Adding Value To The Human Resource Function Of Your Business

Adding value to the human resource function of your business

by

Craigjonnes

A business is made up of various stakeholders and these mainly include the customers, supplier, bank, shareholder, employees the wider community and many more. Adding value to the lives of these stakeholders is critical to the success of your business entity. This article focuses on the human resource function of a business entity and how value can be created in order to ultimately outlook hallmarks such as having a motivated workforce, enhanced competitiveness, sustainability as well as growth.

The recruitment process

The recruitment process is coverage of key activities such as developing a job analysis, job description as well as a person specification. A Job analysis provides a detailed analysis and definition of the job and is useful in determining whether a post should be advertised and filled. The job description must encompass what the purpose of the job is as well as an account of the tasks and responsibilities involved. A person specification articulates the personal characteristics, attributes, experience, skills and qualification that a potential applicant must possess prior to applying for a post at an entity.

The selection process

For your business entity to have a competitive edge, it is important to select the right people to work with your organisation. What exactly do we mean by selecting the right people? right people entails selecting candidates that are not only competent, skilled and experienced for a position but also posses the desirable values and principles. The selected candidates must also demonstrate potential to be developed by your business entity.

The appraisal process

The appraisal process is an important step as it helps your business entity identify any skills or competency gaps. It enables an entity to devise targets for future performance. These targets must be in line with the thinking of the entity s strategic objectives.

Training and development

This is usually in response to the appraisal process in the previous section. The appraisal process determines what training and development initiatives are necessary to fill the skills and knowledge gap in the entity. Arrangements can be made to either train the employees internally (with in the entity s premises) or externally with professional and dedicated training institutions. Where an external training institution is used, it is important to make certain that it is accredited with the necessary accreditation bodies. The benefit of training and developing your employees cannot be overstated as this essentially gives your entity a desirable and much needed competitive boost.

Rewards

Imagine having trained and developed your staff complete and later loosing them to your competition. This can be the most frustrating thing. One of the main ways to retain your employees it to remunerate them well this can be in accordance to market related pay. Not only does this help retain your employees but also motivates them to work harder and add value to your business entity. Remember to always have open lines of communication with your employees as this will help build a strong value laden employer-employee relationship.

To ensure that all these process and initiatives are well coordinated, a human resource plan is important to articulate a clear road map for the human resource function of your business.

Article by:

Business Plan Template

– passionate and committed about entrepreneurship

Article Source:

ArticleRich.com