Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
5 personality traits in the workplace
Recruitment and selection of employees
Recruitment and selection of employees
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: 5 personality traits in the workplace
The Right People
University of Bridgeport
ITKM 548- Research Paper
Introduction
Any organization is nothing without the people. People are the lifeblood of an organization as the management of work has to be done by the people though all the works are done through robots and computers. So, having a right people in an organization is a boon and is very challenging task whereas, hiring the wrong people means increasing cost as well as wasting time of the company too(Hethfield, 2016). It has always been a great challenge for Human Resources (HR) Manager to hire the right employee who can pay back in employee productivity, enhances the work culture and have the ability to make a positive impact on the work environment.
Findings
Every
…show more content…
That guy will make a positive impact on the working environment which will lead others to follow his/her footsteps that provides a positive direction to that particular department (The mportance of hiring the right people, 2014). Having the right man means having the essential knowledge for that job which gives a room for innovation and new ideas to do work. They can find pattern and root causes of the problem and react in a better way to solve the problems. Right people in the organization are those who are dynamic in nature, transparent and open to share with others, confront with the brutal facts. Not only that, they are the one who values their negative as well as positive results and they learn from their mistakes. In short, we can say that right people can foster their analytic culture. And while hiring the people, the management must have a key idea that they are not only filling the empty post but they are filling those positions by those people who are willing to work with full dedication for the success of the company as well as for their own career …show more content…
If there is a wrong person in any department then the first thing that will occur is negative impact on other team members. Along with that, they are not motivated to share their knowledge as well as they are likely to leave their job as soon as they find a new one. So, having such people in the organization means not getting the results in relation to what the company is paying to them. Therefore, these kinds of worker will pollute the working environment and let down the morale of other right employees as well.
Conclusion
• Right people in the right job will enhance the productivity of the company. Right people enhance the work culture and works in favor of the business by maintain high morale of other teammates.
• Right People are valuable asset of the company and they are very hard to find.
• Right People knows their job and knows what should be done in a given
This part will summarise the context of the report describing approaches for the general discussion about people management and its link to the nature of business as well as the specific approach of Marks&Spencer to diversity applied to several theories and examples.
Choosing the right employees can improve the efficiency of other human resource practices and avoid various problems. Outback grasp the concept that selecting the right employee is critical as it plays a direct role in improving the efficiency and avoid problems. Their belief is if they can reduce or eliminate time spent on personal matters, it could then spend more time focusing on the customers. Outback realize that there is too much competition for Outback Steakhouse or any business to risk having mediocre employees. Selecting the right person for the right job can mean success or failure for a company. In fact “ With the Human Age accentuated by demographic shifts such as aging workforces, worsening talent mismatches, the collaborative power of fast-evolving technologies and the need for companies to do more with less, discussion panelists agreed th...
As stated by Dessler (2011) selection of the right employees is imperative for numerous reasons. These reasons can include the knowledge that organizations performance is contingent on its subordinate’s ability. Moreover, it should be common knowledge that employees with the reliable skills and characteristics will perform better for the company. On the other hand, employees who lack those skills or who are slacker will not perform efficiently, and the organization’s performance will suffer (Dessler, 2011).
...ccording to the successful managers hand handbook, "people are the key to your organization's present and future success. Organizations compete for talent as well as for customers. Having a reputation as a desirable place to work helps organizations attract and retain top people. It is to your advantage to know the talent of your organization and to know what needs to be done to help each person develop, and understand the priority of a particular talent so you can meet your business goals".
but a problem solver, companies need employees to be reliable and be able to assess the
So how do you know if you have the right people? It starts with the hiring process. I love the idea of hiring outstanding people whenever and wherever you find them, even if you don't have a specific job for them in mind.
were qualified to do the job, but as far as knowing the material and having an
Chapter three explains the importance of having the right people working for the company. The right people should be considered the most important asset in the company. In order for a company to go from good to great, it must start with having the right people in the right places. Collins refers to it as getting the right people on the bus and getting the wrong people off the bus. This concept starts with the “who” then the “what”.
An organizational human resources department utilizes the hiring and firing process to meet the organization’s personnel needs. Organizational human resource departments are charged with the oversight of an organizations administration department. The practice of hiring and firing people is a process employer’s conducts on a daily basis. This process has to be done in a proper manner and not in haste. The implication that can occur from the improper hiring and firing process could and can have a positive or negative impact on an organization. Therefore, employers must carefully evaluate their decision to hire/fire individuals and its impact on the organizations’ workplace environment and others employees. Human Resource Management is important for an effective organization. In today’s organization, HRM is valuable to the organization because of increase legal complexities and its known for improvement in productivity. However, management should realize that poor human resource management could result in an outburst of hiring process followed by firing or layoffs. According to (Satterlee 2013, p. 194), “Hiring the best candidate who is also a good fit for the organization is crucial for the success of an organization, because a poor hiring decision will have repercussions across the entire organization”. Satterlee made a valid point because poor hiring could have an impact on the bottom line performance of the firm. In other words, HRM is the contributing factor to the success of the organization including motivating and maintain the staffs. The purpose to the motivation is to ensure that all employees grow to a full potential. According to (Sims 2006, p. 5), “HRM efforts are planned, systematic approaches to increasing organizati...
Hiring an individual is simple, but getting the right individual takes a lot of effort and this makes a big distinction. The finest workforce gets the work done, they are bliss to supervise and assist the organization’s development. Recruitment focusing on merely employing warm bodies could result in headaches and unexpected setbacks. Sudden hire might need hours of management and time used up in control, retraining in addition to terminat...
Human Resource management (HRM) can be defined and simplified in various ways. One definition is that HRM is to “get the right people on the bus, the wrong people off the bus, and the right people in the right seats” (Collins, 2001). The People theory is a theory in HRM that includes Recruitement and selection- two major subjects in the HRM function which concerns people and their way to a job for them.This essay will treat and discuss these two topics, recruitment and selection and their importance to the HRM function.
Performance is defined as a role of individual ability, skills and effort in a given situation. Performance depends on an individual’s perception, values and attitudes. Job performance is an accomplishment of the specific work related tasks or skills by an employee. Besides, employee behaviour is also necessary for an organization to be smooth, cooperate and communicate well in the organization to achieve gaols. There is some reciprocal relationship between job satisfaction and job performance. Satisfaction can cause performance, performance can cause satisfaction and rewards affect both performance and satisfaction. If employees are satisfied and committed to their job, they are more willing to take additional responsibilities without increasing their salaries. Then, their levels of commitments are high and they are more enjoyable in their work place. When employees are happy, they are more probably to have a positive attitude on life and more enthusiastic and productive. Otherwise, if employees are dissatisfied on their job, they are demotivated and they are not participating in any organizational activities, means lack of commitment.
It is important for staff to have a positive attitude towards work, if staff feel happy about the work they are set they are more likely to finish it efficiently, working efficiently is also important when working with others, if group work is approached with a positive attitude then staff are more likely to work
...ll benefit when the employees are well equip with the excellent oral communication, critical thinking, strong work ethic, teamwork, competence and setting the goal which requires a lot of thinking process.
Good mangers are not born, they are made. Different organization’s acquires mangers in three ways. The first one is promoting the employee from within the organization, second hiring managers from other organization and lastly hiring mangers straight out universities. Promoting people within the organization tends to increase motivation by something employee the concept who work the hardest in the company. Promoting can sometime be bad to because the new manger have practice the policies from the previous manger that was in charge.