Example research essay topic: Qualified Personnel Labor Market - 1,967 words

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RECRUITING, HIRING & RETENTION Workforce management: strategies of hiring and retention of personal Abstract Recruiting, hiring and retaining highly skilled staff at all levels of government's operations are often difficult tasks. Well qualified staff can definitely affect efficiency and presentation. "Recruitment" refers to attracting competent applicants for openings and to inducing the successful candidate to accept an employment offer. Retention" refers to the organization's ability to keep employees from leaving once they are hired. Now many companies face a lot of difficulties at personal hiring and especially in retention. So some strategies should be created in order to help to carry out the workforce management. Table of contents Introduction 4 The methods of high-qualified personnel attraction and retention. 5 Staff Management. 8 Observation of strategies offered by the interrogated companies and scientists. 12 Conclusion 16 Introduction In practice and theory of management there was a view on a labor market as on the market of buyers where employers determine on what conditions and when to get a labor force.

However, today at a stage of candidates search firms face with a number of problems: insignificant amount of candidates or even full absence, high requirements of candidates to the compensating package, potential low loyalty of new employees of the company and high risk of dismissal of the employee. Problems concern not only taking on the personnel, but also retention of it. In conditions of sharp growth of demand for experts and increases of wages employees easily change employers. Complexities at selection and retention of the personnel affect all levels of the companies work: the positions for low-qualified personnel assume low payment and frequently are not filled till some months or even years; in the market there are no qualified experts of required trades; managers may receive offers from "headhunters." Thus, it is possible to speak about deficiency of a hired labor and transformation of the labor market of the qualified experts into the market of sellers. The companies compete with each other for attraction and retention of the most competent staff. By consideration of labor market condition it is impossible to exclude, that a part of people looking for a job, do not find it in connection with the absence of necessary qualification and low payment of unskilled specialists.

Thus, the competition for the personnel has selective character at the common tendency to increase the qualified personnel deficiency. The reasons of personnel deficiency on the labor market are: growth of manufacture; absence of traditions experts preparation; necessity of already prepared experts attraction; ageing of the population and a mass retirement of experts; change of profession and loss of qualification by a number of experts; reduction of number of technical training colleges graduates making the basic updating of a category of qualified workers. In the described conditions companies need the presence of programs of attraction and retention of the personnel. Change Management: An Inside Job.

The Economist, July 15, 2000 Hartung, G. C. Human Resources Public Management, July 2001. 2. The methods of high-qualified personnel attraction and retention. In theory and practice of personnel management it is possible to define three basic approaches to management- economic, organizational and humanistic. The most active companies apply the methods related to one of these three groups: Restrictive methods.

One of the well-known methods is the development of joint management strategy by the personnel of several companies usually working in frameworks of one branch. The strategy principles are: restriction of compensation packages growth in branches, averaging of working conditions, refusal from enticement of employees in the alliance companies. Besides, the companies try to limit the leakage of information about their employees. Firms train the secretaries communicating to an external world, on recognition of "head hunters", forbid to mention names of the employees in press, so try to create the "information vacuum." The economic approach to management gave the beginning to the development of manpower use concept. The organization here means orderliness of relations between clearly outlined parts of the whole having the certain order. Relations are rigidly regulated; actions are subordinated to the certain algorithm.

Thus, all processes proceed reliably, predictably. The unity of a management, discipline is provided; the necessary and sufficient volume of the control is fixed. At the same time it is necessary to note, that because of strict order and hierarchy of administrative structure acceptance of creative and independent decisions by executors is difficult at change of a situation. 2. Organizational methods Within the framework of organic paradigm the concept of management of the personnel and the concept of management of human resources have consistently developed.

Personnel function becomes developing and begins to be distributed to search and selection of workers, planning of career for the figures important for the organization, estimation of workers of administrative personnel, increase of their qualification. Accentuation of attention on a human resource promoted birth of new representation of the organization. It began to be perceived as living system. Such key concepts as the purposes, needs, motives etc were included in the system. It allowed to look at the organization as on assembly of system elements connected by lines of management communications and control lines.

The contents of activity on management of the personnel also changed. It began to be considered, that work should provide the opportunity of restoration of the energy spent by the worker, hence, the wages other kinds of material compensation should suffice, at least, for restoration of serviceability. Thus work should allow employees to feel the security for what it is necessary to carry out programs of insurance, guarantees of employment, prospect of career inside the organization to create safe working conditions. The strong influence on understanding of organization management essence exerted the researches in the field of cybernetics, physiologie's of a brain and neurophysiology. In these researches concepts as " function", "localization", "symptom", "communication on and "feedback" were reconsidered. It was essential also for the personnel management area.

The companies involving the personnel with the help of these methods offer significant compensation al package. The following may be included into such package in various variants: wages, premiums, medical insurance, life insurance, free-of-charge meal at work, the credit for accommodation purchase, the corporate automobile, payment for the mobile phone, membership in sports club. 3. Humanistic methods It is focused on actually human side of the organization. It is important, how workers of the enterprise are integrated in existing system of values (in what degree they unconditionally accept it as "own" and how much they are sensitive, flexible and ready to changes in valuable sphere in connection with changes in conditions of life and activity. Also it is important, whether the enterprise lives as a whole with the same rules and principles of decision making or at the enterprise different groups live with different rules and profess different principles. Within the framework of the given approach there is understanding of the fact that effective organizational development is not only change of structures, technologies and skills, but also change of values which underlie joint activity of people.

Presence of programs of employees development and clear system of motivation reduces fluidity of the personnel. Companies - leaders try to create a positive psychological climate to generate corporate culture on a high level so that to make it interesting for the personnel to come to the workplace and to carry out the duties. Process of development and realization of motivation and corporate culture system demands significant time and labor expenses, but makes the company competitive in the long-term prospect. Thus, it is possible to assume, that in the near future deficiency of the qualified experts will amplify, and on some specialties there will not be free specialists on the labor market. Camp, R. (1989) The search for industry best practices that lead to superior performance American Society for Quality Control, Quality Press, Milwaukee, Wis. 2000.

Leadership through Quality: Implementing competitive regulation, Xerox Corporation, Stamford Conn, 2001. 11. Smith, Ann Silvia The strategies and principles of managing the personnel, New York 2003. 3. Staff Management Management is an integral part of the modern society's activity. It is connected to all fields of activity and that is why it is necessary to know as much as possible about its laws and specificity. In my paper I am going to discuss the basics of strategic management and its role in the public sector.

Speaking about human researches management, it is necessary to specify some initial conceptual representations about management and management as a whole. The model of strategic management is offered as one of conceptual bases in the system of management consisting of two subsystems: strategic and operative, (fig. 1). Strategic management should give the answers to the following three key questions: 1. What are purposes of our organization? 2. What is the existing and future structure of our business? 3. That should we do to provide the achievement of our goals?

The bases of strategic management are: 1. analysis of organizations external environment; 2. internal diagnostics (an estimation of the strong and weak sides of the organizations; 3. definition of mission and the purposes of the organization; 4. development, estimation and choice of alternative strategy on concrete subsystems of the organization; 5. development and the developed definition of corporate strategy as a program of concrete actions; 6.

strategy realization; 7. estimation of results and feedback The general direction of management development is submitted on fig. 3. And the basic characteristics of each stage of evolution: "Management by instructions", "Management by objectives " and " Management by Learning " are shown in separate figures 4, 5, 6. Fig. 4. Managing by instructions (MBI). Internal Environment: Stable Product: Simple, standardized; Market: Mass Mutual relations with the consumer Everything produced is sold Work character: monotonous, simple Theory: .

Smith, Ph. Tailor, . Weber Power: Centralized Structure: Hierarchy Symbol: Pyramid Attitude towards future: "I am controlling the future" The future is sufficiently definite and allows the extrapolation of the past Strategic Planning Conception Methods of quality provision: War accepting Effective type of behavior: Man-function Effective type of manager: Authoritarian technocratic boss Corporative culture: Normative manipulating, low adaptive Terminology: "This is under my control", "I manage that issue", "The situation is under control" Base method of power realization: The direct instruction, supported by order Fig. 5. Management by Objectives (MBO). Internal Environment: changing Product: Relatively difficult, standardized Market: Mass segmented Mutual relations with the consumer Developed feedbacks Work character: Complicated, not creative Theory: R.

Akoff, P. Drake, G. Odiorne, . Raya Power: Decentralized Structure: Not univariate hierarchy Symbol: Matrix Attitude towards future: The future is basically controlled Strategic Management Conception: 1 st phase of development Methods of quality provision: War accepting in combination with the manipulating approach Effective type of behavior: Man-manipulator Effective type of manager: A leader capable to see the future way and form it in a form of the concrete and clear objects. Corporative culture: Normatively-procedure, adaptive Terminology: "Lets discuss it together", "I suggest we should look at the situation once again. " Base method of power realization: Procedure or / and mechanism, supported by order Fig. 6.

Management by Learning (MBL). Internal Environment: Dynamic Product: Complicated, made "for the concrete client" Market: Fast filing niches inside of segments Mutual relations with the consumer Partnership Work character: Complicated, creative Theory: P. Drake, . Pitters, . Arguers, P. Senge Power: Distributed Structure: Hierarchy, project-oriented Symbol: Net, leaning organization Attitude towards future: The future in uncertain in principle, and the source of development is based on this Strategic Management Conception: 2 st phase of development Methods of quality provision: Technology, based on the including of the personal into the changing of the methods of functioning Effective type of behavior: Man-partner Effective type of manager: Trainer, taking care of the achievements of his team or / and colleagues.

Corporative culture: High...

Research essay sample on Qualified Personnel Labor Market