Recruitment & Retention

 

Recruitment & Retention 



Introduction 
Human resources management consists of people with assigned duties and responsibilities who work together to achieve common objectives (Dessler & Varkkey, 2016).

Every organization needs effective Leaders, Managers as well as competent and reliable subordinate to run an organization effectively and efficiently. It leads to reach organizational vision & missions and ultimately achieve set goals   (Dike, Odiwe, & Ehujor, 2015).

According to Dessler & Varkkey (2016, pp. 104) “competencies are in order to perform job competently, what should the employee be able to do”
Competencies can be summarized as follows (Dessler & Varkkey, 2016),
  • Analytical skills
  • Ethical behaviors
  • Technical & Professional knowledge  
  • Experience 
Recruitment 
Recruitment determine what type of people needed, no of employees and back up plans. Its include recruiting prospect, selecting suitable candidates, training and developing them, setting performance standards, evaluating performance counseling employees and compensating systems (Dessler & Varkkey, 2016).
Recruiting required staffs according to organizational strategies are essential in order to achieve company’s excellence. But most of the organizations’ finding difficulties to recruit suitable members due to below mentioned challengers they faced (Dike, Odiwe, & Ehujor, 2015).

  • Finding qualified candidates
  • Wages
  • Benefits
  • Training Challengers (time & Money)
  • High Turnover

Retention
Taylor (2002) stated employee retention is vital to an organization due to various factors. Taylor (2002) further states loosing employees more harmful to an organization due below mentioned factors.
  • Some employees required specific skills and knowledge to become fully effective.
  • Some employees take longer period to become effective.
  • Organization needed to spend more time & money to recruitment, training and development.
  • Some labour markets are tighter than others
  • Loosing staff represent greater lost to the organization because of the nature of the work they do. 

According to Taylor (2002) Management of an organizations needs to rectify reasons of their high turnover and should pay their attention on,
  • Why do employees tend to leave the organization
  • Why does this matter
  • What action can be taken to reduce staff turnover.

References
Dessler, G., & Varkkey, B. (2016). Human Resource Management (14 ed.). Chennai: Pearson India Education Service Pvt Ltd.

Dike, V. E., Odiwe, K., & Ehujor, d. M. (2015). Leadership & Management in the 21st Century Organizations. World Journal of Social Science Reserch , 2, 139.

Taylor, S. (2002). The Employee Retention Handbook. London: Chartered Institute Of Personnel and Development.

Comments

  1. Thameera galkaduwa7 May 2018 at 06:44

    Nice introduction on theory part. Develop your analytical side with real world examples from the next blog

    ReplyDelete
  2. M.S.F.Safra7 May 2018 at 07:39

    Recruitment is the heart of any organization... Entire fiction of organization is depend on it...
    You have give given a clear introduction.. Real world examples souls add value to your article

    ReplyDelete
  3. anfyanfas7 May 2018 at 08:30

    Clear contents on introduction, hope you add some international or local organization practices.

    ReplyDelete
  4. Unknown13 June 2018 at 06:37

    Flow is good, however lacked examples should have look at the topic as a strategic issue referencing is apt

    ReplyDelete
  5. Unknown30 June 2018 at 03:35

    Good work Shiva.

    ReplyDelete
  6. Anonymous5 July 2018 at 07:12

    Excellent content and flow, next time add an example too. good job

    ReplyDelete
  7. Unknown5 July 2018 at 09:08

    excellent work

    ReplyDelete

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