HIRING AND RETAINING
Human resource in any organization and department is the asset that leads these sectors to success. The way local government approaches human resource requirements is different from the approach taken by private organizations. The traditional approaches that are used by local governments are not effective and require changes into newer approaches in which work schedule and benefits are created with the view of the employees. Job description and nature of the job determines whether the employees apply for the position or whether they are retained.
The jobs that attract employees should be interesting and challenging. This motivates the employees, but some jobs are repetitive in nature such as police jobs. The job opportunity should allow for continuous learning governed by excellent management. In addition, the use of technology is crucial since Internet drives many businesses, and use of technology improves communication. The workforce should also be diverse to enable flexible work environment. Furthermore, the job should be aligned with personal values to create a platform of using own judgment and initiative. Hence, to attract and retain employees requires the job and structure to entice the employees and stay motivated.
Apart from the job description, organizations and departments should include the environment that makes it easier for employees to apply for any available job opportunity and make the employees to feel they are required in the organization. Organizations have improved work environment and human resource departments through advertising the job description, qualification and other important information such as timeline to enable prospective employees make informed decisions. The candidates also receive response to applications and questions within the shortest time possible. Through the process, candidates feel appreciated and are motivated to continue working. Such processes are important because the departments are involved in the entire process because of a participative nature of the process.
The local government should change their employment strategies and processes. The local government should use website marketing to reach more people with talents rather than use of traditional strategies. The methodology of hiring should also be changed, and appropriate words should be used in the advertisement. For example, most qualified phrase should be edited to allow for flexibility. The talent aspect should incorporate hiring plan that includes quick turnaround. Some positions should not be left for long and frequent recruitments should be done anytime there is a vacancy. Career pathways should be provided to enable the employees to continue growing with clear expectations in employment growth and future of employment. This information is supposed to be accessible easily to the prospective applicants.
Local governments offer diverse services and products, and strategic workforce planning is crucial for success of these requirements. The planning should involve activities such as talent readiness assessment and mentoring opportunities. The mentoring program involves the use of top management to meet with the lower levels employees and be allowed to exchange views and ideas. Internships for prospective employees allow the employees to understand how local governments work and the available opportunities.
Motivation is also important in local government. Employees should motivated through programs such as preventative healthcare, vacation leave, opportunities for career growth within local government, value-based ethics programs and employee self-service. Motivation involves professional competency through inclusion of diversity and culture that shapes the way an organization operates.
In conclusion, hiring and retaining employees is integral to the success of any department. Local government should employ private sector approach in hiring and retaining employees. Other components include effective job description, modern approach to doing things, utilization of technology and motivation. These strategies help local government to have a strong human resource force that can serve public requirements.
