In order for an organization to succeed, it must be sure that human resources are equipped with a plan that is well organized for recruiting and retaining valuable employees. Planning and organizing is a necessity to be certain the right kinds of employee

University Degree Business and Administrative studies

Organizing

Management: Theory, Practice, and Application MGT/330

Introduction

Human resources are a significant function within an organization. In order for an organization to succeed, it must be sure that human resources are equipped with a plan that is well organized for recruiting and retaining valuable employees. Planning and organizing is a necessity to be certain the right kinds of employees, equipped with the right skills, are obtained and capable of carrying out the organization's strategic plans. In order to obtain the right employees, another area that must be planned and organized is Monetary. Recruiting, retaining, and compensating employees must be planned and organized due to the various types or recruiting, retaining, and compensating options that are available to organizations. Each of these functions go hand-in-hand with each other and will be reviewed.

Human Resource

Organizations face competition everyday and in order to succeed they must find any edge they can to surpass their competition. Products and service alone will not set an organization ahead of another if both have the same products and the same level of service; one must have an advantage over the other. One advantage that can set an organization ahead is the resources that it possesses in its employees. Recruiting and retaining the most valuable and skilled employees is a function that must be well planned and organized by human resources.

Human resources must have a well-organized plan for recruiting employees. There are activities that are involved in the staffing function of human resources. These activities must be organized and they consist of recruitment and selection. Recruitment can be done through internal resources by promoting from within or external resources such as advertisements, referrals, or internet job postings. The selection process follows recruitment and involves making the decision of who to hire. The selection process is typically done through a combination of processes, which include activities such as applications or resumes, interviews, reference checks, personality tests, drug tests, ability tests, performance tests, integrity tests, and reliability and validity (Bateman & Snell, 2009). Human resources must organize these activities and institute the process that best suits the organizations needs. Once the employees are selected, they must be retained. There are several ways human resources can organize plans to retain employees.

An advantage can be had if the organization has employees that are organized, rare, and valuable. To obtain these types of employees, human resources must plan and organize a process for retaining them. The impact human resources has on an organization is visible through the quality of employees. Some of the areas that are impacted are creating value through people, investing in employee abilities, developing unique work cultures, and organizing skilled employees with the appropriate tasks (Bateman & Snell, 2009).

Creating value through employees can be done by empowering employees and through continuous improvement programs. The employees will be ...

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Creating value through employees can be done by empowering employees and through continuous improvement programs. The employees will be able to increase their value through efforts to reduce costs or creating a unique process to service customers. In addition, investing in employee abilities will give an advantage to organizations through the skills and knowledge that is possessed by its employees. Some of the options available to human resources for investing in employees are training and development. There are different types of training which usually refers to lower-level or new employees. The different types of training include orientation training, team training, and diversity training. The development training refers to managers and professional employees, and is used to broaden the skills needed for present jobs as well as future job opportunities (Bateman & Snell, 2009).

Developing unique work cultures by continuously investing in employees and promoting teamwork will create an advantage that is difficult for competitors to duplicate. Recruiting and retaining are factors that must be well planned and organized. Being able to combine the skilled and talented employees with the proper tasks is a function that must be well planned an organized by human resources (Bateman & Snell, 2009). Once the recruiting and retaining factors are organized, compensation must be planned and organized as well.

Monetary

There is a variety of types of compensation available to organizations. Two of the most important compensations are pay and benefits. Pay and benefits can be a determining factor for recruiting and retaining valuable employees. The typical organization pays nearly 40% of payroll costs to benefit plans. When organizing pay for employees, there are a number of decisions to be made. There are three decisions that are critical when organizing an effective pay plan: pay level, pay structure, and individual pay (Bateman & Snell, 2009).

Pay level refers to whether the organization chooses to a high, average, or low paying company. Since compensation is a major cost for an organization, the decision must be well planned and organized. Being a high paying organization will ensure that it will attract a large number of applicants as well as retain them. The pay structure refers to how the organization will pay the different types of jobs within the company. The pay structure must be organized to ensure jobs with similar tasks are grouped together as well as establishing a floor and ceiling for the pay. Finally, the individual pay refers to how the organization will pay different rates for jobs with similar pay scales but different tasks. The individual pay must also be organized to ensure employees with more seniority and better performance are rewarded with a higher level of pay (Bateman & Snell, 2009). In addition to pay, benefits are another type of compensation that must be organized to recruit and retain valuable employees.

Benefits are a valuable tool for recruiting and retaining employees. There are two types of benefits. The two types of benefits are optional benefits and benefits that are required by law. The basic benefits that are required by law include workers' compensation, unemployment insurance, and social security (Bateman & Snell, 2009). The types of benefits that will ensure the company recruits and retains the most valuable employees are the optional benefits. There are many types of optional benefits available for organizations to offer its employees. The optional benefits that must be planned and organized by human resources include but are not limited to pension plans, hospital and medical insurance, dental insurance, life insurance, vacation time, 401k retirement plans, employee assistance programs, day care services, pay for performance programs and referral programs. Deciding which benefits to offer employees is an important function for human resources and organization plays an important role.

Conclusion

Organizations that want to recruit and retain the most valuable employees to ensure the success of the company must be sure that human resources have a well-planned and organized structure. Recruiting employees is the first step that must be organized by human resources. Once employees are recruited, retaining them depends on training and developing them as well as creating a work culture instills values and continuous improvement. Finally, compensation in the forms of pay and benefits must be organized to ensure equality in pay and benefits that are attractive to employees are offered to increase the desire to remain employed with the company.

References

Bateman, T., & Snell, S. (2009). Management: leading and collaborating in the competitive world (8th ed.). New York, NY: McGraw-Hill/Irwin.