Introduction
Recruitment and retention of employees in a modern employment market may become a serious challenge for many organizations. On the one hand, a variety of options confuses because of the possibility to use a lot of opportunities to consider current resources and goals at the same time. On the other hand, new ideas on how to grow, improve organizational performance, and consider personal and professional interests may facilitate a working process.
Regarding such factors as an ever-changing workforce, generational diversity, baby boomers, and technological advances, human resource (HR) managers are in need of new strategies. In this paper, special attention will be paid to such ideas as the establishing of flexible work schedules, employee empowerment through life-long learning, and communication encouragement for managers to succeed in recruitment and retention of employees.
Challenges for HR Managers
Today, recruitment and retentions remain two significant human resources functions that have to be properly planned and developed. New strategies and technological advances should not be deprived of the main concept in HR management that is the “human” element with its main traits like empathy, open-mindedness, and emotional stability (Mello, 2015). In other words, any recruitment or retention efforts have to be made regarding personal needs and professional skills. Managers should understand that they work with people, and an understanding of their expectations can help companies retain their staff.
Outcomes
The outcomes of employee selection depend on a variety of factors. For example, generation diversity when people of different ages cannot leave or have to join the workplace market plays an important role. Some families face personal difficulties that lead to financial challenges, and some people just want to try their skills in different fields. In fact, the reasons why generation diversity happens to the workplace may not bother managers, but the strategies to deal with this diversity’s outcomes. There are also many female workers who have to interrupt their work because of giving birth to children. Finally, even the recent technological progress and available advances challenge some companies.
Strategies
HR professionals should strategize using the idea of flexible work schedules. This approach can allow hiring single parents or dependent people (Mello, 2015). People understand that they can choose, complete their tasks, and earn money when it is convenient for them. Managers may also demonstrate their care for employees through empowerment and support. Life-long learning supports employability and provides people with successful management of their career endings (Mello, 2015).
Finally, communication at different stages of work can be a helpful tool for many HR managers. It is a rich process during which information exchange and decision-making can be speeded up (Mello, 2015). This strategy can be applied to first interviews as well as to ongoing meetings. When people are able to share their opinions and define their demands, the level of negative thoughts and attitudes towards the workplace are reduced. The combination of learning opportunities, flexible work hours, and communication may help employees of different ages and from different families explain their positions, clarify how to deal with possible challenges, and achieve positive results in their work.
Conclusion
In general, HR managers can use a number of well-organized strategies and approaches to recruit and retain people with all their diversities and expectations. The task is not only to set the criteria and make sure to meet them in time. Managers must treat their employees with dignity and respect so that they can feel themselves valued and indispensable with good future prospects and improvements.
Reference
Mello, J. A. (2015). Strategic human resource management (4th ed). Stamford, CT: Cengage Learning.