Thursday, February 10, 2011
HOW TO DEAL WITH NEW RECRUITES
Manpower is a necessity of every company or organization. There might be a good financial capital, assets, buildings, target market, transportation and wonderful idea but without people who will actually do the job, manage, analyze, apply and produce, all the fixed assets and good idea will be put into waste.
Manpower is a term used to describe the people who make up the workforce of an organization, although it is also applied in labor economics to, for example, business sectors or even whole nations. Human resources, manpower, labor workforce are also the names of the function within an organization charged with the overall responsibility for implementing strategies, actual work, applications and policies relating to the management of individuals.
That is why manpower is the most important asset of the organization and without the manpower, there gonna be no organization. One thing that must be consider also is the skills per individual, what exactly his line of work or best suited to their ability, capability and specialization. If the individual spent years in one company, the job is like a routine, know and trained well, advantage are zero wastage, just in time delivery, No backjobs, no reworks, with quality and a happy and satisfied manager. Every individual has different attitude and characteristics. Given the integrity, honesty and empowerment to an individual, the company with its objective for instance for bigger profit, global expansion and satisfaction for clients can easily achieve.
So what will happen if there are new recruites? Can they follow the vision, mission and objective of the organization at instant? Can he produce good quality of output for the satisfaction of the upper management and end-user? This is where the patience, training and temporary contracts comes in. To check if the new labor recruites are the best of the best and suitable to its position. For the management, it's a new character, the new recruit must also consider of getting to know everyone, the policies and most of all his manager.
Additional work lies for telling to the new recruites over and over again the same thing about how to start, functions, how to deal with, applications and norms. That's the disadvantage of turnovers specially if dealing to construction industry. For every building or residential construction, turnover of labor force is usual but could give either an advantage or disadvantage for both sides. For instace, a new concrete mason will check again the complete area, the team lead will give him again a new instruction, explain the policies, asked him again about the mixture, ratio and proportion and all the smallest details that need to be consider. Because everyone have different qualifications, educational levels, background, way of living and attitude, dealing with the new recruites needs patience.
Different industries have different strategies and techniques. Big organization have their own standard policies like the Japanese Firm in the Philippines. They tend to be more strict, using classical method of management or traditional method. For small and medium management, usually the policies are changing from time to time depends on the person and use a father and son like method. A big organization usually compose of more than two thousand and up employees while a small and medium organization usually with one hundred employees where each and everyone knows everyone by name unlike the large scale management that have different divisions like maintenance, technical, administration, human resorces and team members which is very hard for everyone to know everyone.
It is hard to have a permanent job these days, looking for the perfect one is harder. It is the same thing as looking for the new recruites. Some companies even pay a referral fee to someone who could give them an employee that is suitable to their need and qualifications. In the Philippines, the population is more or less 93 million this 2011, investors are not coming in with all the increase of petroleum, transportation fee, basic needs, energy cost and toll fees. Graduating students are coming, what future does our government could offer to them? Some politicians even said that the philippines has a big demography thas why the Philippines is not overpopulated. Demography is not the question but the ownership. Some land area in this country are forest, dull, and owned by the big corporations or rich family, they are the minorities. While the majority of the population which are poor and still dont even can afford to pay a row house under the National Housing Authority, poor became poorer and the population that the philippines have, the 93 million of them doesn't have an equal distribution of land and jobs.
If the working capable population is more than the actual work the philippines, it is not balance, the tendency of poverty measurement will go up, children will be born with parents who are jobless, the kids born with jobless parents will be uneducated, might be the problem of the community and might have the lowest job possible like helper, housekeeper, construction labor and might be working in a junkyard with salary per day just equal to one slice of cheesecake in one popular coffeeshop. how does it related to the new recruites? the background of every individual.
Posted by Engr. Grace Bondad Nicolas at 10:36 AM