Finding The Right Staff
By Miguel Virgen (June 20, 2017)
How businesses today struggle to find the right staff, train them, and ensure that they buy into the vision of the business
In the contemporary business environment, companies are struggling to find the right staff, train them and make sure that they buy into the company’s vision. One of the most outright reasons for the struggle, especially with reference to the small businesses, is the idea that they can be dysfunctional due to the lack of a proper structure. According to Ackermann and Audretsch (2013), the superiority of bureaucracy and dysfunctions in market relations compel firms to expand. For the identified reason, a small firm is likely to be the most affected by the market dysfunctions, consequently making it difficult for them to recruit, train, and ensure that their staffs buy into the vision of the organization. Small businesses are only keen on ensuring that they get suitable personalities or individuals with particular skill sets.
Bigger companies are also on the receiving end. For instance, a considerable number of new manufacturing jobs require employees with high technical skills. In spite of the growing rate of unemployment globally, graduates lack the skills necessary for using high-tech machinery to develop different components that could be used in the manufacturing process. Conversely, they lack the hands-on experience to use new equipment that a company might be using in production. Since technology is rapidly changing, it is becoming more difficult for businesses to find the right employees that might be having suitable problem-solving abilities, technological skills and the deductive reasoning skills necessary for buying into the organization’s vision.
How business executives can improve recruiting and engaging the right team members
A common element that characterizes great companies is the existence of engaged employees. These types of employees have the will to learn and grow in the company, which is a provision that enables them to display excellent leadership skills. On the other hand, engaged employees can reduce the turnover rate of a firm, which makes them prone to heighten the company’s return on investment. However, recruiting and engaging the right people is difficult. In spite of this provision, business executives should ensure that the managers in the organization understand the organizational culture, consequently, empower them to identify some of the most important elements to look out for when hiring.
Christine Khor (2015) indicates that this understanding can enable the managers to hire candidates that share the organizational values or behavior. In this regard, an interviewer can ask questions that can tease out the information regarding the manner in which the interviewee dealt with an event in real life, which would assist in determining the candidate’s core values. The interviewer can then use the information to assess whether the candidate’s core values align with that of the company to determine whether he or she is suited for a particular position. Such a provision could provide insights regarding whether the candidate is the right staff for the company.
Once the managers hire the right staff, they are likely to perform their duties in the right manner. However, a fundamental element that the business executives should consider in improving employee engagement would be through encouraging open communication. By encouraging the employees to express their perspectives or their ideas without being criticized, their job satisfaction levels are likely to increase, and they are more likely to engage with others to fulfill the organization’s goals.
How businesses can reduce politics and fit in the workplace
One of the challenges faced by the human resource department in a considerable number of big companies is politics and fit within the working environment. In such organizations, employees engage in politics so that they could win the appreciation of their superiors, consequently tarnishing the reputation of their fellow employees. To reduce such instances, one of the strategies that businesses could use would be to empower their employees by involving them in the decision-making process. As argued by Robert Schneider (2016), allowing employees to provide their input in the decision-making process is essential for meeting their need to be involved in the organization, consequently taking away their urge to be involved in workplace politics. The inclusion of employees in organizational decision-making can reduce the negative effects emanating from conflicts created by organizational politics.
On the other hand, the management of a business should focus on encouraging teamwork. If the business emphasizes on teamwork in a way that the members of a team will mutually benefit, the organization is likely to experience a reduction in organization politics and fit (Schneider, 2016). However, the leader of the organization that pays lip service to the importance of being a team player cannot be effective in overcoming politics in the workplace. This provision calls for the development of a structure that enables the team members to meet their individual needs as well as the needs of the team. The team should meet the individual needs of the members since a considerable number of employees engage in politics for their self-serving purposes (Schneider, 2016). For this reason, it would be vital for a business to cooperate a plan that would ensure that the employees fulfill their personal needs and the needs of the team as well.
How a business can enhance productive personalities and employee skills
One of the strategies that businesses have to consider to enhance the productive personalities and employee skills would involve matching these elements to a particular job function. Such a strategy constitutes the vital components that determine successful leadership. The management of a business can use several tools to determine the personalities that fit different job functions in an organization. An example of such a tool is the Myers-Briggs Type Indicator (MBTI). As long as there is an opening that fits the skills of a particular candidate, the tool can be used to determine whether the employee’s personality will enhance his or her productivity (Ford, 2014). By using tools such as MBTI and matching an employee’s skills and personality to a given job function, it is highly likely that the employee would feel rewarded (Ford, 2014). This provision might enable the business to get and exploit new opportunities that would come forth.
Conversely, for a business to enhance employee skills, one of the most effective strategies to consider would be to take them through professional training. As Ford (2014) posits, formal employee training is essential for ensuring that the employees remain competent in performing their duties. The formal training will enable the business to create a desired knowledge-base, which will constitute essential information as well as best practices that the trained employees could pass on to other new staff. With this consideration, the business is likely to spend fewer resources in training new hires.
Ackermann, S., & Audretsch, D. (2013). The Economics of Small Firms: A European Challenge. Springer Science & Business Media.
Ford, K. (2014). Improving Training Effectiveness in Work Organizations. Howick Place, London: Psychology Press.
Khor, C. (2015). Hire Love: How to hire passionate people to make greater profits. Surrey Hills, Victoria: BookBaby.
Schneider, R. (2016). Understanding and Managing Organizational Politics. In Sixth Asia-Pacific Conference on Global Business, Economics, Finance and Social Sciences (AP16Thai Conference). Bangkok-Thailand: The College at Brockport: State University of New York.