Human resource strategy, also referred to as people strategy, is just as important as an organization’s financial, operational, and business development strategies, because a company needs people to achieve its business goals. Human resources are an integral part of any business, but many times it is one function that falls by the wayside The problem in addressing an organization’s human resource needs often lies in the lack of time, resources or expertise within a company. Many organizations do not have the resources to dedicate a staff member to the HR function, and require employees to assume the tasks. As an add-on, that limits time that can be spent focusing on HR. Luckily there is a solution -- HR outsourcing. HR outsourcing can provide the human resources support and expertise that organizations need to help drive business.According to the Society for Human Resource Management (SHRM), companies outsource HR in order:
HR outsourcing can also help organizations improve accuracy, increasing quality by lessening workloads and by gaining technology advances that they may not have otherwise been able to afford. All can help the organization drive a better bottom-line. The most common outsourced HR functions identified by SHRM include both transactional and strategic tasks such as payroll administration, employee benefit administration, training and Chances are that you have done some interviewing in the past. Chances are that you have hired someone. Chances are that you have made a hiring decision that you questioned… and maybe the hire didn’t pan out. For many managers this is an all too common scenario that has left them with the question, “How did THAT happen?”
Let’s face it, some candidates have so much woo in their personality that it can over shine potential red-flags. Managers can become hypnotized by good conversation or an individual’s energy and lose focus on the interview’s purpose. But don’t worry, there is a solution—behavioral interview methods. Behavioral interview methods help keep interviewers on track by providing interview questions that are tailored to identify not just the necessary knowledge, skills, and abilities to perform a job, but to further identify behaviors that lead to successful performance in the job and company. These questions require an open-ended response offering the interviewer a specific look into the candidate’s past experiences and performance, helping to reduce the risk of making a hiring mistake. |
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April 2024
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