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    Assignment of SHRM: Recruitment and Hiring

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    shivam varshney
    The document discusses key human resource development strategies for small businesses, including recruitment and hiring, training employees, and providing benefits and compensation. It emphasizes the importance of recruiting the right employees, training them on company policies and procedures, and evaluating performance with opportunities for professional development. Regular evaluation can help identify additional training needs or rewards for employees.

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    Assignment of SHRM: Recruitment and Hiring

    Uploaded by

    shivam varshney
    81 views2 pages
    The document discusses key human resource development strategies for small businesses, including recruitment and hiring, training employees, and providing benefits and compensation. It emphasizes the importance of recruiting the right employees, training them on company policies and procedures, and evaluating performance with opportunities for professional development. Regular evaluation can help identify additional training needs or rewards for employees.

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    Assignment of SHRM

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    The document discusses key human resource development strategies for small businesses, including recruitment and hiring, training employees, and providing benefits and compensation. It emphasizes the importance of recruiting the right employees, training them on company policies and procedures, and evaluating performance with opportunities for professional development. Regular evaluation can help identify additional training needs or rewards for employees.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    81 views2 pages

    Assignment of SHRM: Recruitment and Hiring

    Uploaded by

    shivam varshney
    The document discusses key human resource development strategies for small businesses, including recruitment and hiring, training employees, and providing benefits and compensation. It emphasizes the importance of recruiting the right employees, training them on company policies and procedures, and evaluating performance with opportunities for professional development. Regular evaluation can help identify additional training needs or rewards for employees.

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
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    Assignment of SHRM

    Strategic Options of Human Resource Development


    Developing your small business’s human resources strategies and tactics can seem an
    especially daunting task. In many smaller organizations, the HR function is handled by
    the business owner or by a senior manager without the support of a large team of
    professionals. There are a number of tried and trued human resource development
    strategies that can enable your business to manage its most valuable resource its
    people without overwhelming your time or energy.
    Recruitment and Hiring

    The recruitment and hiring of employees is often seen as one of the necessary evils of
    running a business. The hiring process can take valuable time away from other
    important tasks, and training new employees is an intense process. Nonetheless, the
    recruitment tactic an organization adopts can be of utmost importance in setting its long-
    term growth and productivity strategy. This is because hiring the right employees for the
    right jobs makes the business’s operations run more smoothly and effectively over time.
    The key to recruitment is in determining exactly where your business has needs. Do you
    need a specialist IT person? If so, don’t hire someone with expertise in marketing to fill
    this position. Do you need a generalist who can take on a number of different tasks?
    Then look for someone who’s managed projects or has experience working in a fast-
    paced environment.

    Training

    Once you’ve hired employees, training them to do the work as your business requires it
    to be done is an important tactic in human resource development. While all
    organizations ideally want to hire skilled people to fill open positions, almost all
    employees need some level of on-the-job training. Your business might have particular
    ways of processing invoices, or it might have its own systems for information technology.
    These particular policies and procedures have to be communicated to new employees,
    and current employees have to be periodically retrained on key areas. This is important
    for any company’s long-term strategy of efficiency and growth. Employees who work
    smartly and on the same page eliminate waste and save the organization money.

    Benefits and Compensation

    Providing benefits and compensation goes without saying for the HR function. However,
    there are novel tactics and strategies that your organization can think about initiating to
    help it attract the very best employees. Offering work-life balance programs such as
    flexible working hours, paternity leave, work-at-home options and extended holiday time
    for good performance are all ways to reward your employees above and beyond the
    traditional model of pay-for-service HR. These innovative strategies help keep your
    employees engaged and it helps them feel like they are valued by the business.
    Evaluation and Professional Development

    Evaluating employee performance is a final key strategy for human resource


    development. Some organizations institute annual evaluation procedures while other
    businesses only evaluate employees when something seems to be going wrong.
    However, regular evaluation of your workforce can help to spot areas where additional
    training is needed or where rewards and benefits can be levied. It also gives the
    business owner or manager an opportunity to offer professional development programs
    to its employees. Professional development includes any training or further education
    plan that isn’t normally available to employees as part of their on-site training. Sending
    employees to conferences or networking events, staff retreats and tuition reimbursement
    are forms of professional development. They train your employees to sharpen their
    skills, which they will ultimately use to contribute back into your organization.

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