STRATEGIC EMPLOYEE RESOURCING
The traditional concept of strategy (Andrews 1971) is phrased in terms of the resource position of the firm, whereas most of our formal economic tools operate on the product market side.
Recruitment Strategy
The recruitment strategy tells about the target position on the job market and the main recruitment sources to be used. The recruitment strategy needed to be aligned with the HR Strategy, and it has to support the strategic goals and initiatives of the organization and Human Resources. The recruitment strategy defines the main goals for the recruitment process and HR Recruiters have to follow the defined goals as the organization reaches the desired position on the job market. The successful recruitment strategy helps to match the innovative organization with the diverse human resources.
The recruitment strategy needed to be planned and practical to attract more and good talent to apply in the organization.
Definition
an approach to the development and implementation of human resource strategies that are integrated with business strategies and supports their achievement’
Armstrong 2014
Armstrong’s five propositions on SHRM
- HRM plays a strategic role in the organization’s success
- HR’s strategies should be integrated with those of the business
- It is people who ‘implement the business strategy
- People are a source of ‘competitive advantage’ as defined by the Resource Based View of the firm
- A systematic approach should be applied to developing HR strategies
Importance of making Strategies for Best Employees
The recruitment strategy helps into building the unique position on the job market. Every company wants to hire the best talents, but they are not in the unique position. The job applicants tend to favour organisations, which seem attractive to them. The smart recruitment strategy differentiates the organisation from competitors. The different recruitment approach promotes the creativity of the organisation on the job market. For formulating an effective and successful recruitment strategy, the strategy should cover the following elements:
The recruitment procedure can be powerful if the organization totally understands what sort of organization required which will be helpful for the organization. This covers the following parameters as well:
- Performance level Needed: Different strategies required for focusing on hiring high performing candidates and average performing candidates.
- Experience level Needed: The Planning should be clear as to what is the experience level required by the organization. The Applicant's experience can range from being a fresher to experienced professionals.
- Category of the Applicant: Applicant can be from the same industry, or Either from other industry, unemployed, top performers of the industry etc.
On-the-job training is a specific type of training that is explicit, prescribed, and delivered at the workplace. It isn’t quite the same thing as learning by experience. Learning by experience is a simple concept that primarily occurs via mistakes. Maybe you try something one way, find it doesn’t work, then modify it until it does.
It is a practical way of training the new trainees of the project on how the project and its technology works, giving employees a hands-on experience on the job at the workplace.
The best on-the-job trainings are:
• Relevant
• Targeted
• Timely
• Helpful to employees
• Packed with useful information
Learning by experience may eventually be all of these things, but on-the-job training is a great way to help new employees learn procedures, programs, company culture, and other important concepts quickly.
The major advantages of on-the-job training include:
1. Easily applicable
No more wasted time for employees paging their way through a dusty manual. No more scattershot approaches to designing training courses. On-the-job training is specific and focused on the needs of employees. If an employee needs to access a specific training module, they can use just-in-time online learning to locate courses they have already completed on their devices.
2. It makes good (money) sense
Employee training is one of the most expensive parts of onboarding. Training costs include training rooms, travel, catering, and materials cost money, and lose a day’s worth of work from your employees. on-the-job training makes more sense for protecting the bottom line through ongoing and always-accessible resources. It may make sense to create a combined approach, but even then, you’re still cutting overall costs of in-person training and travel.
3. Saves time
Time is a precious commodity for both employers and employees, and one of the best advantages of on-the-job training is that it delivers information when and where employees need it most.
4. Gives flexibility
employees won’t need all of the information all of the time. They also won’t need it in the same format.
5. It’s social-ready
Co-workers may be the best source of on-the-job training support, a practice that can help build good employee relationships.
6. It strongly motivating the trainee to learn
7. It permits the trainee to learn about the actual equipment in the job environment
Conclusion
Since in rice mill industry continuously develop their employees’ skills and encouraging work place learning I believe the most suitable job training method for rice mill industry is on the job training. Because the employees can participate in real activities which relate to their job.
Since this training can result rapid learning I believe it is the most effective training method for rice mills.
References
Armstrong
Wernerfelt, 1984 and developed by Barney 1995
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