Thursday, 18 June 2015.
The process of recruitment and compensation
All industrial processes depend on the participation of staff, appropriate relationships between managers, clients, employees and financiers combined with good compensation (Mathews, 2008, p. 133). The business culture, agreed upon with the organization’s objectives to achieve higher levels of production, recognizes that rewards and recruitment are among the factors contributing to increased competition and industrial production. In most cases, staff in the Human Resources department are working tirelessly to ensure the best conditions for the staff of the organization while maintaining low recruitment costs
Similarly, the head of the organization and the human resources department should take into account the processes that provide fair compensation to staff members for good work. Simply put, remuneration and recruitment are functions of the organization, which are circled as cultural practices of the organization and managers, as well as the HR department should implement them in production processes so that they are successful (Simone, 2009, p. 105).
It was important to investigate the efforts made in the recruitment process, combined with the cost and compensation of employees in various sectors of industrial growth. In addition, it may be interested in understanding the reasons for compensation of employees, as well as the degree of influence of the process on productivity in some institutions (United States, 1990, p. 65). There are several critical comments and limitations on how the staff management team determines the staff that is appropriate for the positions, levels and forms of compensation required to motivate staff. These factors are critical to the consolidation of growth in the industrial sector due to increased productivity of staff. Recruitment and remuneration are thus some of the factors that remain key concepts that shape the future of the organization
In some cases, human resources practitioners or recruitment specialists have been taken into account as the sole manager, which includes only managers and recruitment functions. There were cases where managers had used newspapers, staff and employment agencies to find suitable staff to fill posts that had not been filled in the workplace. At that time, the resignation of the staff members was not acceptable to managers, and when this happened, exit interviews were conducted. Polls allow managers to determine why employees quit. A chronological organizational weakness will be defined in such a way that managers can develop strategies to ensure that staff are given the best possible treatment to prevent future resignations
At present, and in the future, the projections of employment programmes are carried out on platforms aimed at attracting more skilled workers. At present, it appears that the recruitment process for the rejected staff has now been rejected. Workers who want to learn, as well as those who are ready to act in accordance with the organizational provisions, have the opportunity. The idea is that employment agencies have been working for some time to take control of employment practices and have been replicated for systematic discrimination. Managers have gone through the conversion processes. Today there is a recruitment process that is not discriminatory, creative and proactive. The methods used by the recruitment process require more authentic and realistic means of advertising, such as the task of Cyberspace and the jobs that are mobile. This set of staff includes high costs, so recruitment departments and staff departments should focus on recruiting staff and instead consider creating an environment that improves retention
Examples of such environments are those aspects of staff motivation that include compensation for good remuneration, so that they may be less likely to retire from critical roles or resign (Rostker, Hix, Wilson & Rand Gulf States States Policy Institute, 2007, p. 155) Recruitment policies, as well as individual levels of participation, are linked to the organization’s strategic plans to raise the level of return. In this regard, management challenges have changed over time to provide a basis for effective and good management practices. In some cases, managers try to associate employees who are working with the cultural requirements of the organization. The use of this measure puts the organization at the highest peak in the provision of more effective ethical standards, thereby strengthening good relations between staff and managers
In the recruitment process, common practice provides for each applicant to be able to do so. This includes viewing all applications received without leaving the application. There are a number of cases where decision makers typically make decisions through the Human Resources department regarding the number of applications that should be considered, while others cannot participate in such decisions. Because of this practice in industrial areas, there is mistrust when it comes to employment. Some people who are responsible for the employment process and these priorities are priority for their relatives, and other skilled workers have the opportunity to participate in the production processes in accordance with their work (Thatcher, National Research Council, Transit Cooperative Research Program, United State and Transit Development Corporation, 2010, p. 132). Once applications have been reviewed, the recruitment of staff on the basis of their talent rather than experience becomes necessary. This is mainly due to the inability of the organization to acquire new knowledge and skills in the liquidation of talented staff. Participation in the company’s processes on a regular basis is something that leads to the acquisition of experience. It’s something that someone might become if he eventually gets the chance to become a replica of talent and experience
As already mentioned, managers must ensure that compensation processes use the best methods. The consultant and the independent compensation commission are becoming necessary, as this body can guarantee the accuracy of the payment processes. Past studies have shown that an independent body for wage regulation increases the confidence of the staff, since the payment scheme presented is not made either against coercion or in favour of the assessment processes. According to scientists, the top officials of firms with an independent compensation board receive higher wages, while in essence the maximum amount received is merit and is fully taken into account. According to the current version, general practice, when it comes to compensation, should include the necessary elements of disclosure, should provide an equivalent bonus to bank staff and must also protect the health of individuals. This is a practice within the organization and without them the staff productivity level will be significantly lower
The incomprehensible concepts of remuneration and employment are that remuneration for good remuneration only gives staff members who are not connected to general organizational growth (Arthur, 2001, p. 62) the focus of the organization’s objectives is a factor that can, to a large extent, lead to a denial of the right to employment for prospective employees and consequently to a failure of the entire operating system of the company
The entire process of compensation and recruitment may be accompanied by several shortcomings. The distribution of costs of necessary activities, misappropriation of funds, the call for discrimination against some staff members and biases, conflicting roles at the time of execution, as well as weak coordination of activities are part of the main task (Johnson & Keegan, 2006, p. 126). In addition to the requirements for recruitment, there are similar deficiencies in the rehabilitation phase. This could lead to a general failure of the organization. The Office, as a group, has a common goal, which is to offer a fair system of recruitment processes and to ensure that staff members represent the share of growth processes in general. There are cases where managers may have their own personal interests at a time when employment opportunities exist
In such cases, managers may recruit staff with lower estimates, while leaving them with better estimates of skills that can contribute to the organization’s goals to a greater extent. Similarly, there are cases where compensation managers are available to employees depending on how they are known. With regard to staff motivation, the most appropriate strategic plan to be initiated should take into account the role that each person plays, reviews the roles and uses the performance model to determine which of the employees is best among existing workers
In view of the difficulties faced by staff in their workplaces, managers must take positive action
Effective operations require the development of skills in recruitment and in the form of an update of staff. Thus, industrial production depends to a large extent on the individual skills that the employees demonstrate in production and delivery. After reviewing the recruitment process and the factors influencing transparency in the workplace, it is important to understand the guiding principles of employees in particular, in particular, in line with business norms and culture (Warne, National Research Council, National Cooperative Research Highway Research Program & American Association of State Highway and Transportation Officials, 2003, p. 35). There are management qualities that are important to the execution of the plan. They must be consistent with the company’s goals
In this way, the Human Resources department must be judgy, impartial, unmanageable, and strict, as well as target-oriented. There are cases where the argument about the introduction of company resources during recruitment leads to the fact that in each case the essence remains loyal, truthful and accountable. This means that a good human resources department needs to understand the company’s core business needs and, therefore, to transform the factors limiting factors to ensure the company’s progress and well-being. Proper distribution of the budget becomes vital to ensure that managers complete the activities in accordance with the plan. In that regard, the identification of sources of funds, the precise allocation of costs and the timely disbursement of funds remained important. In order to ensure that the time required for proper maintenance and the scheduling of industrial objectives is established, the necessary adjustments should be made for the allocated funds
In line with this discussion, it is clear that the remuneration of staff and their employment are among the strategies employed by companies to create environments in which credit products have a large volume, as well as the delivery of services. The concentration of economic labour depends on what employees are employed in industrial production (Ross, Williams & Pavlock, 1998, p. 66) One can argue that the level of employee output is fully responsive to the hours they spend to actively engage in leisure activities. The level of output of the employees, the time spent in production, and the general levels of output are among the determining factors for compensation that the staff member is required to obtain at specific levels of production
To put it simply, the staff productivity levels are used by the Human Resources department to determine the amount that employees can receive as compensation (Singer & Francisco, 2009, p. 71) In view of all these factors, the HR department is always sensitive to the needs of staff associated with compensation, and takes appropriate and prompt measures to ensure that staff members are always committed to various organizational arrangements. The study found that when rehabilitation programmes and recruitment processes had improved, managers could have a positive impact on staff members so that they could participate in various processes of industrial growth
Thus, recruitment processes should always be fair, open and individual skills rather than favouritism. In order to obtain the best staff, the organization should use the mechanisms that provide the same platform for each interlocutor, responding to the questions raised, as this is the only appropriate way in which the organization can determine its skills. This answer and how individuals conduct themselves after, during and prior to the interview, should help the organization determine their suitability for positions (Johnson, Hallgarten & Institute for Public Policy Research, 2002, p. 105). Although the Human Resources department works in production operations, it is sometimes necessary to obtain, retain, use, and reduce the skill level of employees. If a staff member is unable to assume responsibility for the assigned posts, their demonization is the best way to prevent such occurrences among other staff members. However, staff should be provided with proportional compensation based on the period during which he worked for the post (Dartnell Corporation, Davidson & Swope, 2007, p. 117).
Arthur, D. (2001).
A.C. Campbell K. (2013).
Dartnell Corporation., Davidson, W. L., & Swope, G. S. (2007).
Ferst, OO, & Giger, U. (2003).
Johnson, B. A., & Keegan, D. W. (2006).
Johnson, M., Hallgarten, J., & Institute for Public Policy Research (London, England). (2002).
Mathews, K. (2008).
Ross, A., Williams, C. J., & Pavlock, E. J. (1998).