Tuesday, January 15, 2019

Employee Recruitment and Retention on the Plumbing and Heating Industry Essay

The bureau in which companies recruit and retain their employees is considered as a competitive weapon. non until recently that firms are becoming serious on the act of enlisting as the Bureau of Labor statistics estimates that jobs testament grow faster at a rate that is not proportional with the comminute get, hence forcing the said(prenominal) to appeal to various groups much(prenominal)(prenominal)(prenominal) as omen and minorities. As such not only enlisting is very vital but excessively retaining employees (Denton, 1992, p. 14).According to Frank Doyle, the senior vice president of corporate dealing at General Electric For U. S. corporations, tomorrows competitive difference of opinion ordain be won or lost on the skill of their ability to build and retain a skilled work force (Richman 1990, 76 as cited from Denton, 1992, p. 14). General Electric believes that labor shortage does not significantly matter if companies screw which people to hire and to retain. For instance, companies such as Merck & Co. often times target certain universities or campuses that blow over a more detailed specialization on certain noesis and skills that are very vital to their business.The Plumbing and Heating Industry The plumb and heating industry has been experiencing shortages as well on their workforce collectible to the difficulty of finding skilled pipe fitters and retaining them. It needs several numbers of historic period training on order to become a qualified plumber and heater and such overly requires a deep dedication for a lifelong learning wreak. Certain skills are similarly necessary to be a good plumber such as need a head for heights, the ability to work in cramped conditions and the stamina to have a go at it physic onlyy hard work day after day (The appoint of Plumbing and Heating Engineering, 2007).In addition with this, plumbers in addition need the give-and-take to solve complex equations. More importantly, they mus t(prenominal) have the expertise and flexibleness to install various systems and the power to comprehend the logic of various systems. They should in addition have the ability and initiative to solve a chore and a passion to know and apply various technologies on their work. Plumbers and heaters must also have a creative mind and a sound judgment, and last they should be professional and h nonpareilst (The Institute of Plumbing and Heating Engineering, 2007). Employee recruitment InterviewsIn order to find the right people, the process of discourseing and getting to know them not only through their answers but also through their affection contacts, body languages and the likes (Dibble, 1999). For instance, some companies like Merck often conduct a 30-minute interview in order to assess the qualifications of prospective employees. Hew sparet-Packard did it further by implementing a technique called behavioral interviewing that is developed by organizational psychologist Paul ballpark that would assess the future behavior of a prospective employee based on his or her past behaviors.In using this technique, interviewers can design employee questions that would free them to elicit behaviors that are closely related to the job that they are tincture for (Denton, 1999, p. 16). The process of behavioral interview often times identifies 21 skills that are very vital for certain jobs such as coping, decisiveness, assertiveness, tolerance of ambiguity, compose communication skills, creativity, commitment, team building, versatility, and leadership (Denton, 1999, p. 17).For the aforementioned skills there are alleviate eight job behaviors that are needed to be known such as how prospective employees deal with varied duties, deal with diverse groups, respond to others needs, be socially flexible, roll with the punches, understand individual differences, make others comfort adequate, endanger wide range of social behaviors ( More 1988, as cited from Denton, 1992, p. 17). Decentralized Hiring conventional recruitment approaches that focuses on interviewing prospective employees by a single soulfulness is no longer deemed as vital nowadays.For instance, the Springfield Remanufacturing Corporation (SRC) one of Americas most successful small companies still has their hiring process as a group activity. SRC adopts a non-traditional method of recruitment by having all of their applicants have five or six interviews with various individuals that he or she might be working with (Denton, 1992, p. 18). recruitment through composition The news report of the union is also one of the leading factors in which passing knowledgeable and skilled employees bequeath desire to work for the aforementioned.For instance SRC accepted more than 2,500 applications for a small attach to that only employs 300 people. It could also be noted that the company only pays $6 or $7 per hour, yet applicants are still flocking to them. One significant reason for this is its reputation for beingness one of the best places to work. One of the ways of doing such is the energy of a company to manage the diversity of their workforce (Denton, 1992, p. 19). The shortages in monetary value of prospective employees is a growing concern among companies that is why there is a need to focus more on recruiting minorities and women.However, in order for a company to have a wide application pool, such must first establish to have a good reputation of being able to effectively manage organizational diversity (Denton, 1992, p. 20). Aggressive recruitment for Entry-Level Workers One of the best ways to tap to a good employee imagery is through recruiting entry-level workers through implementing various architectural plans such as Adopt-a-School or Join-A-School. These programs accept companies and organizations to establish partnerships between business and schools which may involve elementary school, vocational school or even a university (Denton, 1 992, p. 5).The main value of such programs is the establishment of closer dealingships between schools and in a macro perspective, creating develop understanding businesses and industry. More importantly, partnerships such as like these, would allow companies to good recruit personnels that can improve the companys image that could encourage the prospective applicants to view your companys business as a career, hence a better chance of creating a wide labor pool (Denton, 1992, p. 26). Employee RetentionIf finding good people is hard, so as looking for ways to make them run. One of the companies that have displayed such an estimable trait is national speak, wherein they have emphasized the importance of retention, recruitment and employee relations (Dibble, 1999). If a particular company is very careful in name of recruiting, there is also a relatively better match of guardianship them. One best way of doing such is the company centralizing all of its recruitment centers (D enton, p. 47).After which, they provide immense value on set their people first on their list. Good employee relations for Federal Express involve deeds that impress employees and improve relations (Denton, p. 48). According to Fred Smith, chief operating officer of Federal Express, I think a lot of companies talk near how their employees are their most important asset, but where you can really posit whether it is very important or not is how much their senior counsel spends on the issues ( Trunick 1989, 19 as cited from Denton, 1992, p. 48).Through implementing the philosophy of people, service, Profits the company makes their people feel that they are indeed needed in the organization. They let them answer several basic questions such as What is judge of me, and what do you want me to do? (p. 48). These questions are answered by having all of their employees attend all-embracing orientation programs wherein the Federal Express values are discussed Incentives Career emanati on is not the only incentive that will make people stay within the organization.For instance the use of awards program that is designed to reinforce a particular desired behavior such as superior lumber of work and customer centricity played a lot in term of motivating employees to stay (p. 49). One very good example of this is Federal Express Bravo Zulu Voucher Program wherein employees who displayed admirable work exploit such as going beyond what is expected of them are able to give birth cash or non cash rewards. Also, their Suggestion Awards Program allow employees to participate in the wariness process by sharing their ideas that will enable the company to improve its operations.Any idea implemented that will lower costs, increase productivity, revenues or promote safer working conditions will receive recognition and $100 to $25,000 worth of cash (p. 49). dialogues Open Communication among employees is also vital to solve a problem. The internal employee response program allows employees to find answers to situations that they perceived as something that is disagreeable, controversial or is contrary to existing policies. If employees express negative concerns roughly their work or with the management, the latter is expected to respond within 14 days.These concerns are assured to be forwarded to the chief executive officer (p. 50). Appeals Board The Appeals Board is a venue wherein decisions among complaints could be given and also disciplines could be implemented. However, it is very important that when keeping such a quality of venue for resolution of organizational conflicts, the organization must have the capability to streamline its process to make the time alloted for every case reasonable enough (Denton, 1999, p. 52). Survey, Feedback, Action (SFA)An annual survey of employee berths is also important for the company to measure its employee opinions and to make changes that could hopefully change not so genial employee attitudes to the company (Dibble, 1999). This assures that the management will see clearly what its team feels about the organization. In addition such allows a fair gauge of attitude and anonymity among employees (Denton, 1999, p. 52). Education and Trainings Continued learning is a venue wherein employees themselves would feel that they are indeed valued by the company.As such it us also very relevant as well that the organization will invest on trainings or even scholarships to employees who wanted to continue their procreation (Logue, Yates and Greider, 2001, p. 46-47). Conclusion The Plumbing and Heating Industry has been experiencing a significant reject in terms of its workforce. Hence in order to solve this problem the industry must be able to adopt effective recruitment and employee retention practices that were formulated in theory and practice of various management scholars and organizations.For the purpose of this query, in order to have an effective recruitment process, the research has emphasized the importance of Interviews, Decentralized Hiring, Recruitment through Reputation, and Aggressive Recruitment for Entry-Level Workers. On the other hand, in order to retain employees, companies must be able to focus on Incentives, Communications, Appeals Board, Survey, Feedback, Action (SFA), and Education and Training.

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