The Importance of Staff Retention in Organizations

Introduction

Every organization is looking for the bright people who can lead the entire operation with control. Dealing with the human capital is an important relationship that every organization should build and b part in their organizational culture. The employees are the key people that play their role and responsibilities. The investment of the organizations in their people is totally different in their investment with machineries and other equipments. Therefore, it is expected that through the proper compensation and benefits can give answers to the needs of people, for in such there is no depreciating value that can equal in their skills but only improvement and productivity. In the aim and support if the management in the training and development system of the people, the essential elements like the career opportunities, talent management, productivity advancement are part of the management planning to gauge the people who can be part of the staff retention. Apparently, the development of the people in their position is the most desirable outcome that the organization is looking forward to totally increase the organizational performance and productivity.

Staff Retention in Workforce

Most of the institutions are in need of people that give them the most of the advantage and create a great impact in the organization. The “make” or “break” of an employee is part of the career growth of an individual in which the organizations or managers based their decisions regarding the status of the staff and acted in Human Resources Department. In terms of the staff retention, the employees can create a difference through the learning the standards and quality of work that can be part of his career opportunities. All the investments that an individual can create can be part of his competitiveness and meaningful contribution in the organization. All the employees who are under the staff retention of the organization are expected to lead the other employees (Neff, 2002).

It is also arrived to the fact that through the job satisfaction and commitment, the employee can lead to retention that can answer the vacancies in the organization. Even if there is a decentralized recruitment process, there still a support coming for the retained employees and gives the creation of quality of work, and other organizational opportunities. The performance management definitely understands the career development of an individual. Therefore, it is important for them to use the employees to increase their competitiveness and productivity (Struyk, 2003). One of the best practices that an organization might create is the staff retention program that can add value to the organization and improve the employee-employer relationship.

As a Strategy

Part of the business strategy of an organization is to produce a talent that is suitable in their nature of business (Hornsby and Kuratko, 2005). Organizations included the training to reward some staff for the motivational and staff-retention purposes. From the simple approach of the HR in the recruitment and hiring, they are also taking the part in terms of compensation and rewards that can motivate each employee (Schuler, 2004). The business community is bound to compete in the business arena and therefore they are looking forward to construct a good relationship among their employees. From the compensation and insurance package, there are rewards and interesting work that can attract the quality of environment in the purpose of the organization in meeting the challenges.

The employee retention is important for both employees and business leaders and therefore, the chances to acquire the valuable employee are at stake (Struyk, 2003). Active employees and other staff are incorporated in the organization different agenda. It is an advantage for the organization to retain their employees for there is no need for another orientation, briefing, and initial training. On the other hand, the employee is also benefitted in the organization’s action for they can feel the security in their employment status and securing their future. Because of the retention policies, the employees are encouraged to give their best performance in terms of efficiency and productivity. In the changes and challenges in the globalization, the employees’ expertise can endure the different impact and can even create different strategies (Kwong and Miscevic, 2002).

Conclusion

A competitive organization is always looking for the people who can keep and sustain the competitiveness of the organization in the business arena. In order to provide the most desirable solution in the problem of competitiveness and performance, the staff retention of the organization and the continuous support in strengthening the workforce is the most realistic strategy.

References:

Hornsby, J and Kuratko, D (2005) Frontline PR: a Handbook for the Emerging Manager, Thompson, Crawfordsville, IN

Kwong, P and Miscevic, D (2002) ‘Globalization and Hong Kong’s Future’, Journal of Contemporary Asia, Vol. 32, No. 3

Neff, T.M., (2002) What Successful Companies Know That Law Firms Need to Know: The Importance of Employee Motivation and Job Satisfaction to Increased Productivity and Stronger Client Relationships, Journal of Law and Health, Vol. 17

Schuler, RS (2004) International Human Resource Management: Policies & Practices for the Global Enterprise, Routledge, New York

Struyk, R., (2003) Motivating Staff for Higher Productivity and Increased Retention, Accessed 09 Aug 2010, from, http://unpan1.un.org/intradoc/groups/public/documents/apcity/unpan007811.pdf

International Human Resource Management: the Strategies in Recruitment and Selection

Introduction

All of the organizations understand that there is certain need that only one department can fill the missing pieces. In order to facilitate the growth of the organization within the industry, the functions of human resource and the managers are valued in terms of handling the human capital. In the area wherein there is a great impact for globalization and international competition, different strategies are prepared by the human resource managers for gaining the appropriate talent in the organization. As the leaders now, hiring the right people and continuous training is enough to perform well, but in the eyes of the human resource managers, at the start of recruitment and selection, there should be a suitable strategy especially in the international competition.

Background and Problem Statement

In the detailed information about the international human resource management or IHRM, there are five essential functions that an HR department should perform. These include the recruitment and selection, development and training, performance evaluation, remuneration and compensation, and labor relations. However, most of the strategic applications of the HR manager is emphasized at the start of the recruitment and selection.

Research Objectives

The first objective of the study is to understand the different ideas involved in the international human resource management especially in terms of recruitment and selection. The second is to elaborate the strategies involved in the recruitment and selection. And the third is to compare the different HR strategies of UK and UAE and their effectiveness in most of their organizations.

Research Questions

The study is guided by the several questions that value the importance of human resource management and its function anywhere in the world. By answering the questions, the study can have the opportunity to achieve its own objectives.

1. What are the differences of HRM in the domestic organization and in the international organization?

2. How HR strategies, recruitment and selection, guarantees the right acquisition of human talent?

3. What are the present situations of HRs in UK and in UAE?

Review on Literature

Recruitment and selection are the known process of the HRD in which an organization takes in new members. Simply, recruitment involves attracting a pool of qualified applicants for the positions available, meanwhile, the selection requires choosing form this pool of candidate whose qualifications are closely matched in the job requirements. In this area of expertise, the function of the international human resource management becomes increasingly more complex. In UK or the countries that are members in the European Union, the citizens of the member countries can work even without the permit (Trevn, 2001; Mouyiasis, 2007). Meanwhile, in UAE the human resource functions differ in the west countries in most of its parts. From the procedures to the culture involved, UAE is outstanding in training the selected person in their organization, and preparing them to face the challenges in the beginning of the recruitment and selection. The performance-based model is applied in the HR departments in UAE to test that the skill of the individuals and to determine if the candidate can respond in different trends of time (JCCP, 2009). The international staffing of the different cultures strongly affects the type of the employee and the nature of the company. In the approach to the recruitment and selection, different practices and influences are expected to appear in their policies and functions. But choosing the right candidate should be balance in the international performance of the organization and be suitable to the internal corporate consistency and sensitivity to the local labor practices. But all HR functions have one strong aim and that is to select the people or an individual’s personal characteristics fit the job (Treven, 2001).

Methodology

The applied method in the study is the use of the comparative case studies. Through the case studies, various advantages that the current study can gain. First of all, the case studies are suitable for the aim of the study to compare the different HR functions on recruitment and selection between the UK and UAE. Second, the study can discover the different literature gaps in HRM and its functions. Along with the advantages is to describe that various strategies being applied by the model countries and in return can contribute to the improvement in IHRM. Through the further examination, and in-depth analysis can be generated and jumping to the reasonable conclusion is followed.

Conclusion

Different expectations are presented by the business leaders as well as the HR managers for their workforce. Therefore, at the beginning of the recruitment and selection, the candidates should possess the right attitudes that the organization is expecting from them.

References:

JCCP., (2009) “Customized Program on “Human Resource Management (HRM) in Kuwait (KNPC) and UAE (TAKREER)”, Personnel Exchange Programs – JCCP News, No. 13 [Online] Available at: http://www.jccp.or.jp/english/training/pdf/dispatch/h20_03.pdf [Accessed 02 March 2010].

Mouyiasis, P., (2007) “HRM Concepts in Europe: A Comparative Study of Two Member States Sweden vs. Cyprus”, Uppsala University Sociological Institute.

Treven, S., (2001) ”Human Resource Management in International Organizations” Management, Vol. 6

Impact of Aging Population in the Workforce

Introduction

The most common type of strategy that the business leaders apply in their organization is to improve the talent. With the help of the human resource department and the manager, there is a great possibility to achieve this dream. From the point of view of the business leaders, if the organization enables to secure the human capital, they can definitely acquire the competitive advantage against their competitors. Other than that, if the people are suitable for the nature of the business and managed to apply their skills on the procedure or in collaborating with the technical innovation, the continuous development can be achieved. For over the years, the value of the business leaders on the importance of their human capital never ceases. In fact, the continuous consultation on the labor market and professionals to increase the performance and competency of the workforce are suggested. However, same as the medicine that ill people buy in the pharmacy, the people they acquire for almost twenty years or more have to retire. And this implication of the aged employees creates a great impact in the entire workforce.

Challenges in the Workforce

Aside from the hindrances of the minimum level of competency and knowledge among the members of the workforce, another complicated issue that is in the center of the attention is the advancement of their age. Most of the reliable individuals based their expertise on their years of experience. Because of the different challenges that they endure and resolved for the past years, the respect and reputation is on them. But everyone cannot escape the additional age and according to the labor law, aged individuals should retire (Robson, 2001).

In the Philippines, the ideal age for a person retirement is 60. From that time, the benefits that he funded from his past services will be given back to him. Most of the successful organizations valued the importance of the seniors for they believe that their experience in handling the department is an advantage. But same as the concept of accounting, there is depreciation of human capital. The health care factor is the most influential factor that is on the workforce environment in the United States. Based on the different views of labor market, the aging population affects the nature of the skills and services in their work settings. The intensified requirement on their nature of work and the most common result is their failure to satisfy the increasing competitiveness on their profession.

Problems among Aged People

Seemingly, the most problem among the advanced member of workforce can be seen on their health. They sometimes notice their slow movement and back problems. In the area where there is a need of an intense approach for their job requirement, the aged people often felt different complications that lead to illness such as diabetes and/or heart ailments (CHWS, 2006). These health problems affect the performance of their work and it is very complicated when it reached to the point where there is no one available to take the responsibility. This area of processes will suffer from abandonment and might trigger to the losses of the organization. Another problem that might exist is the lack of knowledge of the aged people on the new technologies.

These changes within the workforce are delivered to the awareness of the organizational leaders wherein they must do a strategy to prevent the deterioration of their process and prevent too many losses (Davidson, Lepeak, & Newman, 2007).

Strategic Solution

An ideal human management is the application of the Japanese Management Technique. Basically, this strategy is only popular among the organizations in Japan but it was identified as an effective strategy for the human management. Clearly, this is different among the managerial styles that are popular in the West culture (Tippu, 2006). The focus of the management technique is to nurture the competency of an individual right before he hired. Meaning, the organization is looking for the promising individuals in the universities then after the graduation; they hire that individual and enhance his ability. If the organization used this type of managerial approach or gained too much luck in finding the right people, any business leader will not let the good fortune pass. As an approach of the leaders to the aging people in their workforce, they often hire them as a board member or shareholders, wherein their expertise in leading stays within the organization.

Conclusion

Every organization is concern in establishing a good employer-employee relationship. Through that relationship, the business leaders can suggest on the need for training and development and in return, the workforce can perform well according to their leaders’ expectancy. But because of the advancement in age, the new employees face a great challenge wherein they must equal the expertise of their senior members.

References:

CHWS, 2006. The Impact of the Aging Population on the Health Workforce in the United States [Online] Available at: http://www.albany.edu/news/pdf_files/impact_of_aging_full.pdf [Accessed 10 March 2010].

Davidson, G., Lepeak, S., and Newman, E., 2007. The Impact of the Aging Workforce on Public Sector Organizations and Mission, International Public Management Association for Human Resources [Online] Available at: http://www.ipma-hr.org/pdf/AgingWorkforce.pdf [Accessed 10 March 2010].

Robson, 2001. Aging Populations and the Workforce – Challenges for Employers, British-North American Committee [Online] Available at: http://www.cdhowe.org/pdf/BNAC_Aging_Populations.pdf [Accessed 10 March 2010].

Tippu, S., 2006. Time to Learn Japanese Management Techniques [Online] Available at: http://www.nihongobashi.com/about_us/announcements/iTWire.pdf [Accessed 10 March 2010].

Human Essay

A human being is unique in the way that he or she can feel emotions, touch, and experience things like no other. Scientifically, we are just considered mammals, but I feel there is much more to it. We are more than just the physical appearance. We are spiritually and mentally inclined. We have such a highly developed brain that is capable of so much. The things we can learn about are endless. Our bodies also allow us to make greater use of tools than any other species. We are so special.

In my mind, a human being is more than just physical appearance. As a human being, I feel we should be well rounded. It is also important to create a balance between things. We should always try to have a positive outlook, and never let the negative feelings get the best of us. This is unhealthy. It is all about love, respect, and caring for others and ourselves. I also feel that we should always appreciate what were given, which is this Life on earth. I have a lot of respect for the things around me and myself. I have morals and values that mean a lot to me.
Humans can create many different social arrangements. Social communication between humans has established a variety of traditions, rituals, and values. Our society is so unique. None of us are exactly the same. Humans often categorize themselves in terms of race or ethnicity, but this shouldn’t play a role when getting along with one another. We should all get along with each other no matter what our race or ethnicity is. Many humans can also be categorized according to their religion. We all can recall the period in which Hitler was considered the "ruler" of anarchy and many died just because of their religion or race. This is unfair and not a way to live.

Even though many humans may not believe in the spiritual being, I am one who does. Although, my father isn’t with me anymore physically, I believe he is there spiritually. I believe this because of my faith, and it helps me get me through the hardest of times. Everyone should have something that makes him or her feel comfortable and happy even during the worst of times. Surround yourself with beautiful things, and people. You should feel fulfilled in all that you do.
Humans do not only have a physical appearance, but we are also very mentally and spiritually inclined. Most of us do not even realize all we have to offer the world. Aside from looks and physical being, there is also a personality, knowledge, and beauty within each unique individual human. However, many fail to realize these traits and they do not quite understand how great the human, really is.