What is Human Capital Management 

Human Capital Management is the development of all labor related issues that impact a firm’s strategic and operational objectives, including: the employment of people; the development of resources; and the utilization, maintenance, and compensation of their services aligned with the job and organizational requirements.

Today, the human capital management discipline is more critical than perhaps ever before. Adequately managing every facet of talent and labor requires a detailed examination of all segments of the workforce against every area of operational detail.

Important insight offered in Berman et al. (2010) and Selden (2009):

As a government employee for the past 13 years, I recognize the need to incorporate and improve human capital management in government organizations.  Selden defines human capital management in her book titled Human Capital: Tools and Strategies for the Public Sector as an essential component of any public management system.  Human capital management refers to the systems, policies, procedures, and practices of managing human capital within public organizations, whether merit or non-merit systems, civil or non-civil service (Selden, 2009).  For purposes of this blog, I will concentrate on the recruitment aspect of government employees.  Currently government recruitment is not up to par with the private sector.  Government recruitment is very structured and old fashioned.  Selden encourages public organizations to improve and engage in strategic management by implementing performance metrics that will enable them to monitor identify, and diagnose human capital opportunities and challenges.  The recruiting and hiring process in government organizations can be both lengthy and stressful.

My personal recruitment experience in the public sector has not been strategic and prompt.  I recently transferred to the Miami office at the Florida Department of Transportation, District Six from Tampa, Florida.  Although I am considered a veteran at the Department I underwent an extremely lengthy and frustrating recruitment process.  It took District Six approximately 3 months before I was called in for an interview.  The interview process at the Department is very cut and dry.  For instance, there is a series of questions (usually 7-13 questions).  The interview panel typically consists of four supervisors/managers and they each take turns at asking the same questions to all interviewees.  An opportunity is given at the end of the interview to expand on your expertise or to state anything that will assist you in selling yourself.  After attending the interview, I waited 4 months before I received the Department’s offer letter.  I believe the recruitment process takes too long and sometimes causes the Department to miss out on essential candidates.  I have seen many instances where vital candidates are selected for a position yet; the waiting process is so long that they decided to work elsewhere.  

The corporation of advanced computer systems is in demand for government organizations.  In Florida, currently the hiring source being utilized is “People First” where individuals are able to search for jobs per location, organization, title, etc.  A great feature within the People First system is that individuals have the ability to maintain a master application in file within the program.  However, it takes a very long time (approximately 3-4 months) before an applicant is contacted to attend an interview from the time of their application submission.  The application is reviewed by staff members to assure all knowledge, skills, and abilities are met.  The chain of inspection proceeds to many supervisors and managers before an applicant is ever contacted, hence, the need to make improvement to the selection process.

How can the recruiting method be improved?

Replacing the hiring system with a more effective and less time consuming process will be beneficial to public organizations.  Times are changing and people are depending on the internet including social media for recruitment.  The use of Facebook for job seekers has recently surfaced, broadening the social media attraction even more (see video below).  

Berman et al. discuss recruitment strategies in their book Human Resource Management in Public Service.  The encouragement of qualified candidates to apply is addressed in the following stages: 

1. Planning and approval of the position

2. Preparation of the position announcement 

3. Selection and use of specific strategies

Public organizations have come a long way in the recruitment process.  Current trends have facilitated some of the proceduralism involved within the hiring process; however, there is still need for improvement.  In Berman, the authors mention three initiatives the government has actively considered reforming:

1. Decentralization of staff activities

2. Simplify and invigorate intake functions

3. New staffing strategies (ex. on the spot hiring, fully online applications, and electronic applications)

Source: Berman et al, 2010, Selden, 2009

This is a useful recruitment strategy chart for employers to utilize.  Please reference and navigate through the important recruitment sites and notice the various trends companies are utilizing.

Social Media is becoming a huge component in the recruitment of jobs.  Many companies offer seminars to integrate the changes we are facing today.

The articles below should be incorporated into the course reading list for PAD 6417, because they show beneficial recruitment strategies.  As a Millennial, I am interested in social media recruitment strategies.  I’m constantly looking for new ways/things employers are seeking.

The FDA depicts challenges that many organizations are faced with.  Many companies are simply concerned with filling positions and they don’t take the time to fully prepare employees to perform their jobs efficiently.    The fact that Facebook now offers a social job app is an exciting and beneficial asset for recruiters.  Furthermore, offering job fairs virtually is an advancement opportunity for recruiters to take advantage of.

Identifying methods to improve the recruitment process in public organizations is a critical component.  The articles articulate new ways for employers to cast the best qualified employees within the public sector and identifies different methods to consider.  Social media is a huge new generational attraction that government employees should incorporate more during their recruitment process.  Shortening the recruitment process will be beneficial to the organization as a whole.

Recruiting and Staffing in the Public Sector

hr/unpan027173.pdfhttp://unpan1.un.org/intradoc/groups/public/documents/ipma-hr/unpan027173.pdf

This academic article offers recruitment guidelines for the public sector.  It also states the important role and challenges the human resource department has to embark.  Due to our current financial state, many employees working in the public sector are taking duties outside of their responsibilities without an increase in pay.  Therefore, it is important to implement an effective strategic plan.

The FDA’s Challenges May Sound All Too Familiar

http://www.ere.net/2012/11/20/the-fdas-challenges-may-sound-all-too-familiar/

This article provides suggestions on how the Food and Drug Administration can improve their recruitment process.  According to the article the company does not advertise nor promote what career opportunities they offer.  The FDA is lacking direction and guidance for new employees.  They seem to bombard new employees with massive paperwork and they don’t provide clarity of tasks and assignments.  In order for companies to retain good employees, they must take the time to prepare employees them for their positions.

First Online International Jobs Fair

http://siliconrepublic.com/careers/item/29875-first-online-international

Wow!!!! Times are definitely changing and career fairs are becoming essentially virtual.  This article states that a new website hosted its’ first Online International Jobs Fair from IrishJobs.ie, NIjobs.com and MyJobGroup.co.uk.  Recruiters are expanding their search through the web, which in my opinion is very smart and economical.  Individuals are able to browse various job opportunities by country, sector, or visit the virtual stands from different companies around the world. The site provides useful information for applicants to navigate through.  This recruiting strategy goes well with the changes in time since people are becoming a lot more dependent in technology.

Facebook and partners launch Social Jobs App

http://money.cnn.com/2012/11/14/technology/social/facebook-social-jobs-app/index.html

Facebook is launching into the job search site!!!!! They have created a social jobs application to facilitate users during job searches.  All other job search sites such as LinkedIn should be cautious, because Facebook may just take over.  Facebook is an extremely popular social media site many individuals use to connect with friends and family.  The social job app includes job listings from Monster, BranchOut, DirectEmployers Association, Work4Labs and Jobvite.  I believe the idea of Facebook expanding to include job searches is phenomenal.  This is definitely an efficient and great way to recruit new employees.  Many believe that social network will become a more important part of hiring in the near future.

Public Sector Struggling to Recruit

http://www.independent.co.uk/news/uk/home-news/public-sector-is-struggling-to-recruit-says-new-report-7868983.html

As noted in this article the public sector is struggling to recruit employees. Per the article, the public sector is three times more likely than private firms to report that its image is a problem in terms of attracting new recruits. It is a critical component to recruit experienced individuals nowadays, since the Veterans are slowly leaving the workforce as the Millennial's enter.

Unfortunately, the public sector faces challenges such as pay freezes and pension reforms which discourage individuals with the expertise to apply. Dave Prentis general secretary of Unison, commented: "It is hardly surprising that senior staff are shunning the public sector. With the latest research suggesting 880,000 public sector job cuts by 2017, why would people risk taking a job that might be the next victim of the Tories' cuts? Why would they accept years of having their pay frozen when they can get better pay and bonuses in the private sector?”

The following video caught my attention, because it shows how social media is becoming an effective recruitment strategy. Recruitment is one of Human Resources most important functions, because it states the core foundation of what a company is expecting from its employees.

In this video, the Facebook recruiters are encouraging creativity and uniqueness.  Some companies simply list what they are looking from candidates.  However, other companies clearly state that they are recruiting the best and brightest candidates.  The recruiters are engaging an open mind and searching for candidates with innovative and bold ideas.  Facebook encourages candidates to apply even if they don’t have a lot of experience.  They want to recruit individuals who connect various interests and make things happen. They also encourage teamwork and try to motivate individuals to learn new traits.  Perhaps the public sector should incorporate more social media when recruiting in order to attract the new working class.