HR Department: Vital for Business Success and Evolution - Essay Sample

Introduction

In any business or institution in which business activity is carried out, there should be a coherent HR department. The job applications and recruitment are the two significant factors termed as being vital in any given firm. The employees needed to be recruited and employed as far as there are different aspects seen as the company evolve with time. The time is taken to change the various issues that influence any given organization to depend on the employees that are employed and with time, there is a change of the personnel. According to the applicant qualifications that were seen through remains very essential to choose on the most suitable applicants. The resumes of the people who applied for the work remains to be followed as per the expectations and needs that are varied.

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The most suitable solution is on the choice of a recruiting firm despite the budget constraints. Due to the difference in the resumes presented by the applicants, there is a take to have a firm that aid in recruiting in the positions needed by the company. The prequalification's factored in are based on the differences that evolve in how the dynamic nature of the firms is precepted. A firm that deals with recruiting on the most suitable applicants remains to add value to the firm strategies and goals. The firm that deals with recruiting of employees is costly, but it is the most viable solution in solving the recruitment process of the applicants. The use of recruitment firms helps in choosing suitable individuals for the company. It also aids in meeting the right type of people for business needs. The recruitment staff adopted aids in having a recruitment process that is used time effectively and is less costly. The choosing of the best solution to the recruitment of job applicants should be made by making the most logical and professional choices. For this instance, the use of a recruitment firm is essential since it presents the most fundamental way of having the most pros to aid in solving the issue (Od, N. 2012).

The factors that I took into keenness for this option is on making the most decision that is significant. The hiring firm aids in minimizing the time that is taken while choosing the applicants. It aids in reducing on time spent on hiring, training, interviewing and searching the employees to be put into the system. It has the most provident list of the skills needed as per the duties required. The utilization of specified criteria that well suits all the job applicants. The adoption of a proper evaluation of the candidates makes the proposed solution to be more competent in deciding the job for hiring the skills, ability and knowledge needed. The option I took into consideration of hiring of a firm also is less risk and can maximize best on the potentials of having the most vomitable candidate for the job. The essence of proving the great assist put in business is well measured by a recruitment firm since it can produce reliable and qualified employees (Banfield et al. 2012). The recruitment firm is mostly used by firms at its last times since the extent of the counsels concerned with employment has reached its limits. The hiring of a recruitment firm is most reliable and amicable in solving the issue of lack of finding the employees with suitable resumes for the job.

The role that I take as a counsel in the influencing of the eventual outcome is very fundamental and crucial as far as the hiring of a recruitment firm is concerned. I possess the skill and elements of consultation, negotiation and leadership. The before taking this amicable solution was reached through consultation if the time, effectiveness and the valuable aspect of the employee needed in the 12 vacancies. I also met my fellow council members and tried to factor in some instances with them, and they provided me with the most cautious advice that made me took this solution. The essence of the navigation and leadership aided me in the creation of the contributions and the direct processes and innovations that are well apprehended in the firm. The knowledge I have in the experience I have had in the organization for the involvements of the leadership styles that I provided for initiating the leadership skill that is needed. All the ethical practices in the organization follow the values, accountability and integrity that remains very suitable for the firm to allocate the most qualified job applicants (Herrenkohl, E. 2010).

The essential SHRM competencies for behaviour that are most applicable in this approach on the hiring of the recruitment firm to solve the challenge are the critical evaluation and consultation. Critical evaluation in hiring a recruitment firm depicts the ability to interpret the data that is best for amending the business recommendations and decisions (Strobel, K. R. 2015). On the second SHRM behavioural competency of consultation, it involves the extent to which there is the use of guidance to provide the firms' stakeholders with enough advice to take.

Conclusion

In summary, the most amicable proposed solution on the hiring of a recruiting staff aids in reaching into the most efficient and effective way of saving both cost and time. Therefore, the hiring of fir is a suitable solution for the job application of the 12 vacancies to be done in time.

References

Banfield, P., & Kay, R. (2012). Introduction to human resource management. New York: Oxford University Press.

Herrenkohl, E. (2010). How to hire A-players: Finding the top people for your team - even if you don't have a recruiting department. Hoboken, N.J: Wiley.

Od, N. (2012). Handbook for Strategic HR: Best Practices in Organization Development from the OD Network.

Strobel, K. R. (2015). Defining HR Success: 9 critical competencies for HR professionals.