Raising the Talent Bar: 4 Steps of Human Resources Management
| Steps of HR Management | Description | Strategic Importance |
|---|---|---|
| The Having | Defining the job description including skills, experiences, and 'must-have' competencies. | Provides clarity on the kind of talent needed for the job |
| The Getting | Developing an attractive offer package like job title, location, and compensation package. | Increases the ability to attract the right candidates for the job. |
| The Doing | Orienting the new hire to the job and the company. | Equips new hires with the necessary knowledge and understanding of their roles and the company's culture |
| The Becoming | Providing learning opportunities and growth potential. | Aids in employee retention and contributes to their professional growth |
| Overall Strategy | Setting strategies that drive the implementation of the aforementioned steps. | Determines the direction of the hiring process to attract and retain quality talent consistently. |
| Positive Work Environment | Creating a conducive work environment that fosters employee engagement. | Promotes productivity and boosts morale among employees. |
| Competitive Compensation | Offering market rival compensation and benefits. | A key factor in attracting potential employees and retaining current ones. |
| Learning Opportunities | Providing opportunities for professional growth such as mentorship programs. | Enhances employee satisfaction and output, thus contributing to the company's success. |
| Understanding the Market | Awareness of the state of talent-scarce markets. | Provides insight into external factors that may affect the hiring process. |
| Tailored Strategy | Developing strategies specific to the organization's needs. | Ensures the successful execution of the hiring process through a contextualized approach. |
This article discussed the benefits of categorizing the hiring process into four distinct groups (The Having, The Getting, The Doing, and The Becoming) and the importance of the "strategy drives tactics" concept when achieving the desired results of attracting and hiring strong people consistently. In addition, companies must focus on developing an attractive offer package, providing a learning opportunity, and creating a positive work environment to recruit and retain the best talent effectively.
Introduction
Overview of the Talent-Scarce Market
Benefits of Categorizing Hiring Process
The Four Categories of Human Resources Management
The Having
Introduction
Talent-scarce markets are a reality in many industries, where the demand for skilled labor far exceeds the available supply. As a result, companies must develop strategies to attract and hire the best talent to remain competitive.
One such method categorizes the significant hiring steps into four groups: The Having, The Getting, The Doing, and The Becoming. This article will discuss the benefits of categorizing the hiring process, and the importance of the "strategy drives tactics" concept to consistently achieve the desired results of attracting and hiring strong people.
The Four Categories of Human Resources Management
The first step in the hiring process is identifying the job description, including the skills, experiences, and "must have" competencies. This is referred to as "The Having." Once the job description is defined, the next step is to develop an attractive offer package. This includes the title and location of the position, as well as the compensation package.
This is referred to as "The Getting." After the offer is accepted, the new hire must be oriented to the job and the company. This is referred to as "The Doing." Finally, the job must provide a learning opportunity and growth potential. This is referred to as "The Becoming."
Strategy Drives Tactics
Human Resources Job Description: Your Comprehensive Guide to HR Roles
Corporate HR: Designing Employee Compensation Benefits Packages
When it comes to achieving the desired results of attracting and hiring strong people consistently, the direction of the process is what matters the most. This is where the "strategy drives tactics" concept becomes essential. The strategy should be focused on developing an attractive offer package, providing a learning opportunity, and creating a positive work environment. The tactics should then be used to implement the strategy.
Examples of directional points of view include creating a positive work environment through a focus on employee engagement, providing a learning opportunity through mentorship programs, and developing an attractive offer package through competitive compensation and benefits.
Conclusion
Categorizing the hiring process into four distinct groups has numerous benefits, including the ability to identify the strengths and weaknesses of each step in the process and to develop strategies and tactics to improve the overall effectiveness of the hiring process. Additionally, the "strategy drives tactics" concept is essential for achieving the desired results of attracting and hiring strong people consistently.
By focusing on the direction of the process, companies can develop strategies tailored to their organization's specific needs and implement tactics that will ensure the successful execution of the system.
Raising the Talent Bar is a process that requires four steps of Human Resources Management to be successful.
Yu Payne is an American professional who believes in personal growth. After studying The Art & Science of Transformational from Erickson College, she continuously seeks out new trainings to improve herself. She has been producing content for the IIENSTITU Blog since 2021. Her work has been featured on various platforms, including but not limited to: ThriveGlobal, TinyBuddha, and Addicted2Success. Yu aspires to help others reach their full potential and live their best lives.
