Week 8 Discussion 2Collapse Total views: 29 (Your views: 2)"Job Postings and Resume Submission" Please respond to the following:Create a job posting for the job description you created in Week 7 Assi

Staffing to HR Department

Yesenia Mejias

Strayer University

Human Resources Management Capstone (HRM 599)

Dr. Robert Waldo

August 18, 2018

1. Choose three (3) HR functions and assess the significance of each in adding value to your HR department in support of your company’s vision and mission

The Human Resources department plays a significant role in the company in achieving its vision and mission. Many functions of the HR adds value to the department in support of organizational vision and mission. The most significant ones include Talent acquisition and retention, people and performance, legal protection and planning.

Talent acquisition and retention, for any organization, it is imperative to hire the best potential individuals available in the market. HR department is mainly responsible for the hiring, attraction, motivation, and retention of the employees. The HR department develops a job description of the employees and makes use of best practices to hire the most competent individual available in the market (Hollenbeck & Jamieson, 2015). The HR department also develops several compensation and benefits packages to retain and motivate its employees. The most competent individuals have a potential to understand the organizational vision and mission and align their performance with them to achieve the desired targets.

People and performance, improvement and innovation, is an absolute significant requirement for achieving the vision and mission of any organization. For the same reason, the HR department identifies the scope of improvement for each employee of their organization. In this way, they develop a significant link between the performance of the employees and the success of the organization (Mitchell, Obeidat & Bray, 2013). The HR department encourages the managers of the company in developing its employees and rewarding them as per their input to the organization. The continuous improvement in the employees enhances their expertise that is an imperative need for the achievement of organizational vision and mission.

Legal protection and planning, every organization desire to sustain their reputation by complying with various legislation. The HR department develops all the organizational principles and policies in the light of legal information so that the organization does not have to face any legal consequences. Also, the HR department plays a significant role in the strategic planning of the organization. They provide great support to the company in the identification of strengths, weaknesses, opportunities, and threats revolving for the organization (Vomberg, Homburg & Bornemann, 2014). HR department contributes towards the understanding of the current view of the employees and future expectations of the organization from their employees.

2. Write a job description for one (1) of the HR functions you selected. Determine the specific degree (e.g., associates, bachelors, or masters) and certifications (e.g., SHRM, HRCI, ATD, or WorldatWork) needed. Include the level and type of experience needed (e.g., industry, managerial, customer service, tenure, etc.). 

Amongst the above mentioned three functions of the HR, please find the job description of Talent Acquisition and Retention Specialist

Job Description

• Building the applicant pool by researching and contacting various recruiters, college, universities, etc.

• Sourcing and recruiting the relevant candidates using some job posting channels and mediums.

• Working collaboratively with functional managers for developing job description of the employees (Sparrow & Makram, 2015).

• Carrying out the screening of the applications for the respective position and arranging the interview.

• Updating field knowledge as per industrial trends by involving in educational opportunities (Vomberg, Homburg & Bornemann, 2014).

• Ensuring the compliance with relevant legislation in the recruitment and hiring process.

• Developing various compensation plans for the retention of the employees.

• Developing various induction plans for the smooth onboarding of the new employees

• Verifying the qualification and experience of the interviewed applicants as per provided information (Balakrishnan & Saraswathy, 2017).

• Developing external and internal relationship significant for ensuring the success of the organization.

Requirements

• Bachelor’s degree in Human Resources Management.

• At least two years of experience in the relevant field of recruitment and retention.

• Strong communication and interpersonal skills.

• Expertise in using software including HRIS, Applicant Tracking, and HRM.

• Competency over using Microsoft Office products, i.e., Word, Excel, PowerPoint, Outlook, etc.

• Eagerness for the completion of assigned tasks within a specified deadline.

3. Choose one (1) recruitment method and one (1) selection method you will use to attract the best quality candidates for these positions. Provide a rationale for your choices.

The HR manager will be making use of online job boards and website method for the recruitment of the employees. There are many potential advantages of this method for ensuring the success in the recruitment of best employee including the cost-effectiveness. The advertisement of the vacancy over the internet medium is quite low as compared to other advertising mediums. It ensures the proper pace in the recruitment process and plays an imperative role in the streamlining of administration (El-Ouirdi, El-Ouirdi, Segers & Pais, 2016). The technology provides unwavering support in the effective management of the vacancies and coordination of all the involved processes. It ensures the global reach allowing the organization to comply with the anti-discrimination law of the country. This process ensures the effective and instant reply from the candidates resulting in a large pool of applications. This method also provides an opportunity for the organization for promoting the soft information of their brand including workplace culture with the support of various videos, blogs, or images. It handles a large volume of received applications efficiently and provides unwavering support in the identification of phrases or advertisements that works most effectively (Nikolaou, 2014). Lastly, this method provides many candidate options to the company from which they can select the most competent candidate as per their requirement.

The HR manager will be making use of panel interview method as its selection process. There are certainly other methods available like a written test. However, at the organizational position, there are many other skills of the employee that needs a certain consideration in addition to his academic grip. This selection method has a certain quality in assessing those skills of the candidate including communication, negotiation, teamwork, interpersonal, loyalty, body language, gestures, etc. (Russell & Brannan, 2016). In the panel interviews, when one interviewer asks a certain question, then the other panel members can judge various skills of the employee. In the end, they will be able to have a productive session with each other regarding the performance and skills of the employee providing them useful idea regarding the capability of the employee and his relevancy to the position. This method also avoids any kind of biases, nepotism, favoritism, etc. during the selection process as there are numerous individuals involved in the process. The collective decision and analysis of the panel can provide certain opportunity in the selection of the best candidate for the organization.

4. Develop a compensation and benefits package for the new HR Staff. Explain how this package will provide a high return on investment to the company.

The organization will be offering a base pay to the employee after carrying out a detailed survey of salaries being given by other organization for similar roles. The organization will also include certain other factors like job location, employee experience, job description, work nature, etc. in the offering of base pay for the employee (Magnan & Martin, 2018). This compensation will provide mental relaxation to the individual as he will be able to fulfill all of his and family daily life needs. Now, the organization will be offering some benefits including medical pay, life insurance, work security, and leaves for satisfying the future concern of the employees that will enable him to focus clearly on the work by avoiding any personal stresses. Afterward, the organization will be providing certain compensation to the employee solemnly based on his performance. The purpose of these benefits will be the increase in the motivation and loyalty level of the employee. These benefits will ensure that the employee can earn accordingly as per his input and effort for the success of the organization (Giancola, 2014). These benefits will comprise of flexible working hours, bonuses, car, family trips, the best employee of the month, etc.

As it is quite obvious in the above compensation plan that it is not only taking certain care of fulfilling all the basic needs of the employee, but it is also ensuring to relief the employee from any possible stresses and motivating the employee at the same time. When the organization will ensuring the right compensation and ultimate satisfaction to the employee, then the employee will be able to perform effectively for the organization (Magnan & Martin, 2018). The motivational benefits will ensure the extra effort of the employee and will also increase his loyalty towards the employee, which is very imperative for the retention of the employee. Overall, all of these benefits will ensure that the employee is providing his maximum input for the success of the organization and it will result in maximum returns for the organization as per his investment on the employee.

References

Balakrishnan, J., & Saraswathy, R. (2017). Facets of talent retention: role of employee and employer branding as catalysts. International Journal Of Business Forecasting And Marketing Intelligence, 3(4), 407. doi: 10.1504/ijbfmi.2017.10008566

El Ouirdi, M., El Ouirdi, A., Segers, J., & Pais, I. (2016). Technology adoption in employee recruitment: The case of social media in Central and Eastern Europe. Computers In Human Behavior, 57, 240-249. doi: 10.1016/j.chb.2015.12.043

Giancola, F. (2014). What the Research Says About the Effects of Open Pay Policies on Employees’ Pay Satisfaction and Job Performance. Compensation & Benefits Review, 46(3), 161-168. doi: 10.1177/0886368714549304

Hollenbeck, J., & Jamieson, B. (2015). Human Capital, Social Capital, and Social Network Analysis: Implications for Strategic Human Resource Management. Academy Of Management Perspectives, 29(3), 370-385. doi: 10.5465/amp.2014.0140

Magnan, M., & Martin, D. (2018). Executive Compensation and Employee Remuneration: The Flexible Principles of Justice in Pay. Journal Of Business Ethics. doi: 10.1007/s10551-018-3786-5

Mitchell, R., Obeidat, S., & Bray, M. (2013). The Effect of Strategic Human Resource Management on Organizational Performance: The Mediating Role of High-Performance Human Resource Practices. Human Resource Management, 52(6), 899-921. doi: 10.1002/hrm.21587

Nikolaou, I. (2014). Social Networking Web Sites in Job Search and Employee Recruitment. International Journal Of Selection And Assessment, 22(2), 179-189. doi: 10.1111/ijsa.12067

Russell, S., & Brannan, M. (2016). “Getting the Right People on the Bus”: Recruitment, selection and integration for the branded organization. European Management Journal, 34(2), 114-124. doi: 10.1016/j.emj.2016.01.001

Sparrow, P., & Makram, H. (2015). What is the value of talent management? Building value-driven processes within a talent management architecture. Human Resource Management Review, 25(3), 249-263. doi: 10.1016/j.hrmr.2015.04.002

Vomberg, A., Homburg, C., & Bornemann, T. (2014). Talented people and strong brands: The contribution of human capital and brand equity to firm value. Strategic Management Journal, 36(13), 2122-2131. doi: 10.1002/smj.2328