Human Resource Principles Regarding Recruiting, Retaining, and Developing Staff
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- Date Submitted: 03/12/2013 05:19 PM
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The key to having a quality staff in any business is consistently recruiting (and retaining) staff that promote an alignment with the company's goals and values. Staff, especially core staff, should be recruited according to the company's long- and mid-term goals, and retention should be supported with the encouragement of individual career development, assessments of development progress. On-the-job training and staff development programs are crucial when needed (Toray, “Retaining Core Staff”).
Recruiting a staff is best handled when using a set method and knowing what employees the company needs. The hiring manager must know what the person they are hiring needs to do and how they have to do it. A profile should be set and every potential employee should be compared to it, so that the best employees can be recruited more quickly. This can start before the interview process – a hiring ad can mention what is needed for someone to be a successful employee in the position needed – but must be considered during the initial phone call and any subsequent interviews (Entrepreneur, “Recruiting and Hiring Top-Quality Employees”). A candidate for employment must be assessed using a proven test that will explain if they are suited to the kind of work (for instance, someone in customer service will need to be proven to be extroverted). This can be made using the profile that was set for potential employees to be compared to. In an interview, consistent questions should be asked to every candidate, but the interviewer should be flexible enough to get the most pertinent information out of each candidate.
One of the biggest challenges of having a quality staff is retaining good employees. The best way to do this, of course, is to keep the work itself (not just the workplace) satisfying. The most satisfied employees know what they need to do to be successful, and what the outcome is if they do those things. They are also encouraged to continue to develop their skills and keep...
Recruiting a staff is best handled when using a set method and knowing what employees the company needs. The hiring manager must know what the person they are hiring needs to do and how they have to do it. A profile should be set and every potential employee should be compared to it, so that the best employees can be recruited more quickly. This can start before the interview process – a hiring ad can mention what is needed for someone to be a successful employee in the position needed – but must be considered during the initial phone call and any subsequent interviews (Entrepreneur, “Recruiting and Hiring Top-Quality Employees”). A candidate for employment must be assessed using a proven test that will explain if they are suited to the kind of work (for instance, someone in customer service will need to be proven to be extroverted). This can be made using the profile that was set for potential employees to be compared to. In an interview, consistent questions should be asked to every candidate, but the interviewer should be flexible enough to get the most pertinent information out of each candidate.
One of the biggest challenges of having a quality staff is retaining good employees. The best way to do this, of course, is to keep the work itself (not just the workplace) satisfying. The most satisfied employees know what they need to do to be successful, and what the outcome is if they do those things. They are also encouraged to continue to develop their skills and keep...