Different Recruitment Methods Human Resources Managers
Order ID:89JHGSJE83839 Style:APA/MLA/Harvard/Chicago Pages:5-10 Instructions:
Different Recruitment Methods Human Resources Managers
1
Week 5 Discussion 1:
Staffing and Training
Our focus this week will be on staffing organizations, and the different recruitment methods Human Resources managers use to hire qualified employees. There are various recruitment methods used to attract employees, so as you work on this week’s assignment, think of what it takes to retain qualified employees. This week’s objective is to generate a plan to recruit quality employment candidates. Have a great week!
Upon successful completion of this week’s lesson, you should be prepared to:
- Generate a plan to recruit quality employment candidates
Review this week’s Learning Resources, especially:
- W5 Lecture – Staffing (See attachment)
- Staffing- An Overview – YouTube
- HR Management: Training & Development – YouTube
- Do you know the basics of employment law? – YouTube
- Chapter 8 – Employment Law – (See attachment)
Assignment:
Post a cohesive response based on your analysis of the Learning Resources and your professional experience. Be sure to discuss the following:
- Share an insight about what you learned from having read your peers’ postings and discuss how and why your peer’s posting resonated with you professionally and personally.
- Offer an example from your experience or observation that validates what your peer discussed.
- Offer specific suggestions that will help your peer build upon his or her own virtual communication.
- Offer further assessment or insight that could impact your peer’s future communications.
- 2-3 paragraphs per colleagues
- APA citing
- No plagiarism
1st Colleagues – Susan Christmas
Susan Christmas
Week 5 Discussion
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Our discussion for Week 5 tasks us with explaining how employees can gain access to professional training and development within organizations.
I found a compelling article that heavily encourages manager involvement in the training process for the employees. Our question this week initially had me focusing on what employees themselves can do to gain access to training, but after reading this article, I feel strongly that employees must have management support and encouragement if they are to truly benefit from training and development within the organization. This article lists five reasons managers should be involved in employee training:
- Set an example and encourage a culture of learning
When managers constantly interact with employees and show the importance of training it shows the organization is conscious of creating a learning culture that starts at the top. This type of culture will lead to better productivity, happier employees, and lower turnover rates.
- To offer a deeper insight into employees
Training programs often involve subject matter experts, but managers should also be involved so they can ensure the employees meet the current and future demands of the organization. Managers have that first-hand knowledge regarding necessary skills that must be part of the training.
- Management can communicate how much they value employee growth
Employees often become disengaged because they cannot see a path to grow and develop within their organization. However, managers can alleviate this concern simply by communicating, with words and action, that they do value the growth of the employee. This can be done by allowing the employee time to participate in training activities. Giving recognition to an employee that has shown improvement is another great method that shows appreciation and motivates the employee to continue growing.
- Managers can give employees opportunities for on-the-job practice
Training could prove to be a waste of time and resources if managers fail to give employees the opportunity to apply the new skills in the workplace.
- Managers can set achievable goals
Since managers work closely with their subordinates, they can identify what knowledge and skills are required to reach set goals. Therefore, managers need to be involved in setting goals that are achievable and beneficial for the organization.
Ultimately, manager involvement in training and development will logically lead to more engaged employees. Engaged employees that receive relevant and effective training tend to improve ROI, productivity, and greater employee satisfaction overall (Andriotis, 2018). On the flip side, if an employee does not have the support from management to access professional training and development, it is unlikely they will successfully gain the training they seek. Employees can certainly independently enroll in college courses or other training courses, to gain more knowledge and skills, but if their organization does not support implementation of what they have learned then it will not be very beneficial.
References
Andriotis, N. (2018). 5 reasons why managers should be involved in employee training. eFront Blog. https://www.efrontlearning.com/blog/2018/05/why-managers-improve-employee-engagement-training.html.
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2nd Colleagues – Tania Darder
Tania Darder
Top of Form
In the Air Force leadership is always offering professional training and development for their members. As a member goes up in rank they are required to attend formal training courses Professional Military Education courses such as Airmen Leadership School, NCO Academy, SNCO Academy and Joint Enlisted courses. Although these courses are required based on rank tiers there are other opportunities that are offered to Airmen in the form of Performance Enhancement Courses or Professional Development Seminars. These courses are offered by members in leadership positions to supplement formal training courses and depending on the unit it can be offered quarterly or annually. However not all organizations provide learning development opportunities for their employees on a set schedule. Organization should first understand the benefits of training and developing their employees such as strengthening the current talent, that it is an investment in overall productivity, can improve teamwork and helps build networking skills. All which provides the organization a competitive advantage. Many organizations will provide employees training to fill gaps in production but professional development should also be incorporated to promote the growth of the employee and the company. In order for employees to have accessibility to professional training with in an organization management with HR professionals should develop programs to focusing in professional development. The first step to provide access to development is to consult with employees about their needs (Meyer, 2021). In order for a program to be successful it needs to fulfill a need, consulting with employees management and HR teams can strategize opportunities to coach their employees. Another way to provide opportunities for development with in an organization is through the mentorship programs or lunch and learn programs. Employees should be encouraged to seek and participate in development opportunities while management and leadership should understand the programs that benefit the employee’s growth also benefit the growth of the organization.
References
Meyer, T. (2021, November 8). How to Encourage Employees to Pursue Professional Development. Retrieved from Business News Weekly: https://www.businessnewsdaily.com/10092-encourage-professional-development.html
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