Building a powerful human capital strategy requires solid facts, measures, and processes for discerning where an individual firm will get the most leverage from its people. This new path to better business performance and distinct competitive advantages relies on the discipline to enact three core principles: Insist on systems thinking, get the right facts, and focus on value. i) Human Capital Management(HCM) usually refers to efforts to manage, develop, and retain the unique capabilities and expertise of individuals and of a workforce. It also consists in identifying the skills and abilities of the individuals and utilizing them in the best possible way to gain competitive advantage. ii) Human Capital Strategy(HCS) Every company needs a human capital strategy that supports its business strategy.
Each of these objectives needs to be given special attention and accurate planning and execution. It is necessary for every organization to employ a right person on a right position. And recruitment and selection plays a significant role during such situations. (1)Edwin Flippo Edwin Flippo defines Recruitment and selection process as "A process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization." According to flippo, the first activity in recruitment process will be searching for the candidates for the vacant position, then attracting them towards the organization and stimulating them to apply for the job in the organization.
For XL Tech, the values could be being extra competitive, aggressive while pushing the product, having a sound technical knowledge confined to the product, maintaining client relationship. For Resilient on the other hand a thorough knowledge of work environment, processes and systems is a must. The product firm driven by sales has its values centered on reaching the client and pushing for product sale. The solutions and consulting firm have its values driven by client feedback and satisfaction of the clientele. The integration can be achieved by training the workforce accordingly.
Project Title“COMPETENCY BASED SLECTION THROUGH SITUATIONAL INTERVIEWS AND ASSESSMENT CENTRES"ObjectivesObjectives of Selection The objective of effective recruitment and selection is to employ the right people with the right skills whilst at the same time complying with recommended best practices and legal requirements. P3 invests considerable time and financial resources into the recruitment process therefore it is important to achieve a satisfactory result for both the candidate and the organisation. Successful recruitment depends on the success of each stage of the recruitment process. This policy has therefore been designed to increase the chances successful recruitment while minimising the risks to the organisation. In filling any vacancy,
As stated above the development phase focuses on the long term. After meeting with the HR department at my job I learned that employee development is a continuous process that involves trying to mold our professionals in their next position of responsibility. Furthermore, employee development is personalized towards each employee. The most important part of this aspect is developed yourself, your personality and attitude for facing challenges in the future. According to an online article, “demonstrating your investment in your employees will go a long way toward motivating and retaining them, regardless of their unique circumstances.” (Hosmer, 2015).
Human Resource Plan – The Human resourse plant is defined for all the employee and the system for the recruiting , training & development, benefits and reward is well established. The reward and benifits movivate the employee whereas the training matrix ensure that all the employee updated will the skill and development. The HR activities are planned in a actionable time frame manner are the responsibility and accountability is fixed. Besides it is important to fix and define clearly the expectation from each position and then provide learning and Development Inputs
From this poolof eligible persons most suitable ones are selected. It is a process of attracting potential employees to the organization. Recruitment process is a systematic means of finding and inducing available candidates to apply to the company for
Therefore, it is believed that an organisation can achieve selection of organisation structure, the next step in the management process is to fill the various posts in the organisation. This is called as the management of staffing function. In the simplest words, staffing is ‘putting people to jobs’. It starts with workforce planning. It includes different functions like recruitment, selection, training, development, compensation, promotion, and performance appraisal of workforce.
Performance Indicator for Nestle HRM According to the hiring policy of Nestle company and its strict selective process, the HRM-performance indicator of the Nestle company is very successful. It carefully selects candidates and sets special requirements and tests. The preparation of employees for the work is very intensive in terms of training. These trainings promote to improve employee skills and motivation. The qualification improvement and psychological trainings improve the productivity and employee performance.
A proper definition of human resource management that many scholars and HRM specialists have agreed is that HRM is the process of providing employees with the skills and knowledge they use now or in the future and developing the general skills of the staff of the organization to be more prepared to accept the challenges of new tasks assigned to them; the long-term systematic application of knowledge and behavioral sciences; Teach employees strong deeds that enable them to achieve the goal(Beer et al. 1985). Furthermore, HRM is one of the main functions of enterprises, and is concerned with the recruitment and management of individuals working in the enterprise. It is defined as a process implemented by institutions and companies; for the management of individuals; to achieve the objectives, effectively and efficiently, thereby contributing to the attainment of the objectives required (Jackson and Schuler,