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Employee Development and Retention. HRM 565: Human Resource Management
University of Phoenix One of the most challenging issues in ...
... organization does not address issues of employee satisfaction and retention or if ...
many organizations, this has come in the form of employee development programs ...
... Manager involved in the hiring process are concern on employee development
and retention of top performance employees. Excellent ...
... made in emotional intelligence, and its use to foster company growth and retention. ...
Developing talent: two companies tackle vital employee development in very ...
... job fit is an important component in employee retention. ... a management and organizational
development company based in Madison, WI, creates employee surveys to ...
Submitted by djd1965 on October 28, 2007
Category: Business
Words: 1299 | Pages: 6
Views: 211
Popularity Rank: 57,578
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HRM 565: Human Resource Management
University of Phoenix
One of the most challenging issues in running a successful human resources operation within the airline industry, or any industry for that matter, is hiring qualified individuals who are capable of contributing to the industry for an extended period of time. Said differently, the main challenges in human resources are recruitment, production and retention. In terms of recruitment, the human resources manager must be able to both go after and hire only the most qualified and capable individuals. In terms of production, the human resources manager must have a plan that successfully trains the hired individual in becoming a productive member of the employment team. Finally, retention requires the human resources manager to create a work environment that encourages the hired, productive employee to continue to be productive within the industry. The answer to succeeding at these three roles is both specialized pre-employment screening.
To understand how pre-employment screening needs to work in today's information age, one actually must turn towards the findings and work of several notable economists and the concept of asymmetric information and job market signaling as they apply to the human resources world.
Economist George Akerlof, Michael Spence and Joseph Stiglitz all received the Nobel Prize in Economics in 2001 for their joint research in asymmetric information. Asymmetric information is what occurs when the seller knows more about a product than the buyer. Although all three of these economist's work is technically economic in nature, their ideas and philosophies are applicable to the field of Human Resources. Thus, it is important to read their articles through a human resources outlook.
In The Market for Lemons: Quality Uncertainty and the Market Mechanism, author George Akerlof discusses the situation that occurs when asymmetrical information...
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