The Analysis of Recruitment and Training System to Improve Employee Productivity at Pt Sentrainti Medan

The primary function of human resources management is to increase the effectiveness and the contribution of employees, which are in alignment with the organizations goals and objectives. With in human resources management, there are many components or pieces of the puzzle that allow human resources management to exist. Such pieces of the puzzle include, equal employment opportunity, affirmative action, human resources planning, recruitment, selection, development, compensation, benefits, safety, health and benefits. Each of which will be discussed. In human resource management,

Cascio, W. (2013). Managing Human Resources: productivity, quality of work life, profits (ninth edition). New York, NY: McGraw – Hill Companies, Inc.

Introduction The recruitment of new employees

Using the services of Process may be the key aspect while recruiting employees playing with IVA Citrus there isn't style of procedure with regard to hiring regarding employees simply just different links utilized for hiring because of that expected employees aren't selected in addition to efficiency in the organization decreases time by means of time and as a result attitude in the organization, bad outcomes shows throughout the working in the

Susan Jackson states in Diversity in the Workplace: Human Resource Initiatives that, “Surveys of business leaders confirm the perception that interest in managing diversity successfully is widespread. In a study of 645 firms, 74% of the respondents were concerned about diversity, and of these about one-third felt that diversity effected corporate strategy.” This means that the majority of organizations feel diversity is important, and see the need to take action, however; implementing the process can be more difficult. This paper will outline a human resources

Many corporations will develop diversity work teams as a competitive strategy in order for corporations in the U.S. to become competitive organizations that produce high quality products and services. This high quality production and services will only transpire if U.S. corporations have effective work teams consisting of people who differ in ethnicity, age, gender, sexual orientation, and numerous other categories of uniqueness. A well-managed diversity team will lead to effective diversity work teams that understand their labor differences, trust in each other, and value each member of the team (Lombardo, N.D). When managed effectively, employees offer potential for innovating, increasing creativity, developing collaboration and commitment to work and diversity is respected and supported. Issues that need revamping before business can call this a triumph would be that diversity training faces a number of issues as it evolves as an important element of many companies’ overall human resource and business policies. Key issues include the nonexistence of effective measurement tools, gaining clarity with desired outcomes, and assessing the aptness and effectiveness of technology-driven methods team (Lombardo,

The Human Resource Department spends a great deal of time designing, establishing, and managing diversity in the workplace because they believe in the value of it. Yet, they still fall short. The United States Department of Labor states,

Most organizations do not follow-up on the benefits of training as regards staff performance. As a result of this they don’t take training and development as an important factor in organizational growth and survival. Most manages do not know how to assess the return on investment in training, nor are they equipped with the necessary management tools to monitor the decision making process of such investment. It has been discovered that training and development budget is the first cut when the organization is faced with difficulties because most of them are of the opinion that investment in the area of training and development is not linked to the bottom line of the business. Globalization and rapid technological development has changed the conditions for companies and increased competition in the world markets. The quality of a company’s human resources is the key driver for sustained top-level performance. It has become crucial to continually invest in human resource development in order to guarantee success in the global market. As earlier said, managers engage in minimal training thereby not giving quality training to their employees, this in turn affects the overall outcome of the training and the performance of the staff. Most organizations that have a competitive image see more reasons to train their workers than those who are on the lower rung of the ladder of recognition, but training and development is still needed to create a niche. In the light of the above,

Executive Summary ........................................................................................................................ 2 Part I: Introduction and Objectives ................................................................................................. 3 Background ............................................................................................................................. 3 Problem Identification ............................................................................................................ 3 Financial and Marketing Objectives ....................................................................................... 3 Part II: Market Analysis

It is necessary for human resource management to have a proper human resource planning. “Human resource planning involves planning that assure a firm’s needs for employees”, says Madura. She also includes that human resource planning consists of three tasks which are forecasting staffing needs, job analysis (Madura, 2007). Recruiting and selecting the right employee is not enough. There is a necessity to provide continuous training and development to the employees to be more productive and efficient. With great training, it enables the employees to be more innovative, creative, motivated and thus increase their working performance. Training can be through various types such as on the job training, off the job training, job rotation and scholarships.

Profit being the primary motive, the private sector enterprises diversifies in terms of product portfolio as well as in terms of geographical boundaries. The organisations have the liberty to choose the best candidate based on merit and accord him the pay due as per his merit and performance. They also have the liberty to expel the non-performers. Their key to hiring and retaining employees rests in evolution of efficient and best practices for management of resources especially the human resources. All this notwithstanding, these organisations also face a different set of challenges. According to Rao and Varghese (ibid), although PMS in this sector has evolved and matured to a substantial degree, the organisations face critical issues such as shortage of skilled manpower, quick job changes impacting attrition, retention and employee skill development, multiplying job opportunities in the market, recognition methods of intellectual capital or talent pool, acknowledgement beyond compensation and benefits packages, disengagement and lack of robustness in HR systems. These issues are due to interplay of many organisational and market factors,

An effective and efficient hiring process is essential to facilitate business success. It must lead to hire people who can put forth company’s positive image while performing with accuracy and efficiency. Well trained, conscientious employees are the most valuable assets

Human Resource Management involves a wide array of functions that encompasses the time from when an employee enters an organization to the time the employee leaves the organization. The specific activities that are involved in HRM include job design and analysis, recruitment, orientation and placement, development and training of the personnel, employee remuneration, and performance appraisal (Aswathappa, 2007: 5). This paper shall focus on three main activities which are recruitment, training, and personnel development. When it comes to recruitment, it is incumbent upon the Human Resource Manager to bring into the workforce, employees that are both wiling and competent to accomplish specific tasks. The work of recruitment goes hand in

Organizations around the globe understand clearly the needs of the people they serve. For employees, the need for training is always to enhance their capacity in a way that helps them to perform their work effectively. Scholars in the sociological and business sectors have developed effective approaches to improving the performance of employees (Jackson-Dwyer, 2013). For business, the reason behind the enhanced training programs is to increase the competency level of their employees in a way that effectively contributes to the success of their organizations. People are drivers of change, and this is normally witnessed when there is a change. Also, people are the key elements in an organization as they are always the first people in that organization to feel the impact of any change. However, it must be understood that the improvement of people 's productivity does not mean training and development. Research has shown that proper incentives and motivation are also effective in delivering on objectives of the company (Kelley, 2013). Furthermore, the personal aim of people to grow in the jobs and career can help in achieving the objectives of their companies.

Such concerns are successful in attracting better qualified and experienced persons. Since, there is a better man-power to development programmed; the employees are likely to join such organization.