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The human resource department plays a critical role in understanding the workforce needs of an organization. Every company has unique workforce needs which need to be fulfilled from time to time. In many industries, new recruitment drives are organized consistently and simultaneously to meet the demand of specific profiles.
The business process outsourcing or the knowledge process outsourcing industry is in constant need of new process executives. Similarly, in the insurance industry there is a constant need of highly competitive sales personnel. Some human resource profiles form the basis of an organization’s business performance and survival. An insurance company cannot survive without its actuaries and sales personnel; whereas, a business process outsourcing company cannot survive without its human resource and operations department. Other departments within the company are equally important, but recruitment for certain profiles is conducted on an urgent and continuous basis.
The human resource department functions by applying strategic objectives to its role. The objectives are based on the principle that an organization can achieve great performance due to availability of employees who either have experience to perform on the assigned job, or they are unexperienced candidates who need to be trained to work on the assigned job.
All candidates are expected to achieve the maximum output for the employer. In some cases, a minimum service level agreement or the employment contract can be signed between the employer and the employee. An employment contract is either explicitly signed between the employer and employee, or the minimum expected performance is implied when the new recruit joins an organization. It is the primary duty of the human resource department to communicate with the employees about the performance expectations laid down by the company.
The human resource department guides the employees to attend relevant trainings and seminars to upgrade their skills and knowledge. Employees are also encouraged to participate in recruitment drives for vertical growth within the organization. It is essential that the human resource department motivates the employees to achieve high performance standards for individual and organizational growth.
The recruiters set new employment policies and guidelines to retain the employees for a longer period. It is always possible that the employee may find another opportunity but the usual success formula in a corporate world is to work with an organization for at least 2-3 years. A good employee turnover means less people want to quit the company to work for a better work environment or higher salary offered by another company.
The organization’s human resource department may not be deemed successful if more and more employees begin to quit their jobs due to low salary and unhealthy work environment.
Our human resource assignment experts understand the value of the recruitment function and therefore they are able to produce successful human resource management solutions. We motivate our trainers to enhance their human resource expertise by upgrading their knowledge in the talent management field from time to time.