do you think you are hiring the right people

Do you think you are hiring the right people? At our organization, the foremost thing we start with to check if the candidate has the following key attributes: People with the right skills Knowledge Ability to fill in that structure. People are an organization's most important resource, it's either they create or undermine an organization's reputation for quality in both products and service. In addition, an organization must respond to change effectively in order to remain competitive. The right employees can carry an organization through a period of change and ensure its future success. But staffing doesn't end once employees are hired; management must keep and nurture its people via training, appraising, compensating, and implementing employment decisions that determine such things as promotions, transfers, and layoffs. Solid HRM practices can mold a company's workforce into a motivated and committed team capable of managing change effectively and achieving the organizational objectives. Understanding the fundamentals of HRM can help any manager lead more effectively. Every manager should understand the following three principles: All managers are human resource managers. Employees are much more important assets than buildings or equipment; good employees give a company the competitive edge. Human resource management is a matching process; it must match the needs of the organization with the needs of the employee Currently we follow a 3 step critical #hiring #process: 1) #planning: This stage begins with Job analysis in which the descriptions, roles, responsibilities including the necessary qualifications required for the position. HR norms this process as #Job description. Additionally, it also defines the acceptable qualifications, knowledge, skills, and abilities needed to do the job effectively. 2) #recruiting: Recruiting activities varies among organizations. Mostly used recruitment strategies are Newspaper advertising, # Employment agencies, Internal Recruitment, Employee referrals, Internship programs, Internet employment sites etc. But there's more to recruiting than just attracting employees; management decision is critical aspect which etches out top candidates. Having done this, the selection process starts 3) #selecting: This step is the most critical stage for us. It's like telling ourselves ‘Which side are you on & what side we choose w.r.t candidates'. This stage guides us making our preferences and choices in selecting a right candidate. We select a person who is not only valid but reliable. Our key attribute indicators in selecting a candidate up to date are : 1. #Validity: it's a long term relationship between the selection process and the relevant job criterion for the candidate. 2. #Reliability it's an indicator that measures the candidate's worthiness consistently.

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Do you think you are hiring the right people?

At our organization, the foremost thing we start with to check if the candidate has the following key attributes:

People with the right skills Knowledge Ability to fill in that structure.

People are an organization's most important resource, it's either they create or undermine an organization's reputation for quality in both products and service.

In addition, an organization must respond to change effectively in order to remain competitive. The right employees can carry an organization through a period of change and ensure its future success. But staffing doesn't end once employees are hired; management must keep and nurture its people via training, appraising, compensating, and implementing employment decisions that determine such things as promotions, transfers, and layoffs.

Solid HRM practices can mold a company's workforce into a motivated and committed team capable of managing change effectively and achieving the organizational objectives.

Understanding the fundamentals of HRM can help any manager lead more effectively. Every manager should understand the following three principles:

All managers are human resource managers.

Employees are much more important assets than buildings or equipment; good employees give a company the competitive edge.

Human resource management is a matching process; it must match the needs of the organization with the needs of the employee

Currently we follow a 3 step critical #hiring #process:

1) #planning: This stage begins with Job analysis in which the descriptions, roles, responsibilities including the necessary qualifications required for the position. HR norms this process as #Job description. Additionally, it also defines the acceptable qualifications, knowledge, skills, and abilities needed to do the job effectively.

2) #recruiting: Recruiting activities varies among organizations. Mostly used recruitment strategies are Newspaper advertising, # Employment agencies, Internal Recruitment, Employee referrals, Internship programs, Internet employment sites etc.

But there's more to recruiting than just attracting employees; management decision is critical aspect which etches out top candidates. Having done this, the selection process starts

3) #selecting: This step is the most critical stage for us. It's like telling ourselves ‘Which side are you on & what side we choose w.r.t candidates'. This stage guides us making our preferences and choices in selecting a right candidate. We select a person who is not only valid but reliable. Our key attribute indicators in selecting a candidate up to date are :

1. #Validity: it's a long term relationship between the selection process and the relevant job criterion for the candidate.

2. #Reliability it's an indicator that measures the candidate's worthiness consistently.