Strategic Human Resource Management and the process of Recruitment, Selection, and Retention

Abstract
Recruiting, selection, and retention are important functions of Human Resources, especially in a competitive healthcare environment. An important aspect of strategic human resource management is employee development. The recruitment process ideally begins with a job analysis and development of specific qualifications require of applicants. By selecting the best candidate for the position the organization will get quality performance from employees and the organization will have less of absenteeism and employee turnover.

Strategic Human Resources Management
Strategic human resources management (SHRM) refers to the comprehensive set of managerial activities and tasks related to developing and maintaining a qualified workforce. Healthcare executives do not want to hire the wrong person, to experience high turnover, to manage unmotivated employees, to be taken to court for discrimination actions or to be cited for unsafe practices. (Fried, B.J., & Fottler, M.D. 2008). Strategic human resource management requires thinking ahead, and planning ways for a company to better meet the needs of its employees, and for the employees to better meet the needs of the company. An important aspect of strategic human resource management is employee development. It’s important to provide coaching, educational opportunities, and training programs. Strategic human resources also mean developing strategies that will help motivate employees to greater productivity and even more output. (www.wisegeek.com) One of the ways that strategic human resources management is beneficial to an organization is the manner in which a properly implemented strategic human resources plan will help a company attain its goals. When a company sets goals or targets that it hopes to achieve, it is the employees who will perform the necessary duties geared toward the attainment of that goal. This is where the importance of strategic human resources in an organization can be seen, since the human resources department will identify the key areas in the company that require manpower. This department will also carry out the necessary steps toward the recruitment of the ideal candidates who cannot only fill the vacancies, but can also help the company achieve its vision and other long-term or short-term goals. (www.wisegeek.com)

Recruitment
Recruitment is one of the most important parts of human resource management; it’s a process an organization uses to attract qualified individuals on a timely basis, in sufficient numbers and with appropriate qualifications, to apply for jobs with the organization. The success of recruitment is dependent on many factors, including the attractiveness of the organization, the environment in which the organization is located, the work climate and culture of the organization, managerial and supervisory attitudes and behavior, workload, and many other job-related considerations (Fried, B.J., & Fottler, M.D. 2008). If recruitment process is not done effectively then there will be various problems for an organization long term. The recruitment process ideally begins with a job analysis and development of specific qualifications require of applicants. This is the first step in the recruitment and selection process but sometimes hiring additional employees is not the best method to obtain additional labor.
It may be practical for an organization to consider alternatives to recruiting such as outsourcing or contingent labor. If this is a temporary fluctuation in work volume, the simplest solution may be part-time labor or offering overtime to existing employees. Since the costs of recruitment and selection can be staggering, hiring new employees should occur only after careful consideration and only when the organization anticipates a long-term need for additional labor. Estimated cost to replace supervisory, technical and