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Hiring the “Right Fit”

The approach to developing manpower should include hiring a person who not only has the acquired skills necessary to perform the job but also is a good fit for the organization. Organizational fits are very challenging because the individual not only has to be qualified but they must be able to adapt and adopt the culture of the organization. Accepting organizational culture is critical, because it is often a determining factor in an employee remaining with the organization. Maintaining effective manpower is equally as important to recruiting right person for the job.

Employee Turnover Plan of Action

Employee turnover happens for various reasons and is inevitable in manpower development. Some of the causes are controllable factors, while many of them are hard to foresee. It is harder to identify or forecast the death of an employee or an illness that leaves an employee in an incapacitated state, because it can happen at any time. Developing a plan of action in manpower development that negates these factors can be difficult. Ensuring that the employee turnover does not impact the manpower in the out years of business is the biggest dilemma.

Training

Training can work in the favor of business in many aspects in respect to manpower development. Certain industries, such as the industrial industry, require an employee to train to learn how to do the function of a job. But other industries, such as government, may focus on people development. In either industry, making sure to invest in the development of people and making sure they feel that they are a value to the organization is viable to the future of an organization. Through training, leadership characteristics are strengthened in personnel, which attributes to the growth of manpower development through the focus on people.