Essay Sample - Human Resource Management

Along with the vision and missions of any given company or institution, productivity is the core aspect of its members. It is the role of the human resource company to hire and ensure a smooth, effective running of employees. In large companies like Midwest Education Inc., there are several divisions of labor with each having its human resource team. This paper is a discussion on strategic recruitment, onboard processing, and workforce planning.

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Discussion 1. Strategic Recruiting

With reference to Midwest Educational Inc., the creative development division, the key concern is to strive for innovation. Creativity and programming are key skills that should be considered while getting new hires the challenges in this division are making the right hire developing the right work environment and office space considering the expense of sourcing and recruiting this personnel, the HR targets the best to save on the expenditure they require a good environment to ensure optimum productivity this may include coffee during working hours. Most of the offices are in Kansas City and Texas; they may need to seek an alternative space outside the suburbs.

In a recruiting plan, first, determine the goal, review the job description, and appreciate the perception of the workplace. The most important activity will be reviewing the job description considering that, previous work experience, sample projects, training, and education are required.

When the workload picks up, HR might consider hiring on contract. This is because the employees in this division are expensive to maintain. Due to the diversity of technology, having new employees will help in the new project. The prior employees who are on permanent employment will easily maintain the programs improvised by those whose contracts expire.

Discussion 2. On-Boarding

As a new hire in an oil-producing company, I was taken through induction to introduce my new workplace. All the programs I needed were readily available. Intensive internal training would be highly recommended for new hires to reduce the time in order to be productive. This will ensure that they familiarize themselves quickly with the resources they need while at work. My suggestion is supported by the fact that the new hire will easily maneuver on their own in a short period of time.

Discussion 3. Online Workforce Planning

Yes, my company conducts workforce planning to ensure that it has aligned its needs and priorities. The company uses the USGS workforce planning model.

The first step is setting the strategic direction. What direction should the strategy aim; is the question set at the first stage of planning. Supply-demand and dependencies are the second steps in planning. The company graphs the demand against the supply curve of the ongoing activities. The company later develops an action plan to higher the profits and mend the loopholes of losses. Later they implement the action which is up to monitoring and later in the future will be evaluated and revised.

The advantages of the model are; quick response to change improves effectiveness efficiency and productivity. Some of its disadvantages include; making planning inflexible due to its rigidity. Second, it's time-consuming, expensive, and gives a false sense of security.

Conclusion

In conclusion, a company that has a strategic recruiting process is most likely to achieve the best employees. This is way better compared to referrals and hoc ad-hiring. Once the company has recruited new hires, the onboarding process will ensure enlightenment and a blend of new hires to their new environment. This minimizes the time needed by the new hires to start working. The HR team then can easily implement workforce models with a lot of ease. With the models, it eases to predict its future.