Managing Staff Turnover

Human Resource Management Recruitment and selection processes impact on staff turnover The impact of human resource management policies and practices on an organization is an important topic in the human resource management field. Recruitment and selection are important factors within the human resource management which ensure that an organization gets the necessary human skills, knowledge and capabilities which will make it possible for the organization to forge ahead into the future.

The recent recognition of just how strategically important the processes of recruitment and selection are to an organization towards enhancing the performance of the organization hence an emphasis is put on getting the right person for a particular position .the selection of the right person means that the agenda of personnel recruitment and selection should be mainly influenced by formalization, focus on objectivity, reliability, validity and relevant technology and appropriate method which will ensure that there is decision making accuracy as well as a concern with the existing relationship between selection and performance.

Recruitment process it is a two way process hence it has to be conducted properly. It might not feel this way when one is applying for a job but it should be as much about the applicant establishing whether the business is right for them as whether they are acceptable by the business. A direct correlation has been established between how well organizations recruit and select people and the organizations ability to hire and retain their employees.

Having more tenured employees within an organization in place allows an organization to have less control and structure as well as giving freedom to people. Therefore a solid and effective recruitment and selection process leads to improving chances of hiring the right people for the particular job and more effectively identifying those people that fit best into the structure of the organization (Martin, Whiting, & Jackson,2010).

There are various theories about motivation at work hence reduction of staff turnover.one of these theories is Maslow's theory which is based on the fact that motivation is based on the psychological needs of an individual. When ones needs are not met they experience tension hence try to put right. He believed that people are motivated by similar things however there are different levels of needs.

Therefore Human resource managers have to ensure that they use a recruitment and selection process which will make it possible for applicants to get a satisfaction of their needs. Human resource policies can be set in order to meet Maslow's needs .these needs are such as psychological needs which are met through ensuring that there are good working conditions hence reduce staff turnover (Preston D., 2012).

The type of recruitment and selection methods used by an organization can have an effect on the staff turnover.it all depends on whether or not the organization is getting the staff selection process correct. A good type of recruitment and selection process is one that encourages staff members to recommend friends and acquaintances for job vacancies available in the organization. Recruitment is in most cases is underrated as a communication function within an organization.

Any recruitment process whether it has been advertised or even a drop in day for those interested it usually says something to the outside world about how the organization presents itself. This type of recruitment makes employees feel as though they are part of the organization and hence would definitely remain in the organization for longer periods of time. A fair process of selection also has an impact on the staff turnover within an organization.

When the selection process is done fairly without any favor or discrimination then employees who enter into the organization will feel secure with the positions they occupy and hence they would be comfortable and stay in the organization for long. On the other hand in organizations where the section process is not conducted in a fair way there employees would not feel secure with the positions they hold as they will feel as though people who are more qualified for the positions will come to replace them anytime.

They will therefore be looking for other jobs and as soon as they land on another job they will exit the company hence leading to a high employee turnover (Martin, Whiting, & Jackson,2010). Job experience day as a recruitment and selection procedures Human resource practitioners spend a lot of me engaged in activities that are associated with the process of recruitment and selection of their staff.

This range from one-off recruitment episodes to major recruitment campaigns that are conducted to recruit and select staff to be replaced, staff that have specialist skills, graduates, trainees and so on.one good example of recruitment and selection procedure is job experience day .this involves providing an opportunity for candidates that have been shortlisted with the opportunity for the job experience or work trial of the position they had applied for. This exercise might range for a few days to a week.

During this period of time the applicants is closely monitored and accessed whether they are fit for the job or not (Martin, Whiting, & Jackson,2010). This recruitment and selection procedure has several advantages and disadvantages.one advantage of this procedure is the fact that the applicants are accessed on the actual job they are going to be doing .this will give those who are conducting the process the opportunity of accessing the applicants on the job and how they can perform if they are given the opportunity.

This makes its easy for the ones carrying out the assessment to gauge who good an applicant is and if they are the best for the job since they are actually doing what the job entails. This procedure is disadvantageous since some applicants can view as if they are being monitored closely and hence they tend to underperform since they feel they are under pressure.

This would therefore not be a true reflection of the applicants' capabilities if they are given the opportunity since then they would be more relaxed and not feel pressured as in the job experience day. Tools used to assess candidates competencies for a job Here are several assessment tools that can be used to assess the candidates on competencies that are relevant for the job they applied for. They include qualification screens which are questionnaires that are used.