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Different recruitment and selection strategies used by the managers in a business environment
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Introduction
The paper attempts to examine different recruitment and selection strategies used by the managers in a business environment and how the leadership qualities are applicable in the management and the overall performance of the business. The paper also attempts to identify the importance of leadership in the organization. In order to maintain the competition for the business, the managers should recruit and select the best people based on merit, talents and the leadership qualities.
Organizational leadership
Organizational leadership involves the ability of the management staff to give inspiration, operational oversight and prioritizing the objectives for the employees with the aim of meeting the corporate vision. As a student pursuing business management at Trident Technical College, organizational leadership course will provide me with insight on how to be an effective and a successful leader in today’s challenging and changing business environments. As such, motivating the teams is a crucial skill needed in any organizational setting. In addition, organizational leadership provides a balanced foundation for business management and equips managers with skills to know how to interact with each layer of employees in the business structure. As Schein (7) explains, communication skills and delegation are some of the key ingredients of a manager needed for the company’s progress, proper use of resources and ways to make the employees love their job for the business success. In addition, managers can use various recruitment and selections strategies to ensure good leadership for the team and the overall performance of the business.
Recruitment and selection strategies
Performance management strategy
The strategy involves the managers of a given business premise coming together to review and monitor worker’s objectives and their contribution to the business. The strategy involves assessing the employees performance attributes and progress to ensure they meet the organization’s objectives and to continue coaching them so that they can achieve their career goals. In order to develop an effective performance assessment strategy, the human resource personnel should be equipped with the appropriate resources such as the leadership skills. Leadership skills enable the managers to monitor and control a broad range of job descriptions and align with the organizational culture for the achievement of a positive working environment. As explained by Hartog and Koopman l (4), on situational leadership theory, the leaders should attune their behavior in order to conform to the development levels of all the employees in the organization. In addition, the assessment also involves delegating job opportunities to workers by identifying and recognizing their accomplishments. Farr and Tippins (246) propose that employees with comprehensive job training should be the suitable candidates for any new emerging job opportunities.
Talent management strategy
Talent management can be very useful when identifying employees with exceptional capabilities. During the recruiting and the hiring process, employees are given the chance to gauge themselves and find out if they fit within the organization’s goals, mission and vision. As such, the talent management tool helps the employees to engage in the overall operations of the company. During the selection and the recruitment process, the management team should develop clear job descriptions by identifying skills, experiences and the abilities that the workers possess. Employees with superior potential in their personal attributes and experience of the organizational culture are suitable for the management and the supervision positions. As Fiedler explains in his leadership model, a good leadership description reflects on the basic leadership that contributes to the group performance. As a result, high performing business institutions integrate leadership qualities into the talent management strategy in order to form a strong management at any level of the organizational structure. Furthermore, O’Meara (338) explains the important for the managers during the recruitment process to conduct quarterly development discussions and provide on-going coaching and mentoring of the employees for the development of their careers and talents.
Technology as a recruitment and selection strategy
In a world of technological advancement, the use of computers is becoming the benchmark for the future business ventures. As such, the Human Resource (HR) departments have developed the E-Human resource systems as a recruitment and selection tool for the employees. Information revolution has changed in the working environment, and companies depend on the use of computer to carry out most of the tasks. Therefore, the HR departments are identifying potential employees with adequate knowledge in computer applications and leadership qualities for prestigious positions. Reports show that the use of the HR department in the recruitment process is more cost effective time saving than the traditional methods of recruitment. The companies have developed standardized recruitment systems which are accessible on the internet to assist the applicants fill in the application forms about their abilities, skills and experiences. Furthermore, there are some organizations have developed aptitude tests for evaluating the applicants’ abilities in situational management, conflict management and assessment of their leadership qualities. As a result, internet attracts a lot of employees, and the HR can easily vet the applicants who are fit for the available job vacancies.
Merit-based recruitment strategy
The strategy involves ensuring that the most qualified applicants fill in the vacancies. The strategy ensures equity to all employees regardless of race, gender, religion, disability, nationality or political influence. The organizations that use merit-based tool must ensure that the procedures are consistent to the standards of equal employment opportunity. As a result, the management team should portray some leadership qualities such as transparency, privacy and responsibility.
Importance of leadership in an organization
Scales and Rubenfeld (132) explain that there are three major importance of leadership in an organization and they are teamwork, aid to authority and the basis of co-operation.
Teamwork
Good leadership is plays a key role in building a strong teamwork towards the realization of the organizations goals. The manager must control and monitor the teams by use of leadership qualities and adapt a wholesome attitude for successful accomplishment of tasks. Leadership motivates workers to move to a higher level of performance by working on the human relations.
Aid to authority
Authority alone cannot result to resourcefulness of the employees. Nevertheless, leadership has the power of influence on the human capital and as such, provides tangible and improved human results. The use of leadership provides an inspiration to the employees and the will to perform any given work to a successful accomplishment.
The basis of co-operation
Leadership provides a foundation for the co-operation between the employee and the management. Good communication between the employees and the management leaders brings about mutual understanding between them and creation of the job satisfaction. The increased understanding leads to promotion of favorable attitudes and feeling between the employers and the employees and sharing of mutual viewpoints.
Conclusion
While management is about making that things are done the right way, leadership focuses on people’s feelings, persuasions and commitments. The key role of a leader in an organization is to do the right things for both the co-workers and the subordinates. As such, the workforce planning involves the use of both the management and the leadership qualities to recruit new staff and to train the existing workers for growth and development of the business.
Works cited
Farr, James, L. and Nancy T. Tippins. Handbook of employee selection. New York, NY:
Routledge, 2013. Print.
Hartog, Deanne N. Den and Paul L. Koopman. “Leadership in Organizations,” Handbook of
Industrial, Work & Organizational Psychology, 2.2001, (2011): 166-187. Print.
O’Meara, Bernard. The handbook of strategic recruitment and selection: a systems approach.
Bingley: Emerald Group Publishing, 2013. Print
Scales, Damon C. and Gordon D Rubenfeld. Organization of critical care. New York, NY:
Springer, 2014. Print.
Schein, Edgar H. Organizational culture and leadership. San Francisco: John Wiley & Sons,
2010. Print.
A debate has been brought forward regarding the issue of whether university students should be forced to attend all the class
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Argumentative Essay on whether university students should be forced to attend all the classes
Introduction
A debate has been brought forward regarding the issue of whether university students should be forced to attend all the classes, or whether attending classes should be optional to the students. Weighing the benefits of attending all the classes and having an option of whether to attend or not, gives the best option in the debate. Emanating from the benefits that attending all the classes has on the students, I would argue that university students should be required to attend classes.
One of the reasons why students should be required to attend classes is because students have the benefit of receiving teacher’s knowledge. Tutors are usually knowledgeable in the specific areas that they teach and this knowledge cannot be replaced by other reading materials that students opt to use rather than attending classes. Whatever is written in the books gives a less practical example than what the teacher teaches in class; the tutor will, in most cases, provide practical examples to match what he is teaching, but books or other reading materials may not. Therefore, attending all classes equips a student with not only theoretical knowledge, but also practical knowledge. Besides, students should be required to attend classes in order to keep focused on the studies. Attendance of classes makes students concentrate on their studies because once in class, they will avoid out of class businesses and activities, thus tune their minds to studies. If classes were optional, it would be exceedingly difficult to keep students focused on their studies since they would irregularly attend classes making it difficult to keep in touch with whatever the lecturer is teaching. Therefore, attending classes makes students focus on studies and keep the students abreast with their career.
A requirement to attend classes encompasses one of the rules established in a university; therefore, attending classes is a show of respect and discipline to an institution’s rules. Hence, attending classes prepares students for their future career in the workplace, where they would be required to attend to work without failure and show respect to the rules of the workplace. Attending classes on time rather than staying in bed late and making studies whenever students want, prepares students for punctuality in their future career. In addition, attending classes gives students an opportunity to interact with others as they discuss topics with the lecturer; through the various viewpoints given by fellow students, students get an opportunity to learn other intelligent thoughts from their friends. Furthermore, students should be required to attend classes since their chief reason of going to university is developing their career; it is remarkably difficult to develop a career by not attending classes since irregular attendance of classes makes students lose focus.
In conclusion, students should be required to attend classes because attending classes help students to gain immense knowledge from the tutor and from fellow students. The tutor has the capacity of giving practical examples, which relate to the subject being taught and students, in class, give different intelligent viewpoints during class discussions, which add to the knowledge of other students. Besides, attending classes is of benefit because attending classes on time prepares students for their future career in the workplace. Therefore, looking at the benefits that attending classes have, individuals that think attending classes, in the university, should be optional are usually misleading.
Cross cultural differences and experience
Different Cultural Backgrounds and Experience
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Different Cultural Backgrounds and Experience
New York is a vast state, which is inhabited by many people from different cultural backgrounds. Cross cultural differences, which include an open minded cultural society where people of the same ethical background would be found interacting together at ease among others, are one of the most intriguing aspects of the city (Jones, 2008). It was during my student exchange program to a school in Manhattan. During my five month stay, I came across several challenging intercultural incidents that made it almost impossible to perceive as compared to my home city’s experiences.
One of my encounters took place at the school yard. Back in Europe, it was a good thing to say hello to your fellow colleagues in the morning because it signified friendship, positive attitude, and also a warm gesture to kick start your day. When I embarked on greeting the students at my new school, I was dumbfounded by the harsh response I got. It then dawned upon me that the American culture was quite different and interacting with new people is a big problem. People do not greet each other, they mind their own business and the only greeting known to them is a kiss on the cheek or a hug but happens on certain occasions.
I experienced another cross cultural experience when I boarded a taxi. The American Society names their streets as per the names of famous people, events, and sceneries like the Atlantic Ocean among other methods. While in Britain naming of streets was as a result of different immigrant communities situated there. At home going to a Jewish community was easy because you could use a Jewish term used to describe the street. I had a problem with the taxi driver when I was explaining myself regarding my destination. The taxi driver could not understand what I was saying until I vividly described my agenda. This encounter proved how different cultural backgrounds could result to social interactions.
Time and effort are the essential tools for dealing with cultural differences. Regardless of all my encounters that proved a problem at first, the city of Manhattan offered a spectacular array of different activities, including cultural history and beautiful sceneries.
References
Jones, M. E. (2008).Education Policy – International Comparative Education. Retrieved November 28, 2012, from http://www.academia.edu/174845/International_Students_Cross-Cultural_Experiences_of_Learning