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Human Resource Management
To increase the positive influence recruiters have on the job choice of employees, what recruiter characteristics and behaviors would you look for in your recruiters?
To increase the positive influence they have upon the recruiting process, HR recruiters themselves must have a clear sense of the company's mission and what type of employees are a good fit for the organization. Recruiters should be enthusiastic and articulate enough to convey the company's vision and message to prospective employees. They must be strong and extroverted communicators. Ideally, they should possess the same interpersonal qualities the organization wishes to attract in its own new employees, and to be able to project those qualities quickly, in an effective manner. They are the first face of the organization many recruits will encounter, and the recruiters must be warm, open, and professional, never cool, brusque, or overly familiar.
Recruiters should be able to make a connection with individuals quickly, given the necessarily brief nature of most initial interviews. They must be a quick study of human nature, but also know how to probe beneath the surface, and look beyond canned responses to get a real feel for the prospective employee's personality. They must be able to take the interviewee slightly off-guard with a probing question, yet still put him or her at ease so the prospective employee will be relaxed and open enough to be candid and not 'freeze up.'
Recruiters must be well-versed in a variety of subjects, if they are to recruit for a number of departments, spanning from it to advertising. Their knowledge of the organization should be thorough, but they should also know how to make 'small talk' and use humor to put the prospective employee at east. Finally, they should also have a good idea of what constitutes appropriate and inappropriate conduct during an interview, regarding such legal issues as the candidate's desire to have children or issues of racial or ethnic sensitivity.
The current business climate being what it is, it is likely that employees and labor organizations will understand the necessity of certain cuts, but the inclusion of employees and/or their representatives in the decision making process is still very important and highly beneficial to any organization. It will also, of course, make other aspects of the human resource manager's job less difficult, as it will then be possible to
Human Resource Management is a practice of managing human skills, capacities and talents, to ensure their effective usage in the attainment of organizational goals, objectives and overall competitiveness (Youssef, 2012). Every Human Resource manager performs various functions of recruiting, hiring, selecting and training competent employees. In addition, the manager offers competitive compensation and benefits packages, which attract, motivate and retain qualified employees. However, it is the function of the Personnel
Once a month we have a company wide birthday celebration. It is where each department goes to the break room in that area and has cake and ice cream to celebrate all of the department birthdays that month. The company provides the cake and ice cream and the birthday employees are given a company sponsored gift certificate for a dinner for two at a local restaurant. In addition to the birthday
Human Resource Management for Employee Training and Retention in the Modern World The modern business organization devotes much more effort and coordination to the entire spectrum of human resource management (HRM) processes than its predecessor. Previously, even if all of the individual functions and responsibilities of HRM were administrated by the same department, they remained largely separate initiatives. Recruitment was not coordinated with other aspects of HRM, let alone with other departments
Human Resource Management HRM (Human Resource Management) is the advancement and management of workers of an organization. It includes recruitment processes, representation and classification of positions at work. For these to be accomplished, laws governing human capital should be followed, and appropriate strategies should be kept in place including paying attention to the employees. Good Management of human capital, determines the success of many organizations Action training for supervisors Disciplinary training is a
Human Resource Management in International Business Impact of Cultural Differences, Socioeconomic or Political Factors on international HRM Challenges to HRM posed by growth in International Business By looking at the changing trends of the world of commerce in recent times, one can significantly notice the fact that this business community is becoming more and more competitive. This clearly signifies the truth that the elevating competition within the community has given rise to international