Human Resource Management for Retaining Employees -myassignmenthelp

Question: Discuss about theHuman Resource Management for Retaining Employees. Answer: Introduction The recruitment and selection process of organisations are used as a method in order to grab pool of candidates through various sources that must suit the organisations' goals. In recent times, organisations are using various technologies in recruitment and selection process and organisations must use ethics and stay relevant in implementing web-based application process. The main objective of HR department in selection and recruitment is to attract the best employees for the organisations and retain maximum talents for the benefits of the organisations. The thesis statement of the study is to highlight the impact of recruitment and selection in attracting and retaining employees for the organisation by HR department. In the first part of the essay, types of recruitments that exist in organisations will be discussed that facilitate in retaining maximum talents. In the later part of the essay, the selection procedures of the modern organisation will be explained. In the final section, the influence of recruitment and selection will be discussed on attracting and retaining employees for the organisation. Types of recruitments in organisations In an organisation, HR department can attract skilled employees through the recruitment process. There are two types of recruitment processes, internal recruitment and external recruitment. Retention strategies can strengthen the ability of the organisation to retain and attract more workforces through recruitment. In external recruitment process of recruitments, an organisation can recruit through advertisements, educational institution, online portal, employment exchange, employee referral, telecasting and labour contracts (Guedes, 2015). In the external recruitment process, it gathers huge applications for the desired posts and it becomes more effective when an organisation does the bulk hiring. In the external recruitment process, organisations get skilled employees from various spheres as it reaches maximum candidates. Various candidates from different backgrounds apply and employers have high chances to get experience as well as qualified candidates. Most importantly, organisation's HR department needs to highlight the benefits that the organisation is going to offer an organisation also gets creative ideas that would be helpful for the organisation in giving a competitive advantage. In recruiting employees who are interested in working with the organisations with high motivation, this wo uld enable the organisation to have retention. In the internal recruitment process, organisations can provide internal advertisement through e-mails and newsletters. Moreover, promotions can fulfil a post with internal employees' referrals. Moreover, the organisation can opt to have retired employees in temporary basis in order to fulfil their vacancies for a short-term basis. Internal recruitment is a perfect example to retain employees, whereas, external recruitment is helpful to attract talents within the organisation (Vickers, McDonalds Grimes, 2014). When experienced employees think to leave the organisation, HR department and higher authority can give the employees with the higher post. Internal recruitment keeps the talent within the organisation that provides benefits of having skilled and experienced workforces. When an employee leaves the organisation, it is quite possible that they may leak business secret to the competitors. Promoting internal staffs is motivating factors that recognise with being rewarded. Existing recruitment process retains the employees with capabilities that the organisation knows as well as it is cost-efficient. Selection procedures in organisations that assist in employee retention When the employees observe the fair selection process leads to the diverse workforce with satisfactory salary, it will automatically lead to the motivation and retention. It is required that selection process must avoid discrimination and recruiters must not pre-judge the candidates on their race, age, gender, creed and religion. In job advertisement, it is required to put the correct language in content and it is related to the attracting the skilled employees. The first step in selection is reviewing the candidates' application in serious notes. Analysing job requirements is important in light of the applications. The next step is to screen for interviews and HR department can conduct telephonic interviews if the employees stay far from the interview place. Screening process helps to narrow the candidate's number as eligible candidates (Taylor, 2014). The next step to take face-to-face interviews and candidates has to meet the interviewing personnel. HR managers and the hiring manager can take the interviews and personnel take the feedbacks for selection. Qualifications, experiences and knowledge are some of the characteristics in employing. Fair selection process does not follow favouritism and only eligible candidates are selected (Bryson, James Keep, 2013). After the selection, HR department tests the employees mental and physical health of the employees. Offer letters are given with telling all the details of employment. A good select ion process and unambiguous offer letters help HR department to retain maximum employees. All the employees are given induction and in this process, management tries to explain the job roles and rules of the organisation. Selecting employees from multiethnic backgrounds help the employers in getting diverse workforce and induce values in workplace culture. Good communication and helpful work culture help an organisation to retain maximum employees. Impact of recruitments and selection on organisations in attracting and retaining employees As stated by Barndao et al. (2017), electronic systems of recruitment and selection process generate the huge quantity of applications and this process enforces that more educated and technology savvy candidates must be recruited. Web-based systems of recruitment also make simply the process of recruitment for the organisations. HR department of the organisation faces a critical issue in determining if the existent employees have skills to meet performance targets. In order to remain economically competitive, HR department must focus on values and skills of the employees. As opined by Ahammad et al. (2016), employers face difficulty in managing their workforce as young employees need more career enhancement. HR department should focus on recruiting skilled employees that must match organisational requirements. Recruiting qualified employees will be helpful for an organisation to meet the goals, however, the organisation needs to attain job fairs, seminars, portal-based recruitments a nd campus recruitment. Among the employees, the intellectual relationship should be increased and employers try to make long-term relationships with the skilled employees. Through the online process of recruitment, employers get a huge advantage to attract more skilled and proficient employees. Employees also get to know about vacancy through the external recruitment process. Higher salary, motivation and career growth attract the employees to work in the organisation. Attracting more employees will be possible if the organisation has less bureaucratic structure and gap between employees and leaders is less. On the other side, in some of the small business, HR department attracts more skilled employees with higher wages as the job roles in these organisations are diverse (Carpenter Charon, 2014). Attracting of employees will be possible if the organisation flexible in work-life balance, shift timing and work-from-home facility. The first step to join in the organisation is the job roles and salary. Retention rates are described as the collective result of the individual decision in the organisation (Fruhen, Weis Fin, 2015). Employees are more likely to stay in the organisation where they feel valued. The selection process of the organisation should be fair and it should provide advantages to all irrespective of race, religion, creed, sex and ethnic background. However, in most of the organisations, the turnover rate is high due to mainly employees workload is higher than the salary; moreover, job roles do not match the employee's expectations. If the employees do not find the opportunity and career development, employees leave the workplace. In addition, stressful workplace and bad leaders are the reasons behind the high turnover. In this scenario, HR department should be transparent in work process and employees' friendly workplace can lead to the more retention. As described in Herzberg's two factory theory, there are certain elements that play as motivators in the workplace like challenging work, responsibility, recognition, involvement in the decision-making process (Shaffer, Bakhshi Kim, 2015). Moreover, HR department must ensure while recruiting that employees are going to get a salary at the proper time as well as job security, fringe benefits, paid insurance, less confinement and good pay are important in retention. In addition, organisations in recent time, trying to tap in-house talent through motivation as these employees are extremely valuable. According to Armstrong Taylor (2014), organisations have started employee referral with ethical practices that will enable to recruit employees from various backgrounds. Through recruitment and selection, it is needed to improve access to information that supports an ability to retain more employees. Conclusions It is observed that most of the organisations use both external and internal types of recruitment in order to generate the maximum pool of skilled employees. Selection process needs to be fair and it should follow ethics that would lead to generate better perception about the organisation among employees. Giving equal chances to all and not being discriminatory would help the organisation to attract and retain maximum skilled employees. HR department has its role to recognise the candidates better and analyse them correctly. Organisations need to provide opportunities to grow and advancement in career growth that would be beneficial for the employees to join the organisation. It can be deduced that the organisations should be opened in exploring the way of retention and attracting the employees aside relying more on selection recruitment as the factors cannot determine the longevity of employees. It is needed that organisations can critically examine the factors of selection and recr uitment with more fair policies that must lead to retain and attract more skilled employees. Reference List Ahammad, M. F., Tarba, S. Y., Liu, Y., Glaister, K. W. (2016). Knowledge transfer and cross-border acquisition performance: The impact of cultural distance and employee retention.International Business Review,25(1), 66-75. Armstrong, M. Taylor, S., (2014).Armstrong's handbook of human resource management practice. London: Kogan Page Publishers. Brando, C., Morais, C., Dias, S., Silva, A. R., Mrio, R. (2017). Using Online Recruitment: Implicit Theories and Candidates Profile. 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