Among many departments in an organisation that proves to be equally important as operations and marketing is the human resource management (HRM). Human resource management is a department that makes sure the manpower of a company is well-trained and complies with the necessary work discipline and expected results of their individual work. Just like any other investment in a company, the manpower must possess the right collective talents in order to help a company grow, thus gain in human capital investment.
Yet, in order to achieve the goal of better manpower, there should be a proper system of recruitment. Recruitment plays a major role in making sure the right talents are enjoined to work for a company. Likewise, for the talents that the company already has, the human resource management, through their initiatives and proactive employee engagement, help make sure that their potentials are optimized.
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The HRM not only functions to engage and manage the workforce; it also monitors critical changes in the company that might affect future manpower needs or their moral well-being at work. Mergers and acquisitions, planning to move a department in another location and growing a satellite operations group to tap on new markets are just some examples of these changes. Any required recruitment of additional talents possessing brand new technological skills or reduction in the number of manpower is just some of the critical issues the HRM face every now and then.
External changes happen even in the labour market, either a shortage or excess of talents in one particular industrial area. People move around based on changes in personal plans and whatever the labour condition, the HRM must efficiently use its capability to recruit the right amount of staff with potential not just to grow professionally but also to grow “with” the company.
Because HRM is critical to the successful operations of the company, it must adhere to the best practices in talent recruitment if it is to attract the best ones, such as follows:
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