Essay on Attract & Retain Talent: Key to a Successful Workforce & Organization

It is clear to managers, human resource professionals, and supervisors in any organization that among the critical decisions that should be made accurately in the workplace is the acquisition of highly capable employees. Human resources managers, as it has been known from history, drive an organization's goals and vision by ensuring that they maintain a significant success factor that involves a productive and thriving workforce. A talented workforce is a great asset to an organization since they can be utilized strategically to add value to the organization and achieve its long-term goals without undergoing unnecessary cost. Human resource management is a term that has been in use for a long time since it was coined over fifteen years ago. Before the term was adopted, the field was referred to as personnel administration, which was defined back in the period of 1920s in the United States. It involved the technical aspects of hiring, evaluating, training, and awarding compensations to employees. In most cases, it dealt with the staff of an organization only without being involved in the overall performance of the involved organization or the employment practices that should be observed. It did not have a unifying paradigm, as is the case today. In the period of 1970s, American businesses started experiences high competition due to globalization and technological changes, which made organizations start engaging in strategic planning. This gave rise to human resources management. Human resource professionals today work in highly competitive environments, where they are required to participate in the recruitment process by mainly ensuring that employees are utilized in a practical way, which is geared towards attaining the goals or vision of the organization.

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Human resource managers develop practices that enable the firm to have a solid rapport with the individuals in the different phases of the hiring sequence, which include pre-hiring, staffing, and post-hiring. In the first phase, the HR team picks the types of job openings that will be available in an upcoming period and comes up with a list of qualifications that the job will require. The hiring phase includes selecting the employees where the applicants are recruited, and their skills assessed carefully to choose the most qualified team. After the hiring stage, the human resource professional develops practices that will maximize the output and maintain high satisfaction levels of the employees. These practices ensure that the employees remain energetic and become focused on attaining the organization's objectives.

It is a requirement for HR professionals to critically analyze the social, economic, legal-political, and technological environments in the contemporary world. The requirements guide in redesigning the processes and practices of HRM and driving the organization to its expansion. In healthcare, for instance, there is a high competition for skilled healthcare providers, and every health organization is making efforts to build its basis in the industry and attract as many patients as possible. In this case, as Misfeldt et al. (2014) point out, there is a need to come with incentives that will improve human resource outcomes in the healthcare organization. Such incentives which the HR professionals are expected to come up with after the hiring phase including a facilitating the creation of a conducive work environment to create job satisfaction for the employees, increasing the turnover rates, creating work-life balance, reducing the workload (especially for nurses), and retaining the available employees by offering attractive benefits which could be available in other organizations. Misffeldt et al. (2014) further assert that among the incentives that improve the attitude and energy of employees to perform better is financial compensation. However, the preferences of a healthcare professional to work in friendly environments where they can develop their professions and collaboratively have inter-professional workshops cannot be underestimated. In this case, HR professionals in the healthcare industry must come up with best practices that will care for the needs of both healthcare professionals and the patients.

Human resource professionals are expected to have a proper scope of information systems to increase their efficiency in the recruitment process. In the context of the evolving technological environment, HRM needs to come up with more effective recruitment methods, develop high-standards organizational communication, involving employees more in various decision-making processes. Employees should also be allowed to improve their skills to remain relevant in the workplace environment. Human resource managers are expected to relate the social capital strategies to the most appropriate technological solutions, such as putting up the roles of each position on an organization's website. Adopting an eHR will expose every employee to the knowledge of the evolving needs in business by interconnecting them with the organization's business strategy. Boekhorst (2015) reinstates the idea of inclusion, where the work of human resources professionals become more productive when they include all employees in the decision-making process. There is a need to institutionalize this inclusion and develop an eHR where every employee will have access to the information that is relevant to their various departments. Feeling included facilitates the attainment of goals for all the involved parties, making the organization's activities a great success.

There is a need for human resource professionals to develop a robust recruitment and hiring process to retain a positive image for the organization. An incredible process is a reflection of the organization's professionalism and shows the maturity that they have in attracting and employing the right talent. Once the proper procedure is put in place, the HR will be able to create a poll of abilities proactively, thus developing tactics through which they can attain both medium and long term goals for the business. Boekhort (2015) points out that there is a growing trend of workplace diversity, where employees who come together from various backgrounds, cultures, have different skills team up together to achieve significant results. The results become better when, as noted above, these employees feel included in the process. Since it is not possible to add people who do not understand the process well or those who cannot have a significant contribution, it is essential to create a tentative process that will only allow the highly qualified workers to be recruited.

Further, there is a need to identify strategic objectives that are expected and related to workplace issues, as Crumpton (2015) illustrates. Human resource professionals are strategic partners to the organization, and they play a significant in attaining the strategic business plans and company's objectives. In this case, they need to have adequate knowledge in the work systems' designs that make people achieve success and contribute significantly towards the organization's interests. As a strategic partner, human resource professional rewards and recognizes the industrious employees. He/she can also plan the succession plan in case a worker resigns or gets promoted, or any other unavoidable issue. They are also expected to become advocates who can receive employees' grievances and facilitate the change that is needed to create satisfied workers. All these should be done in line with the organization and not for personal interests. Only then will the business realize tremendous growth.

Conclusion

In conclusion, the human resource management field has evolved with time, and HR professionals have been given significant roles in all organizations. These professionals engage in the recruitment process of employees and do so with the aim of getting the most skilled workers who will help to drive the vision of the company forward. Through the hiring process, they create a pool of talents through which they can achieve the organization's goals together. The HR professionals act as strategic partners to the businesses they work for, so they are required to move with the trend and be updated technologically to be able to hire the right personnel that can be inducted in the decision-making process to brainstorm on ways of creating even a bigger vision for the business. As employees' advocate, the HR professional ensures that after the hiring process, various strategies are utilized to ensure high productivity from workers, increased energy, satisfaction, and retention. Businesses need to move with the trend of high competitiveness that is caused by the evolving technology and support the HR professional to recruit employees that will keep up with the changing business dynamics.

References

Boekhorst, J. (2015). The role of authentic leadership in fostering workplace inclusion: a social information processing perspective. Human Resource Management, 54(2), 241-264.

Crumpton, M. A. (2015). Strategic human resource planning for academic libraries: Information, technology and organization. ebook. Dade City, FL: Saint Leo University Cannon Memorial Library.

Misfeldt et al. (2014). Incentives for improving human resource outcomes in health care: Overview of reviews. Journal of Health Services Research & Policy, 19(1), 52-61.