HR In Attracting And Retaining Staff

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The business world is changing and becoming multi-cultured every year. People need to change and adapt with the organisation but sometimes the changes in organisation are so rapid that people tend to leave due to future shock this is where the role of Human Resource comes into play. It not only helps business manage its employees but also to ensure that work is done with effect and efficiently and that the customers are equally satisfied. It is a wide range of things that OD and HR bring success to a company. This excerpt from Human Resource Management in a Business Context introduces the concept of human resource management. It outlines HRM as a philosophy of people management and provides a framework for its role within the business context (HRM Guide). This report will also mention how human resources and organisational development are important in attracting and retaining staff and all the methods that they use. It also talks about the behaviour of OD and HR in an organisation. The rate of change facing organizations has never been greater and organizations must absorb and manage change at a much faster rate than in the past. In order to implement a successful business strategy to face this challenge, organizations, large or small, must ensure that they have the right people capable of delivering the strategy. The market place for talented, skilled people is competitive and expensive. Taking on new staff can be disruptive to existing employees. Also, it takes time to develop cultural awareness for new staff members Thus HR and OD come into place (ACCEL Team Development)

Definition of the term Human Resource and Organisation Development

Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.

Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. (Susan M. Heathfield, Guide)

Why is Human Resource so important to an organisation and why do we need to know it

when any organization start to visualize their business, their first priority is to hire competent work force means right person on the right job after that this man power decide about other tangible and intangible resources, where to get? How to get? How to manage efficiently? What modification required? Other resources depend on human resource without which they are worthless because if there would be no human then who will plan, organize, or monitor the other resources. The manager is recognized as a holder of organization by his knowledge and art. This arts and knowledge needs supporters which are called staff and are human resource of an organization.

HR can improve the level of management and help increase the efficiency, and also help the manager to be effective it is a strategic asset of an organization. In order for success there has to be good co-operation with the HR management

Organisational Development (OD)

Simply put, an Organization Development practitioner is to an organization as a physician is to a human body. The practitioner "diagnoses" (or discovers) the most important priorities to address in the organization, suggests a change-management plan, and then guides the organization through the necessary change (from the Free Management Library). There are different definitions and views on how the change should occur.

An Old Standard Definition of OD

The nature and needs of organizations are changing dramatically. Correspondingly, the profession of organization development (OD) has been changing to meet the changing needs of organizations. Therefore, it may be most useful to consider several definitions of organization development. Here's a standard definition. The next section gives some contrasting definitions.

For many years, the following definition was perhaps the standard definition for OD. The following definition was developed in 1969 at a time when an organization was considered to be much like a stable machine comprised of interlocking parts.

"Organization Development is an effort planned, organization-wide, and managed from the top, to increase organization effectiveness and health through planned interventions in the organization's 'processes,' using behavioral-science knowledge." (Beckhard 1969)

New Definitions of OD

Today's organizations operate in a rapidly changing environment. Consequently, one of the most important assets for an organization is the ability to manage change -- and for people to remain healthy and authentic. Consider the following definition of OD:

"Organization development is a system-wide application of behavioral science knowledge to the planned development and reinforcement of organizational strategies, structures, and processes for improving an organization's effectiveness."(Cummings and Worley 1997)


Profitability, productivity, morale and quality of work life are of concern to most organizations because they impact achievement of organization goals. There is an increasing trend to maximize an organization's investment in its employees. Jobs that previously required physical dexterity now require more mental effort. Organizations need to "work smarter" and apply creative ideas.

The work force has also changed. Employees expect more from a day's work than simply a day's pay. They want challenge, recognition, a sense of accomplishment, worthwhile tasks and meaningful relationships with their managers and co-workers. When these needs are not met, performance declines.

Today's customers demand continually improving quality, rapid product or service delivery; fast turn-around time on changes, competitive pricing and other features that are best achieved in complex environments by innovative organizational practices.

The effective organization must be able to meet today's and tomorrow's challenges. Adaptability and responsiveness are essential to survive and thrive. (Organisation Development Network)


Regardless of the size of your organisation, attracting and retaining the right staff is a major factor in your success and ability to grow. Here are some steps in attracting staff

ACCOMODATION: - Organisations need to accept that it is not always easy to find the right person for the job all the time. Most come for different reasons to work although their not planning on the same career field. Sometime the right person for the job lives much at a distance from work. Hence nearby accommodation need to be provided so that it is an easy access to them to come to work and go back to their accommodation.

EMPLOYEE BRANDING: - Employee branding is one of the most effective ways in which staff can easily be attracted to and organisation and also be retained in the same organisation for a longer period of time.

From an interview with HR specialist Michael Minns of a mining industry (2008)

IQPC: Michael, thank you for the interview, I understand that you are conducting a workshop at the upcoming IPQC conference on Employer Branding. What is Employer branding and how does it apply to the Mining Industry?

MICHAEL MINNS: Employer branding, put simply, is the very reason why someone wants to work for you. It is why they chose your company over others. In these times of skills shortages and the natural rate of unemployment, where anybody who wants a job has one, it is a very important part of a company's HR strategy.

ORGANISATIONS REPUTATION: - People will not want to work for a company that has no user ratings or bad ratings or also a company that has always been sued for various things. For me personally if I am looking for a job I will first look up the company website and see the history of the company and look at its reputation. If it's a hotel I will look at the star ratings and see from my other friends about the management and if staff are happy working there. If it's a good and reputable organisation only then will I work there. Offcourse everyone wants it written on their resume that they have worked for big reputable companies like Microsoft, Westpac, Hyatt.

GOOD PERKS: - Offer staff perks that they can never reject. Like free laundry, parking, meals. Or free company pick up and drop accommodation etc.

TITLE: - Everyone wants to tell others what top position they hold in an organisation and feel proud of it. For example when I was promoted to a supervisor of the cafe I work at it made me feel so great and I didn't even feel like leaving also it can add up on our resumes.


Retaining and keeping your top key employees is one of the most important aspects of all companies. Especially in hospitality where most staff don't stay there for a long time and the rate of employee turnover is very quick. Management should strive hard and find ways in keeping their employee stay longer and building a bond with them.

JOB TITLE: - As I mentioned earlier once a person is promoted to a higher managerial position his/her whole view of working aspects change towards him and his fellow mates. Also being promoted means higher pay rate.

REWARDS: - If someone does something good reward them. Everyone feels happy when they are rewarded and given something. Have something like employee of the month and the employee gets a free stay at a five star hotel or a meal in a fine dining with his/her family. Have a social gathering every week to keep up with the companies updated and how well the progress of the company is going have some snacks and drinks then staff will surely be cared for. The simple but most effective thing you can do is say thank you, everyone likes to be thanked.

CAREER PLANING: - Many companies retain staff in this manner. Not every individual who comes to work make that as their life job they more on to something they are interested in and something they like, career planning helps. Some who is working as a HR manager in an organisation might not want to be an HR manager for the rest of his/her life but is interested in Marketing. Career planning helps them to move and gives them guidance. So they can transfer them to Marketing after some training


OD and HR have gone through a lot of changes and processes in the coming years to make it more similar to each other and to make things easier. OD and HR are the reasons why quality staff get selected into an organisation and are retained by getting taken care of thus increasing revenue and profits in an organisation. Thus we can see from this report that OD and HR's main priority is to attract staff and make them stay at least for a longer period of time since they are one of the most important assets of the company, what can just a HR manager and the General Manager just do by themselves without trained and quality staff. Like fashions in hairstyle and clothing, management ideas come and go. However, a consistent theme has prevailed for over twenty years: the most successful organizations make the most effective use of their people - their human resources (HRM Guide). It has been interpreted differently around the world but globalization has encouraged an increasing convergence. It is important for human resource professionals to be up to date on the latest trends in staffing, performance appraisals, compensation and benefits, training and development, employees and health and safety issues.