Capacity building is one of the most critical aspects of any company management process that aims at becoming successful in the business world. Every business company has access to a large number of employees with a variety of skills that, if managed in the best way, would automatically lead to the success of the given company. Therefore, there is a need to promote and encourage capacity building, which would assist the company in managing the skills of various employees to improve the general performance of the business. Besides, the general manager of a company is usually achieved through a continuous assessment of all employees in the company, including dedicated managers. As a way of improving skills among the managerial staff and other employees within a company, there is a need to attend seminars and workshops aimed at instilling more knowledge by offering short term training. Integrating roles among employees is also very vital in ensuring every employee express their talent and skills maximally, which can be achieved through promoting division of labor and specialization. In other words, human resource management is the critical determinant of the success of a business company. Ethical considerations also form a fundamental part of human resource management and should be considered during the recruitment and selection process as this would result in the success of a business.
Key Words: Capacity building, human resource, ethics, recruitment, and selection.
Marketing of a company’s brand or product calls for an inclusive approach aimed at involving every company’s stakeholder, including the consumers. On the other hand, it is essential to consider various strategies when recruiting new employees. One of the most critical factors that need to be discussed during the recruiting process in the level of talent in the new employees. Diversity in any workplace has proved to be one of the most appropriate ways of improving the success of the business. Therefore, employers are required to consider employing those with high skills as this will significantly add value to the company’s business activities (Collings, D.G., Scullion, H. and Vaiman, V., 2015). Human resource management in any company is concerned with the recruiting process where qualified persons are sourced and interviewed to determine whether they are eligible for the job. An example of a former company that had registered its success from the use of the appropriate human resource through the capacity building was Weinstein Company. The company, founded in 2005, was among entertainment companies in the U.S that managed to emerge at the top of the entertainment industry. However, the company was swallowed by other large entertainment companies. The failure of this company may have been due to the use of inappropriate means of recruiting its employees. Arguably, ethical consideration forms the basis of recruiting and selecting workers, whose skills can later be improved through capacity building, which would, in turn, leads to the success of the company.
HR Capacity Building Process
The chief aim of the HR capacity building process is to equip all the employees in an organization to work towards achieving the organizational goals. As a result, the managerial team and the HR department should ensure a constant reminder to the employees on the corporate standards and objectives. Capacity building by HR can be done in several ways as so long as it brings benefits to the company. Weinstein Company would have employed the best strategies that would include ethical consideration during selection and recruiting process. To acquire the relevant skills that should be used during any recruitment process, HR practitioners should attend as many seminars as possible.
On the other hand, it is vital to carry out regular training for the entire working team to improve on the relevant skills that would ensure the success of the company. Example of related practices that may be considered by the human resource practitioners during the recruitment process is the level of talent in each applying for a particular position in the company. This can be achieved by carrying out a job interview aimed at vetting out the individuals with fewer skills and selecting the ones with appropriate skills and talent for various tasks in the company.
On the other hand, capacity building can also be achieved by considering some ethical factors during the recruiting process. For example, a recruiting practitioner should display a positive attitude towards all the applicants regardless of gender, race, social class, or culture. Lack of ethical standards in this area has resulted in negative results during selection processes by bias human resource practitioners. One of the most critical factors that should be considered during the entire process is the ability of the applicants or employees to deliver the required services in the best way possible. Strategies should, however, be employed by a company to assist with supervising HR practitioners during their daily activities. The main reason for this suggestion is based on the fact that biasness has become rampant in most recruiting practices and most recruiters tend to employ fewer qualify individuals who in turn fail to deliver the required services in the particular business company. Narrowing down the argument to Weinstein Company, it is clear that its HR practitioners lacked most of the necessary ethical practices that should be considered when executing any activity related to the employment process.
Theory and Literature
Major concerns for the success of a company should revolve around the ability of the employees to stay committed to the company’s activities while aiming at achieving both short-term and long-term goals. One of the fundamental factors that are usually taken to be the determinant of the success of any given business is the capability of the employer to maintain a good rapport with all the employees through administering the best working conditions that would cat as motivational factors to the workers. Besides, employees must be informed of the company’s culture, which highlights all the employees’ expectations and the expected roles towards achieving the laid goals of the company. Practically, the chief purpose of any business is to make profits; therefore, losses should be avoided by all means, even though there may exist some uncertainties and externalities that may, in turn, result in unforeseen loses. According to various types of literature, the world economy has improved with a more significant margin, calling for a general increment of quality of services and the public employer-employee relation, which is assumed to be impacting on customer satisfaction.
Furthermore, market researchers have found that capacity building is essential in improving the quality of services delivered by a company. Therefore, a company wishes to succeed in the world economic class must undertake to carry out the required practices of ensuring the capacity building is achieved within the business organization. Another critical factor to consider in a successful management process, inclusive of HR management, is good ethical standards, which should also be in line with the communal values and beliefs (Ika, L.A. and Donnelly, J., 2017, p.50). Setting up a business in an area calls for a thorough understanding of that particular culture as this has a significant impact on the company. The business organization should also aim at providing internal and external seminars to their employees as a means of improving the quality of services delivered by the individuals. Organizations with proper resourcing and talent management process have registered great performances compared to those who do not have these strategies.
Other arguments have also presented various research gaps that can be said to be the causes of business failures, which is due to the use of inappropriate strategies of achieving capacity building. The primary purpose of the poor approach used by most companies is due to the lack of dimension in the decision-making process (Meyer, K.E., and Xin, K.R., 2018, p. 1840). The decision-making process should, however, form the basis of a company’s management process since; well-informed decisions are healthy for the prosperity of any business organization. As a strategy of ensuring companies meet the requirement needed for providing the best capacity building, there is a need to relate a company’s operation to those of international companies that have emerged to the top of the economic class. Incorporating similar strategies used by these successful organizations by new business companies is one sure move of achieving the intended long-term goals, if not short-term. On the other hand, companies such as the former Weinstein should embark on innovation that would ensure the discovery of new technologies aimed at improving the general operations of the services. Being innovative is one the moves by a company seeking to remain relevant in the market since; demand for products offered keeps on changing and therefore, the quality should be upgraded frequently.
Analysis and Problem Solving
Human resource and talent development form a critical aspect of an organization as they act as key performance indicators. By embracing the two elements by a company, it is clear that it would assist with enhancing the employees’ capabilities and organizational performance. The primary issue put forth by most strategies aim at providing relevant skills and knowledge, not only for the delivery of high-quality services but also to prepare them for more challenging tasks within or outside the organization (Rees, G. and Smith, P. eds., 2017). From the information gotten from the literature and other sources, key challenges facing human resource and talent development process include poor decisions by companies, biasness by HR recruiting team, poor strategies for achieving capacity building, and lack of innovative minds within the organization.
Starting with poor decision-making as a drawback to human resource and talent management process, companies should undertake to involve every stakeholder in the decision-making process. Informed decisions are reached through a thorough consultation of every stakeholder of an organization as this would help in identifying the best strategies to achieve the intended goals, as well as identifying available loopholes that are then rectified. Sourcing for relevant information during the decision-making process would act as a solution to the problems encountered during human resource and talent development process. Besides, biasness by HR recruiting practitioners should be in line with the required ethical standards when executing the recruiting role. By doing so, the new employees are selected based on the relevancy of their skills, which is an advantage to the company (Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M, 2017). On the other hand, the recruiting process should be designed in such a way that it allows for selecting individuals from various cultures and with varied talents as this would promote diversity at the workplace.
Another problem that needs to be addressed in HR and talent development is the use of inappropriate strategies of achieving capacity building. Companies should consider choosing policies that aim at providing various skills to the employees (Krishnan, T.N. and Scullion, H., 2017, p.435). The skill acquisition process should be attained through organizing seminars and workshops since; these are the most appropriate strategies of ensuring capacity building among workers. Moreover, being creative and innovative is another crucial determinant for bettering the HR and talent development process.
Organization’s Staffing Needs
Identifying the organization’s staffing needs calls for a consideration of both macro and micro-environments of the organization. Microenvironment includes all the factors that are impacting on the company directly such as employees, financial requirements, organization’s structure, and business culture, which determine the rate of success of the particular business organization. Contrary, the macro environment involves external factors that affect an organization such as competition, government policies, and cultural practices. Organizational staffing should, therefore, consider both internal and external factors affecting the organization.
Ultimately, human resource and talent development are essential factors to be considered to achieve the best capacity building practices that would result in the success of businesses. Marketing of a company’s brand or product calls for an inclusive approach aimed at involving every company’s stakeholder, including the consumers. On the other hand, it is essential to consider various strategies when recruiting new employees. The chief aim of the HR capacity building process is to equip all the employees in an organization to work towards achieving the organizational goals. As a result, the managerial team and the HR department should ensure a constant reminder to the employees on the regulatory standards and objectives. Capacity building by HR can be done in several ways as so long as it brings benefits to the company.
Collings, D.G., Scullion, H. and Vaiman, V., 2015. Talent management: Progress and prospects.
Ika, L.A., and Donnelly, J., 2017. Success conditions for international development capacity building projects. International Journal of Project Management, 35(1), pp.44-63.
Krishnan, T.N. and Scullion, H., 2017. Talent management and dynamic view of talent in small and medium enterprises. Human Resource Management Review, 27(3), pp.431-441.
Meyer, K.E., and Xin, K.R., 2018. Managing talent in emerging economy multinationals: Integrating strategic management and human resource management. The International Journal of Human Resource Management, 29(11), pp.1827-1855.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An international perspective. Sage.