Human Resources Functions Essay Example | Topics and Well Written Essays - 2000 words

Human Resources Functions - Essay Example To perform its add value function, the human resource planning should be fully integrated with an  overall organizational strategic plan, especially the firm's growth objectives. Outside influences f economic conditions, technology, the labor market, and so on should be given adequate consideration when developing the human resource plan. Changes in job design should be explicitly recognized in the plan. It should be kept flexible and adaptable so it can change as conditions change. Staffing is the process f hiring people to perform work for the organization. It comprises two major activities: recruitment and selection. Recruitment is the set f activities an organization uses to attract job candidates who have the abilities and attitudes needed to help the organization achieves its objectives. Selection is the process f choosing individuals who have the necessary qualifications to perform a particular job well. These two activities are key human resource activities in every organization. And these are continuous processes in organizational life. (Diallo 2003) Staffing is a mutual matching process: organizations seek individuals who will help them achieve goals such as profitability, growth, and in some cases survival; individuals seek organizational that will help them achieve goals such as fulfilling needs and obtaining rewards.   Staffing is a mutual matching process: organizations seek individuals who will help them achieve goals such as profitability, growth, and in some cases survival; individuals seek organizational that will help them achieve goals such as fulfilling needs and obtaining rewards. HR must achieve both types f fit in order to be maximally effective. A better job f recruiting and matching employees to jobs will mean lower employee turnover and greater employee satisfaction and organizational effectiveness. Moreover, HR should pay attention to align their recruitment and selection practices with their business strategy(s) and organizations must have the human capabilities that enable them to effectively implement their chosen strategy(s). Some organizations even consider their human resource talents as a source of competitive advantage and adapt business strategies to fit those organizational capabilities. With the anticipated shortage of new entrants to the labor force in the next decade, staffing will be a key issue for HR for some time to come. This is especially true during these hard financial times when the compensation and benefits you can provide to attract and retain staff are limited. HR professionals must work to develop training, leadership, diversity, and work/life programs to turn their organizations into places where employees want to stay. New studies and research back up what HR has been saying for years: The organizations that treat their employees well, give them opportunities, and are flexible are the ones that will keep their key talent.