Week 10 Assignment
Running head: STAFFING THE HUMAN RESOURCE DEPARTMENT 1
STAFFING THE HUMAN RESOURCE DEPARTMENT 7
Staffing the Human Resource Department
Johnell Davis
Dr. L. Love
HRM 599
August 16, 2017
Human Resource Functions and Significance
The Maximum Extermination Pest Control (MEPC) is the company I chose as the key company in trying to create a comprehension of the various human resource functions in the market. For understanding the company’s business strategy, the human resource department developed a strategy made up of staff with detailed information. The staff also comprised of highly innovative and creative individuals with an exceeding initiative. The team comprised of a strong sales status; marketing and recruitment skills; benefits and compensation standards; and a good corporate reputation that defines high-quality customer service. Whenever a firm develops an efficient human resource department, it enables its operations to acquire a good structure and the capability to meet its goals since the department allows it to manage its most valuable resources, employees, and the human capital. Three key human resource functions tend to exist in such a company. The human resource functions possess a significant status when it comes to adding value to the human resource department about the vision and mission of the Maximum Extermination Pest Control Company. The human resource functions also influence the process of recruitment, compliance, and the aspect of benefits and compensation. For the company to acquire the right skills and the specific staff, it should come up with an aptitude to train and develop the needed skills.
The management may have to devise an in-house team for the recruitment process to enable the right strategies in developing the workforce of the company. As with the external recruiters, the responsibilities and their roles need to be advertised to the market to source for the right candidates, screen the applicants, and undertake interviews. The human resource department needs to coordinate with the different managers to influence the final selection of the desired candidates. The success found in the recruitment process and the significance of the roles of the individuals involved is meant to develop the company’s workforce. The different efforts of the individuals found in the human resource department tend to have a positive and desired contribution to the success of the company (Nyberg, Moliterno, Hale Jr, & Lepak, 2014). The company needs to develop a reward system to boost their morale and influence high performance. The performance measures may have a basis on the number of the positions that they need to be filled and the amount of time required filling the positions. The second function of the human resource may comprise of the benefits and compensation functions in the professional environment of the Maximum Extermination Pest Control Company. As much as the function has a significant status, one individual may be able to control and coordinate the function.
A good compensation and benefits function comprises of a good structure and competitive pay process that is highly appreciated by the employees. They may cover areas such as insurance, better salaries, and retirement benefits among others. The above influences the employees to develop a high status of loyalty to the company’s operations and the management in general. The third human resource function focuses on the aspect of the corporate image and how it relates to the market. A company needs to have a good communication strategy that defines its products to the market without any problem (Jamali, El Dirani, & Harwood, 2015). The company has a good corporate image to allow it to sell its brand to the market without any complications. It influences the customers to acquire a positive perception of the products and services offered by the company. The above status influences it to acquire a competitive status about other companies with the same services and products in the market.
Job Description related to Benefits and Compensation Functions
About the benefit and compensation functions, it is ok to focus on the professional area that involves the function. For tax purposes, the company prefers outsourcing the above administrative functions. According to the management, business consultants tend to make work easier since the functions are non-core in the operations of the Maximum Extermination Pest Control Company. Focusing on the function, it is important to focus on the individuals hired to deal with compensation and benefits. The individuals should have a good education background in the management of staff and the financial resources of the company. The above factor means that it is important for the individuals to acquire a bachelor and a master’s degree to enable them to acquire administrative skills in human and financial management. A degree to be studied needs to have specialization in human resource management, financial management, sociology, psychology, and general administration.
The above areas of specialization are central in knowing how to manage the compensation and benefits functions. There are several skills that pertain to the aspect of carrying out a job related to the benefits and compensation function. The expert needs some knowledge of the law that focuses on employees, taxation, auditing, and compliance. The company is required by the law to remain compliant towards better treatment of employees. The management needs to know the proper ways of dealing with the employees and their benefits in the professional environment. The roles of the job position include dealing with the process of bookkeeping, auditing, and ensuring that the company is tax compliant (Dow & Raposo, 2005). The job requires the expert also to know how to deal with the different employees and their compensation/benefits that they are supposed to receive. It is important to understand the operations of an organization because for any company to do well, it is significant to know the interrelation between finances and human resources. The two go hand in hand because they influence development. They affect each other in their existence and operations. The employees are not able to function without finances, and the company is not able to function without employees.
The management of the company needs to rake in huge revenues and profits to enable them to pay for the different benefits and compensations related to the positions held by the employees. The above influences the employees to become loyal and to work to their potentials to enable the company to achieve a successful status. Therefore, it is significant for the leadership to hire an individual with expertise on how to manage both human and financial resources for the benefits of the employees and that of the company in general (Jamali, El Dirani, & Harwood, 2015). As stated above, the human resource department is huge and very complex to tackle at any given time. However, specialized skills and collaborations with the human resource department and the professional makes it easy for the company to deal with needs and interests of the employees, while at the same time managing its vision and mission in the market. The company needs to focus on how to enable it to build a sustainable professional environment for its employees and customers.
Recruitment Plan and Impact on the Company
The recruitment approach employed by the company to attract the best candidates is the third-party approach. MEPC has a key objective which involves developing an in-house talent acquisition and recruitment department in the professional environment of the company. The above process enables the establishment of contact with anyone seeking for a job from the company. The method comprises of several advantages tailored to its operations. It involves recruiting efforts that possess a less expensive status. MEPC can comprehend its culture and work environment. It also influences the job applicants and the candidates to acquire a deeper understanding of the internal environment of the company as compared to its external perception. The management of the company can control and maintain the process of recruiting the applicants. The management may communicate to the candidates about the expectations and requirements of the company. The selection technique employs the in-person interview (Li, 2015). As much as the interview takes time, it will influence a good screening process that enables the recruiting department to acquire the needed skills and knowledge for the job position. It influences the organization to conduct a good interview that is impartial and does not favor anyone in the company.
Compensation and Benefits Plan
The leadership in the company needs to focus on the different roles and responsibilities held by the employees and define the salary margins for the positions. The above factor means that the MEPC needs to develop a document containing the positions and their respective salaries. The salaries should be defined as per the nature of the positions, the responsibilities held, and the magnitude of the work conducted. Issues such as expertise and experience should also be critical in influencing the derivation of the salaries. The second issue may be the benefits such as health care, retirement packages, leave of absence allowances, and any other benefit related to performance. The above should be updated and should be as per the regulations of the sector of operations and the company. The company should also give compensation as per the damages incurred by an employee when undertaking a specific responsibility in the professional environment.
References
Dow, J., & Raposo, C. (2005). CEO compensation, change, and corporate strategy. The Journal of Finance, 60(6), 2701-2727.
Jamali, D., El Dirani, A., & Harwood, I. (2015). Exploring human resource management roles in corporate social responsibility: the CSR‐HRM co‐creation model. Business Ethics: A European Review, 24(2), 125-143.
Jamali, D., El Dirani, A., & Harwood, I. (2015). Exploring human resource management roles in corporate social responsibility: the CSR‐HRM co‐creation model. Business Ethics: A European Review, 24(2), 125-143.
Li, T. (2015). Nestle Employee Recruitment Research. International Journal of Business and Social Science, 6(4).
Nyberg, A., Moliterno, T., Hale Jr, D., & Lepak, D. (2014). Resource-based perspectives on unit-level human capital: A review and integration. Journal of Management, 40(1), 316-346.