Recruitment and Selection 2. Redundancy 3. Industrial and Employee Relations 4.
Record keeping of all personal data 5. Total Rewards: Employee benefits and compensation 6. Confidential advice to internal ‘customers’ in relation to problems at work 7. Career development 8. Competency Mapping (Competency mapping is a process an individual uses to identify and describe competencies that are the most critical to success in a work situation or work role. ) 9. Performance Appraisal In organizations, it is important to determine both current and future organisational requirements for both core employees and the contingent workforce in terms of their skills/technical abilities, competencies, flexibility etc.
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The analysis requires consideration of the internal and external factors that can have an effect on the resourcing, development, motivation and retention of employees and other workers. When a company expands its operation, sets up new facilities, extends its product range and brings in overseas technology, HR Management is in a position to recruit junior level and also senior level personnel but when it comes to the recruitment for middle management or operating level persons in middle management cadre, they find the task arduous.
The reason is because the middle management persons form a vital link in between top management and work force, supervisory personnel for any company’s growth perspective. In today’s modern management syndrome, they are in dire state of demand. Even HR people manage or allure them to join the particular company. It is far more important to re-train and retain them. This training is not a stereotype but it is more of a motivational type of training. The followings methods should be considered.
Recruitment: Recruitment is to thoroughly screen the candidate’s ability to fit with new environment. People will be inclined to join for various reasons – career growth, image and salary etc. But HR management is to find out in depth about the candidate’s adaptability. In a day’s interview, this attribute can not be gauged. Before recruitment of a candidate in middle management cadre, at least three rounds of discussions on various occasions should be conducted.
HR management also has to interview the candidate by various cross functional heads and form a group of opinion about the candidate’s ability to accept a new environment and work culture. Rehabilitate: The second important aspect to be done by HR management is to rehabilitate. A new entrant will always refer and compare each and every aspect of the new company with the earlier one. HR management can invigorate his confidence level and rehabilitate him so that the candidate forgets the atmosphere of the past environment and fully concentrate on his new responsibility and job assigned to him.
Re-training: To re-train the new joiner with the technical and commercial requirement of the company the role of HR management here is very crucial. HR manager and the head of the department of the new joiner is to devise the re-training schedule in line with OJT (On Job Training) / orientation in such a way that the candidate gets moulded into the frame of new environment of day to day activities and become familiar with his peers and colleagues so that accomplishment of the responsibilities entrusted to him is being discharged successfully. Retention:
HR should ensure to retain the person once he is adapted with the new company’s culture, rehabilitated and re-trained with the company’s products, technology, modus operandi and become comfortable with his colleagues and peers. So for any middle management recruitment, HR should devise and inculcate the 4 principles of “R” namely Recruitment, Rehabilitation, Re-training and Retention. To retain these newly recruited employees in this level, HR should ensure the following course of actions. 1. He gets ample freedom to learn and discharge his duties without much pain at least, to start with.
To begin with less pain, his mind set will not be that volatile and slowly he will be attracted to the new environment of the Company. 2. He does not become a victim of the conflict management which arises due to reason of his entry. It happens when a new entrant joins, his colleagues may not take him in the right spirit and a situation may get worsen, if the reason is not nipped into the bud. 3. He can express his opinion freely and a due respect is given to his opinion. 4. To provide him all support services so that he can increase his knowledge power which is required to complete his assignment. . After a passage of time, it is to be seen that he puts equal attention to his work as well as to his family members. It is evident that if all the steps stated above (there may be more) are taken care with utmost attention, the new middle management personnel will think twice before leaving the company, and may be with the company for life And so, HR management is to rigorously and religiously follow the “4R” principles to recruit middle management personnel so as to continue the growth path of the company.