1. Why Employee Hiring & development is more important nowadays?

 

Today, the businesses are fast-moving. And a company's success depends on its employees. Employee hiring and development are not just 2 words in HR, and they should be Strategic recruitment and continuous employee development. Because they are major investments in productivity, flexibility & long-term growth. 

In theoretical perspective, below are the traditional and newer models of hiring and selection,
1. Past experience
2. One-on-one interviews
3. Selection Paradigm
4. Task oriented matching
5.Competency
6. Cultural fit

According to the studies, below are the ways of hiring and development for the employees.

Strategic Hiring

This is a foundation to the success of a business

• Recruitment shapes the performance of an organization or a business and its a major impactful function in HR. Which means a quality recruitment is directly connected with long term outcomes of an organization. When a candidate recruits, HR should focus on both positives and negatives of that particular person and give more weight to make them more productive. And also methods should maintain to make them comfortable in facing interviews, activities and processes to understand their parts while gaining strength to get the job. (Mihaila, S. and Mura, I. 2022)
  
          According to below Figure 1.1 , it elaborates the process of recruitment. In the company's perspective and also from the candidates perspective there are several stages in a correct recruitment. And both sides should well maintained for a proper outcome.

Figure 1.1 - Recruitment Process

(Source: Developed by the authors in the database

Mihaila, S. and Mura, I. 2022)

• Employing an incorrect recruit wastes the time, effort, money and also the confidence. According to projections, typical costs of recruiting can reach several times of money per selection, and the in return the results may take months, perhaps years to take part. (Gregory, L. and Clark, D. 2019) 
        As showed in below figure 1.2, an interview rubric is an structured evaluation sheet that gives a better framework to assess candidates during an interview procedure. For correct recruitments, this type of specific criteria preferred.
  
  
  
  
  
  

Figure 1.2 - Interview rubric

(Source: Gregory, L. and Clark, D. 2019)

                       

 Employee Development

• A well-constructed training and development process of program increases many factors like efficiency, job fulfillment, enthusiasm, creativity & control while enhancing the organizational overall performance. (Vanitha, P. and Sankar Ganesh, R. (2024)
  
  
• Organizational performance also connected with the employee's development and it well explained by several researches. And the development means more than offer help to employees, and it should focus on both employee's side and organizations side. Below table 1 explains the taxonomy of employee development. while categorizing the employees and performances. (Jacobs, R. and Washington, C. 2003)
  
  

Table 1 : Taxonomy of employee development
(Source: Jacobs, R. and Washington, C. 2003)

No	Category	Description
1	Novice	A person that new to the work and with less experience. Skill is not enough to perform independently.
2	Specialist	Can handle work in an independent way, but still require guidance and support to work on complex work.
3	Experienced Specialist	A person with skill and confident for particular tasks with repeatability and practice.
4	Expert	Can handle any work including routine and complex tasks. Also can exceed expectations while having deep knowledge. Can trust to handle any work.
5	Master	Top of the experts and using standards for tasks and respects by anyone  and all in the industry.

According to the theories and real-world situations, there are many importance in the industry for hiring and development. Because that ensures the development of a company in a positive manner.

Nowadays, with digital presence, recruiting the correct-fit and empower/enhance them by development is more important than never before. These methods impacts in gained performance, reduced costs, developed engagements and long term resilience. As we discover how the Artificial Intelligence (AI) improves these capabilities, the term 'why' is the first step for 'equipped-for-future' HR strategy.

References:

1. Mihaila, S. and Mura, I. (2022). THE IMPORTANCE OF RECRUITMENT IN THE DEVELOPMENT OF HUMAN RESOURCES STRATEGY AND PLANNING. European Journal of Accounting, Finance & Business, 10(1). doi:https://doi.org/10.4316/ejafb.2022.1017.

2. Gregory, L. and Clark, D. (2019). Making a Good Hire. Seminars in Hearing, [online] 40(03), pp.220–231. doi:https://doi.org/10.1055/s-0039-1693446.

‌3. Vanitha, P. and Sankar Ganesh, R. (2024) “Impact of Employee Training and Development on Organizational Performance”, Shanlax International Journal of Management, 11(4), pp. 51-54. doi: 10.34293/management.v11i4.7470.

4. Jacobs, R. and Washington, C. (2003). Employee development and organizational performance: a review of literature and directions for future research. Human Resource Development International, [online] 6(3), pp.343–354. doi:https://doi.org/10.1080/13678860110096211.