Human resource staffing

Human resource staffing

Introduction

The strategic human resource is charged with the duty of hiring the people who are capable and have a potential for professional growth, give them a potential to learn and acquire skills to enable them to grow in their duties.

The success of the small businesses can be inseparably joined together by the experience, personal contacts and the passion of the company directors. Therefore, due to this the executive succession is very vital for the firm and therefore the administrative role of the HR cannot take effect in the business (Armstrong & Taylor, 2014). In most case, the strategic managers will work with the directors to check and carefully look at the potential people who can succeed in the leadership position of the business. The chosen are then groomed throughout the year and mentoring them to take the position of the company as the owners decide to retire and assign another person to make the rule. Therefore, strategic partnering can take the company to live and survive the pressure of bad leadership that might occur through wrong choices.

The purely administrative human resource management always handles the legal projections in a reactive manner and without much thought with the main idea of preventing costing from taking place. The strategic human resource managers handle the issues proactively by ensuring that the policies are implemented to ensure that the company is on the right side of the law such as the tax issue, the work discrimination legislation and the workers’ rights (Armstrong & Taylor, 2014).

The administrative, human resource managers often disperse the pay rises using some unconcerned metrics, for example, the number of years a worker may be stayed in the company to determine and influence the amount of compensation. However, the strategic partners learn to promote and ensures that the top performance that provided that the firm had reached its expected goals are compensated well (Armstrong & Taylor, 2014). The achievement and compensation should go the people within the organization who made it to their purpose to work to ensure that the company meets the needs and goal. This media will motivate the right individuals in the firm and ensure that the mission and vision of the enterprise are upheld through rightful compensation that is not based on the number of years or other factors.

Hiring people based on the organizational match and ignoring the job match will prove to be disastrous to the entire organization. Both hiring through the organization or the job match could be significant since all of them can lead to the positive human resource outcome that is perhaps beneficial to the company or the business. However, the most important aspect is to ensure that a business has a person that is fit and understands the culture of the organization and at the same time matches particular job requirements and description according to the human resource managers. The role and the greatest motive are to hire a person who will perform well and to be productive workers both in the business and to the society.

The human resource planning involves the forecasting of the future demands and the supply of the human workforce. It ensures that the process identifies the current and the future needs of the organization that is based on the goals and the role that is set by the upper management that needs to be taken into consideration by the workers employed. Therefore, for the company to succeed in the current forces, the employment should be carried out concerning the present situation of the enterprise to ensure that the business is updated and also by the future needs to make sure that the future is taken care of without taking risks. The organization that is perhaps planning for the future will be bound to succeed and make it according to the objectives (Armstrong & Taylor, 2014).

Reference

Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.

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