Human resources are the core of a business–those who are completely responsible for the employment, training, and hiring process of people who want to become employees.
What is recruiting?
Recruiting is the process of actively seeking out, finding and hiring candidates for the right position. They will be hiring, conducting job interviews, performing background check, and reviewing application documents.
There are 7 main steps to HR recruiting:
Job Analysis and Design - The two important aspects of the HR management process is determining employee's needs of the firm and jobs to be filled in.It had to determine whether additional sales representatives were needed and new sales positions with different knowledge and skill requirements should be established.
Human Resource Planning and Forecasting - Forecasting is an organization’s human resource needs, known as an HR demand forecast, is an essential aspect of HR planning. This process involves two forecasts:
(1) determining the number of people needed by some future time. Meaning you need to plan ahead.
(2) Estimating the number of people currently employed by the organization who will be available to fill various jobs at some future time; this is an internal supply forecast.
Employee Recruitment - The employee recruitment process has been greatly changed over the years as technology has greatly advanced. LinkedIn is the most popular social network for professionals to search for employees and find their backgrounds. The backgrounds may include a person’s past and present professional experience.
Employee Selection - There are 6 steps for the selection process:
(1) Initial screening, where the applicant has to fill out an application form. They may also submit a resume if they want, and take a 30 minute interview.
(2) Employment testing, the applicant will be asked to take one or more tests, one of them being the Wonderlic Personnel Tests. Cognitive ability is assessed by these tests, including ability to learn, attitude, behavior, intellectual skills, etc.
(3) The selection interview is the most widely used tool to make hiring decisions.In the interview, the interviewer will look for the applicant’s communication skills, motivation, and test them with real job situations asking them how they would handle it.
(4) Background and reference check, which includes the research of previous jobs, legal history, etc.
(5) Physical exams and drug testing, requiring the applicant to have a medical checkup.
(6) Decision to hire him/her must be made, finalized by the manager of the new employee.
Training and Development - Training and development refers to instances in which a person is given new information or skills in order to improve their career performance. This is to ensure that both new and experienced employees have the necessary skills to complete the task properly. Performance enhancements, error reductions, work knowledge acquisition, and other beneficial organizational consequences are among the goals. This means that training can be completed on or off the job.
Performance Planning and Evaluation - Through appraisal, new workers learn about performance expectations. A performance evaluation is an actual performance that is compared to an expected performance in order to manage an employee's contributions to the company and make judgments regarding other career changes. It was also standard procedure for performance approvals in the past. Rating scales can be used to compile data for performance evaluations too.
Compensation and Benefits - Compensation, involves both pay and benefits, it's closely connected to performance rating. Employees who perform better tend to have bigger pay raises. Some few factors that would affect an employee's pay are:
(1) Pay structure and internal influences. Wages, salaries, and benefits are based on skills, experience and level of the job. The most important high-level positions, such as president, chief information officer, and chief financial officer, are compensated at the highest rates. Also, different jobs of equal importance to firms are offset at similar rates. As the level of management responsibility increases, so does pay.
(2) Pay level and external influences. Deciding on how much to pay workers, the firm should also be concerned with the salaries paid by competitors. If they are paying higher wages, a firm might lose their best employees. HR professionals regularly evaluate salaries by geography, job position, and competitor and market wages. Wage and salary surveys conducted by the U.S. Chamber of Commerce and the U.S. Department of Labor can also be useful.
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