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Organizations benefit economically in a way that they save fifty percent of the performance incentives when employees share duties and do not hold full-time status (Flexible staffing Options). Moreover, the over time charges are also occasionally applicable and “employee satisfaction and productivity is often increased because the job structure has provided the hours needed to meet personal concerns and he/she generally has the energy and motivation to produce more in less time” (Flexible staffing Options).

However, there are several jobs that cannot have a dual nature and therefore cannot simply be shared among employees. Furthermore, the “paperwork” increases to almost double when more employees are working on the similar tasks. “Job sharers would need to have similar organizational styles, be able to communicate effectively and efficiently, and work together well and if one job sharer resigns, it can sometimes be difficult to recruit another person in a timely manner to share the position” (Flexible staffing Options).

Conclusion

Hence from the above discussion, it is evident that human resource management is a vast field with a wide scope and offers a rich array of sub fields regarding personnel management as the weekly summary suggests.

Success of the recruitment plan can be gauged with the aid of constant review and weekly or bi- monthly or monthly and quite often annual evaluation of the recruitment plan. Thorough scrutiny can reveal the weaknesses and strengths of the recruitment plan thereby revealing the success factor of the recruiting and staffing strategies. The performance of the recruiters both the recently hired employees and the previously more trained employees can be used as one of the most obvious, pragmatic, clear and expedient metric to evaluate the success of the recruitment plan. Sound and professionally efficient performance of the recruiters will imply that the recruitment plan is successful. Lethargic and upsetting performance by the recruiters that might disturb the organizational equilibrium and serve as the obstacle in the path of the organization's success can be used as the evaluation tool for the success of the recruitment plan. Moreover, review of the recruitment plan in terms of the guidelines given by various consulting firms and other organizations can also help in gauging the success of the recruitment plan.

The best way to handle a candidate's competing job offer is to exactly know the requirements or simply put the demands of the candidate. If money is the motivator or professional prestige in terms of the designation or a fancy title is what the candidate is looking for, simply hit the point and provide him with better incentives, bonuses or an attractive package which he finds far better than the opposing firm. Moreover, look for the weaknesses of the competing firm and try to focus on your strengths and bargain accord本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。