The most valuable tool for workforce management is a well-built human resource endowment system that meets the needs of your company and workers. An effective HR personnel system consists of much more than technology, the human part is equally important. The goals of an HR system are to recruit great talent, develop and retain existing staff, and build your reputation as an employer of choice. Critical elements of this effective HR staff range from advertising career opportunities to creating a succession plan.
Recruitment and selection
A full-cycle screening and selection process includes all the steps between advertising career opportunities, searching for candidates, and processing a new hire and orientation materials. A clear understanding of the job description and qualifications are critical to selecting the correct candidate; This enables an employment specialist to create accurate and detailed advertisements and postings online. In “Guidelines for Recruitment and Selection,” the University of Oregon states, “Time spent carefully planning the recruiting and selection process can make the difference between a good or bad hiring decision.”
Compensation & Benefits
Control compensation and benefit factors in your personal HR system. Your ability to attract superbly qualified candidates depends, in part, on your ability to pay competitive salaries and offer attractive benefits. Itron, a technology provider to the energy industry, clarifies its compensation policy and includes a statement on competitive strategies: “The compensation policy is continually reviewed to ensure that our compensation strategies and practices are motivated by competitive salaries and other Incentive awards based on one’s ability to contribute to the success of the company. ”
Research compensation practices, legislation affecting benefits administration, and the relationship of wages to labor market conditions and is essential to maintaining the compensation and benefits section of your human resources department.
When you hear the HR term “performance management”, what comes to mind is an annual employee appraisal or performance appraisal. However, performance management begins long before the first anniversary, and includes all employment actions from communicating job expectations to developing talent for promotion.
A results management program is an important element in an effective human resources staffing system. Ensures employees understand job expectations, performance standards, and career development opportunities. A results management program also recognizes employees for their expertise and contributions, and eliminates poor performance from the workforce.
Development and promotion
Professional development opportunities range from job skills training to cultivating employees who demonstrate leadership potential. Succession planning involves recognizing and developing talent, and charting a career path based on ongoing contributions from employees, as well as the needs of the company’s workforce and potential for growth. Promoting from within builds a company’s reputation both inside and outside the workplace. This ensures that potential applicants and employees perceive your organization as an employer of choice.