Implementation of a New Hr Position

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Implementation of the position

The decision made on the position to be added executed in this stage. Many organizations do the gap analysis but forgets to implement therefore leaving the work incomplete. This process of implementing a new position is tiresome and expensive since there will be the need for advertisement and interview. Implementation of HR position is a gradual process whereby adding one position at a time to allow the employees working in the organization at the moment to grow to new ideas. Implementing of new positions considers job descriptions matching the expectations of the organization regarding the necessary skills and qualifications. Additionally, training programs are determined to prepare the employees for their roles in an organized manner. The position in question should be focused to bring success in the organization and not bring up losses that may be due to a lot of training that the organization should incur (Miles, & Snow, 2004).

Evaluate the success in the position

The results of the implementation process are assessed by ensuring that the employee that occupied the position was the best choice. The evaluation will be specific on the aspect being determined. If it is the qualification, the evaluation will concentrate on whether required qualifications were met. Evaluation is constantly done to come up with the consistency of the employee (Gomez-Mejia, Balkin & Cardy, 2005).

In conclusion, implementing a new HR position involves a long process since the organization should have a clear definition on which position need to be added or replaced. Assessing the current HR helps the organization to identify the position required, practices that need to be improved and the qualifications and abilities that will fit the position.

References

Ferris, G. R., Hochwarter, W. A., Buckley, M. R., Harrell-Cook, G., & Frink, D. D. (2009). HRs management: Some new directions. Journal of management, 25(3), 385-415.

Gomez-Mejia, L. R., Balkin, D. B., & Cardy, R. L. (2005). Managing HRs.

Miles, R. E., & Snow, C. C. (2004). Designing strategic HRs systems. Organizational dynamics, 13(1), 36-52.

Raymond A. Noe, J. R. (2017). Human Resourc Management. In J. R. Raymond A. Noe, Human Resourc Management (p. 184). New York: McGraw-Hill Education.