Human resource planning is one of the most important aspects of the overall human resources system within the organization. Human resource managers have an enormous task to identify and manage potential required employees by an organization. Notably, recruitment is another vital aspect that entails the identification of vacant positions in the organization and attracting potential employees to apply for the vacant spaces. The recruitment process will also involve other steps such as placement, training, and promotion of the selected employees. Organizations can decide to engage in either internal or external recruitment and this depends on the preferred caliber of employees. Internal recruitment is cheaper as it happens within the organization while external recruitment is an expensive exercise as it involves steps such as media advertising to reach out to the potential employees. Therefore, human resource and planning can only be successful in cases where managers are able to identify the needs of the organization and the qualifications of potential employees who will fill the vacant positions.
This paper highlights recommendations in line with the questions presented to the case study.
Yield ratios indicate the percentage of job candidates at the beginning of each step in the recruitment process who move from one step to the next. It is recommended that the organization should take into consideration the yield ratios at each stage of the recruitment process such as applicant interviews, screening, and employee placement. This will be instrumental in indicating the organization’s attractiveness and the potential of meeting the needs of employee shortage. For example, John asserts that if an organization receives 20 applications for a job and the company only ends up inviting 8 for the interview, the yield ratio at this step of recruitment will be 40%. However, not all applicants invited will come for the interview. In cases where only 6 applicants come for the interview, the recruitment process will be about 75%. These ratios will have an implication on future hiring, as the organization will be motivated to shortlist more people for interviews in order to get a wider base for potential employees. It is worth taking into consideration the fact that the more the applicants are, the wider will be the base for the required employee skills. It is also recommendable that yield ratios relating to internal sources and external sources of recruitment should be calculated independently as these sources exhibit enormous differences. This will be helpful in ensuring that the most effective source is going to be identified. This will assist the organization to choose the sources with a lot of confidence as it will help to find the chartered specialists for the achievement of the required objectives.
Fort Lauderdale Herald utilizes the internal recruitment method. This recruitment strategy involves sourcing employees from within the organization through job posting. For example, John asserts that the organization takes about 60% of its employees from within the organization. It is an advantageous method because it is cheaper and faster for the organization to recruit, people are already aware of the organizational operation hence eliminating time wastage on induction, motivates organizational employees, and the business is able to work with individuals with already known potentials. Nevertheless, it may be disadvantageous because it limits change in the organization, limits the number of potential applicants, and may lead to the loss of moral principles among those applicants who were not considered. It is recommendable to utilize the external recruitment method because of the advantages it offers. The external recruitment method is more efficient because it brings diversity into the organization, it motivates change, and it brings wider experience and knowledge for the progress of the organization. The expenses involved in advertising for the job vacancies should not be dreaded because this is the best recruitment method.
Customer satisfaction is the measure of how the service and products offered by the company meet or surpass customer expectations. The organization can employ several recruitment strategies to achieve customer satisfaction. The first one is when organization defines the critical job requirements for employees. It will be done in line with the duty to be performed towards customer satisfaction. The second strategy means that the organization develops and utilizes scenario-based interviews. Such interviews give an indication on the manner the potential employee will facilitate customer satisfaction in the organization. The third one involves a large number of team members in the process of hiring employees in the organization. According to Simons, team members will play a significant role in identifying the kind of employees that will assist in the attainment of customer satisfaction. The last strategy promises that the recruitment process is objective and fair enough. Objectivity will give the organization the best employees focused on customer satisfaction.
The additional studies will entail benchmarking of other successful organizations and will identify the processes that make them stay ahead of the game. Werner, Schuler, & Jackson opine that it is important to gather this information and ensure that the processes that lead to the achievement of desirable outcomes are identified. The most creative and cost-effective approach to solving problems in the organization is convening frequent meetings involving all members of the organization. This will inform everybody in the organization about issues and will ensure that any emanating legal issues are handled before going any far. This will also ensure that there is mutual understanding among members from all departments in the organization and they all work toward goal attainment. Another important recommended strategy will be the use of teams in the organization. Teams will foster a collective interest rather than an individualistic interest and this will guarantee that the problems will be solved in the fastest and cost-effective means.
In conclusion, human resource planning and selection require enormous creativity and understanding of the requirements of the organization. It is important for organizations to consider both the internal and external recruitment strategies because of the many advantages offered by both of these methods. It is critical to embrace the cost-effective means of solving problems within the organization to achieve maximum benefits. The organization must assure that all employees are working in a team for effective management and thinks ahead about the required number of employees.
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