College recruitment is a strong recruitment method that provides means to hire personnel with the proper education. The problem with this method is that personnel often lacks experience which requires some form of internship or training period. For a human resource manager, this might be a good selection process if there is time to groom and train the potential worker. This process would provide an experienced and properly trained worker but it would also increase the cost of recruitment and training.
Another recruitment strategy is internal hiring which involves choosing an existing employee to move into the management position. This can be beneficial for several reasons. An existing employee would already be familiar with the nuances of the company and would not have an extensive training time. However, this type of recruitment can also be problematic if the company is suffering from issues such as negative culture. Recruiting from within the existing pool of workers may create issues such as maintaining the status quo and could create conflicts of interest. For example, if a person is promoted to a manager, he or she will need to have access to more personal data with employees and this can be problematic with working with the same individuals that he or she was once their peer.
Another method of recruiting a manager is to use a professional recruiter. This method is beneficial because it allows the company to continue working and has an objective party perform the selection process in so far as the choosing of a qualified candidate but this method is also expensive. There is also an issue that the recruit will not fit the company profile and this can be costly if the person is not carefully selected.
Retention is also determined by benefits and other perks that can be offered. Companies that have strong benefits packages and professional development programs can retain employees more effectively than companies lacking these options.
Technology has been a large factor in the change in HR. Today, many of the functions of HR have been automated such as benefits and payroll management. This has allowed the field of HR to evolve into a more strategic role because it can now concentrate on HR functions such as retention and performance strategies which ultimately improve the organization. Despite this change, there are still many companies that still do not utilize HR to its full capacity. There is also the problem that small companies cannot affords HR departments and managers must still perform many of these functions.
I think SWOT is useful but I also think it can be prone to bias. When managers utilize SWOT they must identify the different elements and I am not sure that this process is always objective when dealing with strengths and weaknesses. For example, I worked at a company that really thought it was great at quality of service but in reality the company was terrible. Saying that you are not good at something sort of cuts against the grain of being a manager because you have to admit something is not being managed properly or that there is a problem in your organization. I think this is an issue with SWOT that often goes unnoticed because it is difficult for managers to assess their operations in a ruthlessly honest manner.