How HR managers can assist CEOs in hiring right persons for right positions?

The business environment is constantly changing as organizations are increasingly participating in global markets. Hypercompetition has become the norm. Organizations can design, copy, or update products and services easier with more adaptability then ever today. Organizations compete globally but must think locally if they expect to exceed. These new and improved globalized markets place demands on the roles of HR managers in organizations operating in this modern environment. The emergence of global business environments drives companies to become world-class. There are many studies that focus on the organizational and managerial factors that drive organizational competitiveness. Effective HR management is one such area that plays a critical role and is a strategic prerequisite for business success in today’s knowledge-based economy. HR managers can in fact play a crucial role in enabling organizations to hire right persons in right positions, which can potentially build effective organizations and create and implement innovations timely as organizations operate and compete in global markets.

This article raises a vital question as to how HR managers can successfully contribute to CEOs to hire right persons for right positions in order to create an effective learning workplace within organizations. I have highlighted the potential consequences of applying effective HR policies, and explained how HR managers can act as catalysts to cultivate an effective culture, which contributes to the effectiveness of hiring process at the organizational level. It follows that cultivating an effective hiring process requires applying effective HR policies within organisations.

In light of the increased pressures of the global workplace that inspires CEOs to exert effective change at the organisational level, scholars point out the vital importance of HR managers in influencing culture to have access to higher degrees of collaboration within organisations. In fact, HR managers can assist CEOs in developing collaboration between managers and employees. Coaching and training from HR department can in fact play a critical role in improving managers’ and employees’ interpersonal/social skills. Herein, HR managers can build an effective collaborative culture through developing collaboration, which highly affects hiring process through recruiting persons who are trustworthy team players. Therefore, HR mangers play a critical role in hiring process and fundamentally affect the way recruitment functions run.

Building on prior research that has indicated organisational culture is a major factor for organisational learning, this article also reinforces these arguments, and supports the positive impact of culture on organisational learning. Subsequently I suggest that organisational culture constitutes the basics of a supportive workplace to develop organisational learning. I also suggest channelling organizational learning efforts into employing a supportive organisational culture within organisations. In here, HR managers can play a crucial role in developing the culture of trust, which in turn facilitates learning and knowledge transference around the company. HR managers are those managers who can effectively organise seminars and conferences that create a learning workplace to disseminate knowledge within organisations. Herein, HR managers can in fact use effective HR policies to develop a learning culture that affects hiring process through deeply assessing and identifying the required competencies for positions that resolves the predicament of selecting and training new staff and reduces employee turnover within companies.  Therefore, HR managers can assist CEOs in developing an effective learning culture for facilitating hiring process within companies.

In conclusion, I found that there where some matches between the effectiveness of hiring process and those policies which have already been implemented by HR managers.