Human Resource Management for Acquiring or Hiring - myassignmenthelp

Question: Discuss about theHuman Resource Management for Acquiring or Hiring. Answer: Introduction Human resource executives and managers of any organization have always emphasized on the fundamental need of managing talent for the enterprise. Talent management plan or program includes retaining, acquiring or hiring talented employees or associates. For reaching the optimum success level, leaders of the organization require high engaging as well as high performing workers. It is very important to associate the talent management program, along with the companys strategies, its policies, functional areas and leadership criteria as well (Austin and Pinkleton 2015). The report throws light on the need for developing policies and procedures for recruitment and selection at Adept Owl Games Company, while keeping under consideration the organizational strategies and objectives. In addition to this, the report consists of policies and procedures of staff satisfaction and retention, workplace safety, conflict management and others. Staff Selection Human Resource Management policies of Adept Owl Games Company have been highly appreciated. It has struggled so hard to offer its employees and workers with a good life of working. Non-monetary factors The company must focus on other non-monetary factors like; giving equal importance to other things, such as balancing working and personal life as well, good leadership, better growth opportunities as well as an affectionate environment of mentoring and working. The companys guiding principles and culture have a notable impact on the Human Resource policies and practices of the corporation. It should focus on manpower selection, recruitment and also planning, training and development, grievance redress, employee retention and welfare initiatives (Ashleigh, Higgs and Dulewicz 2012). Health and Safety Policies Adept Owl Games Company has earned global acclamation for its health and safety policies. It has built a good image and reputation by creating a healthy environment. The company has government verified certificates of the positive health and environmental impact. It has built a good image and earned great reputation, through creating a safe and healthy working environment for the employees. Moreover, the organization must take into consideration every single thing and that too, with great detail. This needs to be done in order to please their customers as well as check that they are not offended with the companys services. The major concern of any company must be the consumers as well as the employees satisfaction (Lamba and Choudhary 2013). Induction Programs Additionally, while hiring new employees, the organization must set up an orientation or induction program for all of them, in order to get them prepared by making them understand the vision, goals, mission, planning and strategies of the company. Orientation Programs Orientation programs will benefit the workers by giving them a clear vision of the companys procedures and policies. Furthermore, the enterprise must keep on conducting various programs or events on management, where different sorts of courses will be taught to the new trainees, by professional experts, certified trainers and others. The workers must be supported and encouraged to open up and interact, which will help them share their feelings and views regarding the companys services and products (Stone 2013). Organizational Leadership The success of the company totally depends on how the organizational leader is treating his/her associates. It must not be taken very lightly as it has the potential to energize the employees, which can drive the company to something huge and greater. Adept Owl must always look out for new and modern measures for recruiting, developing or training their employees. They must be provided with vast opportunities and benefits as well, in order to assist in the profitability and productivity of the organization itself. The company must keep on encouraging skilled and diverse workforce, which will prove beneficial for the competitive advantage of the company, on the international platform (Downs and Swailes 2013). Diversity An organization with skilled and diverse offerings of experiences such as, cultural understanding, ethnicity, languages and more, can provide better services and facilities to the customers on a global platform. It also assists in the expansion of the companys existing service range and that is advantageous for them. A diversified workforce enables the employees of any organization to freely communicate as well as provide an array of experiences, skills and points of view. It assists the company to meet the ever expanding needs of the customers as well as business strategies in a more proficient manner. Multinational companies that promotes diverse workforce can prove to be an inspiration for its workers and motivate them to give their best performance. The companys operations management must support the employees to effectively execute as well as implement organizational strategies, which results in profitability and return of investment. The organization must effectively manage the attitude of their employees as well as their behavior and moreover, professional diversity trainings should be imparted, which will prove beneficial for the company (Van den Brink, Fruytier and Thunnissen 2013). Staff Retention The Company on recruiting new employees must organize orientation program to ensure the fact that they have all the necessary skills for performing efficiently and effectively as well. Training and Development Policies The employees must be provided with thirty minutes training or mentoring each day, to address essential areas of knowledge and skills. They must be trained on various things related to the job profile, along with disciplinary skills, management, Public Relations and others. Moreover, the company should conduct management programs where the trainees must be taught several courses by professional experts and certified trainers (James Sunday Kehinde 2012). Technological Factors However, with new technologies invention, Adept Owl must consider reshuffling and reframing its technological factors, while implementing the new ones. In recent days competitive environment, information technologys implementation in every operational area is a very integral part for any companys success and growth. Every company looks out for modern and innovative measures for improving their strategies and developmental policies. The company should upgrade their existing policies and reshuffle them, considering the leadership approach and employee behavior. They should start implementing new policies and procedures, for competing with other companies in the global platform. The implementations must be framed beforehand and strategically planned, keeping into consideration the pros and cons (Schuler 2015). Therefore, Adept Owl Games Companys management should keep these factors into mind for its further growth and improvement. Conclusion To conclude, the employees of the company must be receiving regular trainings by the management group, which in turn will act as a motivator for them. Every employee should have a collective goal and target at the time of their sessions of training, which would further assist in checking their productivity. Furthermore, categorical developmental programs must be initiated amidst the employees, who are qualified enough to move to the upcoming stages. Initiation of feedback forms will assist the organization gain a clear understanding of their mistakes, if any. Moreover, the company should start implementing innovative technologies, as the globalized world has become more competitive. Digital media has made marketing and promotions cheaper as well as easier. Therefore, Adept Owl must focus on this segment of marketing more, in order to capture the global markets. References Ashleigh, M.J., Higgs, M. and Dulewicz, V., 2012. A new propensity to trust scale and its relationship with individual well?being: implications for HRM policies and practices.Human Resource Management Journal,22(4), pp.360-376. Austin, E.W. and Pinkleton, B.E., 2015.Strategic public relations management: Planning and managing effective communication campaigns(Vol. 10). Routledge. Downs, Y. and Swailes, S., 2013. A capability approach to organizational talent management.Human Resource Development International,16(3), pp.267-281. James Sunday Kehinde PhD, A.C.A., 2012. Talent management: Effect on organizational performance.Journal of Management Research,4(2), p.178. Lamba, S. and Choudhary, N., 2013. Impact of HRM practices on organizational commitment of employees.International Journal of Advancements in Research Technology,2(4), pp.407-423. Schuler, R.S., 2015. The 5-C framework for managing talent.Organizational Dynamics,44(1), pp.47-56. Stone, R.J., 2013.Managing human resources. John Wiley Sons Australia. Van den Brink, M., Fruytier, B. and Thunnissen, M., 2013. Performance systems and HRM policies.Human Resource Management Journal,23(2), pp.180-195.