Essay Sample on Plan to Hire the Right People

Introduction

The strategy towards hiring the right people entails assessing the culture of the company to understand the traits of people who fit into the business. To hire the right people, it is essential first to understand what the company needs with regards to human resources. The assessment of the company must include identifying the mission and values of the organization, identifying what kind of individuals fit in and the required mindset that fits onto the vision of the organization.

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After assessing the culture of the institution, the next step is to create comprehensive details of the job position. Failure to clearly describe a job position prevents the identification of the right person for the job (Aan, 2018). After describing a position, the next stage in hiring the right person is conducting a well-structured interview. Such an interview requires the formulation of a scorecard that facilitates the comparison of the performance between one interviewee and the other based on a particular criterion. During the interview, the inclusion of other staff such as the manager and the HR personnel is essential since the new employees will report to them.

Also hiring the right people for a task may require job candidates to take a practise test to assess the ability of their skills. For instance, when hiring a salesperson, the job candidate may be asked to make a sales presentation to demonstrate their skills. Lastly, asking for references is a crucial step in hiring the right person since it provides valuable information about future employees.

Leadership Style

My leadership method I transformational leadership style because of its ability to impact positive changes in others. Transformational leaders are passionate, energetic, enthusiastic, and focused on assisting every individual to succeed (Mohiuddin, 2017). As such, this leadership styles allows every member to feel valued since they are considered in every activity as well as assist in areas that they are less capable. Assisting everyone creates the spirit of oneness which is essential in driving the growth of the organization.

Creating a Great Culture

Increasing employee engagement is one of the fundamental strategies in creating a great organizational culture. Increasing employee engagement leads to workers getting more attached to their workplaces both psychologically and emotionally. When employees are more attached to the job, they develop positive relationships and attitude which is necessary for the success of the business.

To create a great culture will also necessitate the creation of a strong employer brand. Creating a good reputation as an employer is as important as developing the customer brand. The employer brand deserves a lot of attention, while internal marketing may not consume a lot of financial resources creating an employer brand deserves a lot of attention. Creating such a brand ensures workers retention which is a desirable aspect for any business, additionally, workers are in a better position to promote the company through advocacy and therefore help to set the company apart from other competitors.

Objectives

One of the key objectives as a leader it to motivate employees, this is achieved through learning the interest of the workers and what is needed to bring the best out of each one of them. Successful leadership heavily lies in influencing team members and inspiring them to take up greater responsibilities that harness the growth of the organization (Laskowska, 2018). Another objective is to create cohesion within the organization with the aim of promoting long-term and short-term organization goals. Additionally, making employees aware of the company objectives and continuously evaluating organizational policies to ensure that they reflect the mission and values of the company is an important objective.

Ethical Theory to Overcome Challenges

Utilitarian theory is essential in overcoming challenges since it guides one in making decisions based on the expected outcomes. The ability to predict the results of an action is the underlying principle governing utilitarian theory. According to the theory, ethical action is one whose consequences produce the most significant benefit to a majority of the people (Eryilmaz, 2016). The theory is important in resolving challenges since it gives direction on how to pick the right choice. Considering the greatest benefit of an action will ensure that problems are resolved most beneficially and that bias is not involved in decision making.

Model to Motivate Your Employees

The employee motivation model is a five-drive model that offers a holistic way of inspiring workers and does not only focus on financial rewards. Contrary to popular methods of motivating employees on the basis of higher pays, benefits, and incentives, the model includes additional drives which include: capacity to acquire and archive, creating and challenging employees, bonding and belonging, and defining and defending.

The capacity to acquire and achieve leads to obtaining resources, possessions, and status, thus, motivation can be enhanced by titles and achievement awards for outstanding job performance.to create and challenge workers is motivational because they become more engaged in the position since challenges present an opportunity for learning. Developing relationships is a fundamental phenomenon within an organization, it allows workers to bind and belong together with one another as well as with clients. Allowing employees to significantly bond and belong is an important motivational factor, therefore, organization rules and processes that inhibit bonding need elimination. Workplace motivation is additionally influenced by the reputation and values of an organization. Categorically defining and defending the reputation of a company will increase the confidence of employees and consequently their motivation

Human Capital Plan

The human capital plan enables the organization to design employee programs that enhance their efficiency, create policies that manage workers and strategies towards effective management to achieve the objectives of the business. The human capital plan facilitates the hiring of the right personnel, equip the individual with the necessary skills through additional training and also retain the employee.

Resource Strategy

Resource strategy is concerned with directing the overall conduct of the organization through resources and behaviors with regards to the needs of the organization. Resource strategy facilitates meaningful work management and planning. It entails defining the responsibilities of every individual, processes, and requirements for hiring employees. The resource strategy also regards developing qualifications through staff training. The work performance guideline is also managed by the strategy, it dictates the performance reward system and employee motivation programs. Additionally, the resource strategy dictates the working conditions and influences labor relations.

Overall Leadership Strategy

The overall leadership strategy is one that explains the vision of the organization clearly and creates an image of the expected future. The goals set within the vision are attainable and measurable, and they follow a strategic plan. The strategy enables the team members to know the current position and determine if they are still focused on the end goal. The leadership strategy also embraces workers' recognition since it is understood that employees require appreciation. Feeling valued develops a sense of engagement and commitment. Thus, the leadership strategy focuses on developing both the organization and the employees.

References

Aan, s. (2018). The Effect of Job Characteristics on Job Satisfaction and Its Impact on Employee Performance. Advances in Social Sciences Research Journal, 5(9). doi: 10.14738/assrj.59.5172

Eryilmaz, E. (2016). Applied Ethics: The Secular and Utilitarian Approach. Turkish Journal of Business Ethics, 9(1). doi: 10.12711/tjbe.2016.9.0011r

Laskowska, M. (2018). What it Takes to Be a Great Leader. SSRN Electronic Journal, 2(12). doi: 10.2139/ssrn.3120657

Mohiuddin, S. (2017). The Transactional and Transformational Approaches to Leadership in Corporate Sector. International Journal of Science and Research (IJSR), 6(1), 2382-2386. doi: 10.21275/art20164318