Recruitment And Retention - The Two Most Important Job Roles Of A Hr Manager

By Author: webmaster saha
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As a Human Resource Manager, it is important to recognize the fact that an organization’s strength lays in it’s workforce, which for most industries is workforce. There are two types of industries mainly, one is the heavy machinery industry, which depends and calls it’s machines it’s primary assets and the other constitute of Human Resource depended industries like the IT and the BPO industries. The growth and development of an industry, thus, largely depend on the quality of the workforce of an organization.
In a HRM course, an aspirant learns that the skill of recruitment is crucial to the development of team strength and therefore, performance of an organization on both a short-term and long-term basis. Recruitment of the right personnel is not an easy task. As a part of any HRM course, aspirants are trained on understanding the organizational requirements and identify the skill sets required to fulfil the needs of the organization. Recruitment requires immense amount of planning and a HR Manager must co-ordinate meeting with different departments and understand correctly the specific requirements. As enumerated ...
... by most people management programs, the recruitment process becomes much easier when the HR professional has clarity about the needs and accordingly, sets out to recruit a suitable professional.
People management program defines recruitment to be a long-drawn process which requires specific skill sets. One must be aware of the best ways to post job openings so as to draw in the most prospective candidates to take an interest in the job openings and apply for them. The filtering of resumes and reviewing of cover letters and resumes also require considerable skill and must be done by an expert to shortlist the most desirable candidates.
One learns in a people management program that the recruitment process does not end with interviewing candidates. Interviewing potential candidates in the right fashion, and identifying the candidates with the right skills, behavioural traits and the characteristics suitable for the advertised job is crucial to the recruitment process followed by performing background checks, reference checking, making a job offer and negotiating compensation.
As much as recruitment is essential to an organization’s welfare and growth so is retaining the employees and maintaining the quality workforce. Human Resource and people management programs always stress on the importance of retaining the quality workforce and not losing them out to the competitors.
In an HRM course or a People Management program, one would come across many sorts of retention policies that an organization could adopt. But it is always up to the HR Manager of an organization to understand the work culture, ethics and goals of an organization and implement the policies of retention best suitable to the specific organization.
Retention policies or tactics differ with every organization and need not be separately outlined. As many Human Resource and people management programs argue, looking after the general welfare of the employees and providing required standards of incentives and perks can also go a long way in retaining productive candidates. Training and development as a part of Human Resource and People Management also helps in retention of employees. For more information on HR Manager: The People's Person you can visit our website: http://www.hrmcourse.com/