The paper "Ensuring Suitable Employees Are Available to Organizations Is a Critical HRM Objective" is a great example of human resources coursework. One of the objectives of Human Resource Management (HRM) is to hire and retain the employees who are very competent. Employee recruitment and retention are both essential factors that determine whether a company or an organization has efficient skills to meet the target performance of the organization. Therefore hiring suitable employees is not just beneficial to the organization, but it is also essential (Ledman & Popowski, 2007). The heart and soul of the organization are the employees; because they are the means that makes the functioning of the business.
An organization cannot function unless good employees with the right skills are doing the right job. For this reason, any smart organization owner needs to have good employees. Making sure that the right employees are available in an organization enables things to move in the right way. The aim of maintaining a constant supply of suitable employees is to provide the organization with a steady, industrious workforce. The approach of getting suitable employees Degrees and experience are great mechanisms for determining the qualifications and potential of the employees.
However, one thing that the HRM needs to acknowledge is whether the people they are hiring are nice or not. An individual can be the most educated, qualified, and experienced likely employee on earth but if their personality is not pleasing, it is certain their contribution towards the success of the business will be little (Arthur, 2006). The clients that receive their service will be unhappy and this, of course, affects the general performance of the company. For this reason, an organization needs to hire nice people.
This is because people who are nice are able to perform great issues for a business. It sounds picky but when it comes to business, one has to be picky. A person who is nice is able to learn anything. Nice people are lovely to be around and are also easy to teach (Arthur, 2006). They possess a good quality of quick to learn. If this is not evident in them, training can be considered because they are easy to teach after all.
Getting nice people is mainly through the process of an interview. Through the interview, some good qualities of the employees are definite regardless of their experience and qualifications (Rye, 2002). Although still, it is good to consider putting the right people at the right jobs so that the effective performance of the company can be recognized. Reasons for maintaining suitable employees According to Sadler (2002), employees are significant to the success of the company. This is because they represent the company. Various reliable sources contend that employees can either break or make the business.
For instance, if a client has a positive relationship with staff, the client will definitely come back. If a relation is negative, the client is possibly gone forever. That is why it is crucial for HRM to recruit and employ suitable people, provide them with proper training, motivate them to always do their best, and encourage these employees to stay with the organization. Available research indicates that an organization is only as good as the employees that they employ. In these present times of economic ambiguity, it is hence vitally essential for these organizations to employ and retain the best employees that they can afford.
Certainly, it is important to make sure that organizations retain the best staff members. This is significant for both stability and costs, as getting suitable fresh employees can obviously be a long, difficult and expensive process (Curtis & Wright, 2001).
Arthur, D. 2006, Recruiting, interviewing, selecting & orienting new employees. New York, AMACOM.
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Curtis, S., & Wright, D. 2001, Retaining employees - the fast track to commitment. Management Research News, 2001, Vol. 24, No. 8/9, Pp. 59-64.
Eckermann, S. 2006, Managing staff turnover: orientation packs. The Australian Journal of Rural Health. Vol. 14, Issue 5, pp 234.
Henry JD, & Henry LS. 2002, Leading with soul/retaining employees. Authors of new book explore keys to employee satisfaction. Physician Executive. Vol. 28, Issue 1, pp 50-3.
Ledman, R. E., & Popowski, S. 2007, From hiring to firing: a practical guide to selecting, motivating and retaining the best employees. Lanham, Hamilton Books.
Putzier, J., & Baker D. 2011, The everything HR kit a complete guide to attracting, retaining & motivating high-performance employees. New York, American Management Association.
Rye, D. E. 2002, Attracting & rewarding outstanding employees. Irvine, CA, Entrepreneur Press.
Sadler, P. 2002, Finding and Keeping Top Talent. Business The Ultimate Resource. Cambridge: Bloomsbury Publishing.
Sandness, S., & Edwards, K. P. 2010, Beyond recruitment: tips for recruiting, retaining & investing in new applicants. Public Safety Communications. Vol. 76, Issue 12.