Mgmt 601 - the Role of Human Resource

THE ROLE OF HUMAN RESOURCE

Daisy Smith

MGMT 601

Dr. Jeff Jones

November 15, 2014

        Human Resource is the backbone of an organization.  The employees are what keep it together.  When keeping the spine aligned there are eight steps in the staffing process (1) Human resource planning, (2) Recruiting (3) Selection, (4) Orientation, (5) Training and Development, (6) Performance appraisal, (7) Compensation, (8) Employment decisions (Plunkett, Allen & Attner, 2013).  A manager needs to review three components to help him identify the needs of the organization.  In a large organization managers may utilize job analysts.  A job analysis produces a job description of the title and purpose of that job.   Second component is an inventory of what the picture paints in personnel with regards to interest, training, experience, and skills. Third component is forecasting for the current needs and future long term plans of the organization.  The second step in the staffing process is recruiting. When filling highly skilled talent,  recruiters need to make sure their strategies and branding messages are top notch.  The goal should be to hire better so the organization can retain longer.  Robin Erickson said it best, “recruiting programs begin with a talent acquisition strategy that directly supports the company’s business goals (Recruiting Orientation Guide. (2015). Workforce, 24).  To be able to recruit top-notch candidates manager must use a sourcing strategy.  Managers should look at past successes and know where to post job openings such as, LinkedIn, college campuses, trade shows, job fairs, and employment agencies.  The third step in the staffing process is the use of technology in personnel selection and recruiting.  Managers can use technology to determine a candidate’s qualifications to see if it is aligned with the companies needs.  Managers must be careful to avoid discrimination such as age, ethnic, or racial background just to name a few.

Once the recruiting is over it’s not the end.  The candidate is hired and moves forward to orientation which is the fourth staffing process.  Orientation is where the new hires are acclimated into the organization.  This is the beginning of developing relationships.  New hires are welcomed into the family of an organization.  Orientation introduces company policies, benefits (more paperwork to fill out), procedures, and work rules.  The fifth staffing process is Training and Development.   Trainers need to know how to reach out with different learning styles so everyone can benefit from training.  Yvette Salvatico describes “The future isn’t really about the future.  It’s about today” (Goodman, 2015 The Role of the Future in Training & Development Today. Training, p62).  .  She also states that “a focus on the future is about building competence in an organization in the context of careers, strategic planning, and visions.  

Adding to what Salvatico stated, we must keep in mind were are more diverse in the workforce.

        The purpose of a performance appraisal is feedback about the accomplishment of training and the need of additional training if needed.  There are informal appraisals that go one every day with co-workers, supervisors, and manager.  The difference is the formal appraisals are written and shared.  These may include individual plans to improve performance and or identify growth and how to continue to thrive.