The HRS planning committee understands specific HRS tools are essential to support staffing Roth and selection of qualified staff to fill positions. Employees who are hired will have experience and skill sets to perform their roles and duties for the position they are selected to perform. To manage the expansion HRS will incorporate selection tests, HRS and succession planning. Selection Tests Selection test are used to eliminate unqualified candidates who will not add value to the organization within an employment position.
Incorporating testing measures will prevent unproductive time from being used scheduling interviews with individuals who are not viable candidates for vacant positions thin the company. Selection test utilize are those that demonstrate an individual’s skills with computer software and applications. Aptitude test is another test that provides information on an individual’s attributes and qualities as a potential new hire for the organization. These selection tests are standardized and are equally administered to all applicants seeking employment with Bradford Enterprises.
HRS “Organizations worldwide have begun to realize the importance of personnel in driving the strategic focus and relaying the goals of the business ND have concurrently invested in technology and, in particular, Human Resource Information Systems (HRS) to recruit support and manage its HRS (Kumar, Shanty, Paramus, Biracial, 2013, p. 861). Implementing a HRS system will allow Bradford Exchanges an effective way to recruit external applications. Applications are loaded into database with information pertinent to workplace jobs. The information collected on individuals can be filtered in various ways.
The HRS system provides the necessary interface for Bradford Exchanges to look at a staffing pool of employees to assist in filling scant positions. The systems provides information in various reports which include queries based on location, level of education, years of experience and technical skills. Succession Planning Secession planning is an important aspect of managing human capital within an organization. The process ensures employees hired are trained and offered professional development to fill key roles within the company.
Part of the process is that employees who are recruited will receive ongoing training to increase their workplace knowledge while supporting professional development. Succession planning within an organization builds internal workplace strength. Bradford succession planning to support rapid growth will be effective by identifying the organizations long term goals and putting measures, guidelines and practices in place to motivate, engage and support employees on their career path which may include professional development.
Looking at employee trends throughout will support Bradford Enterprise in becoming people oriented. Recruiting and retaining exceptional qualified and skilled employees who become valuable resources. Bradford Enterprises just properly facilitate learning of employees to corroborate the Return of Investment (ROI) with their human capital. The ROI is determined by human capital, individual competences and social/economic benefit (Cleveland and Hare, up. 13-14).
Conclusion The rapid growth of Bradford Enterprises has determined specific HRS approaches were required to support the intensity of growing staffing needs with state expansions. The tentative framework of ongoing recruitment requires implementation strategies and practices to employ skilled qualified individuals who can learn and grow at the precipitous rate of growth and expansion of the business. The recruiting, training methods and strategies to retain valuable individuals are based on the HRS approaches utilized to select individuals who will excel in performance with the company.
Bradford Enterprise selecting individuals who bring value and the needed skill sets for position within the company is a major focus and concern. Having the appropriate, qualified and trained staff supports company growth. Employees of this caliber will perform by learning to be high achievers with development and training offered by Bradford Exchanges. Bradford Exchanges using specific HRS approaches to test applications by using various testing options to determine the skill level and set of potential applicants.
Using HRS streamline data collection and analyzing of individual’s experiences, education and general qualification outline by reducing time to review by having features to conduct queries based on specifications. One of the best ways to ensure a bright future and success is to make sure that employees are properly trained and prepared to perform a role with the duties assigned. Creating a talent LOL supports company growth by investing in staff with professional development and training to assume new roles and continuous grow with the company.