HR Policies and Processes Must Facilitate Effective Executive Recruitment
Organizations cannot continue to ignore the importance of effective executive recruitment for HR functions so that HR can effectively respond to changing business goals in the face of rapid and sometimes unpredictable economic change. Every organization need to ensure that statement to this effect is included in recruitment policies and every related organizational matter.
What or who is an executive?
One of the definition of an executive is a "Person or group appointed and given the responsibility to manage the affairs of an organization and the authority to make decisions within specified boundaries."
Others define 'an executive' as:
An employee who has the power to put policies, plans, actions, and laws into effect
A person in senior management such as a managing director or chief executive officer
HR Executives may include the following positions.
HR Director. This is the most senior of HR executive positions. This person sits in the Board.
Not every organization has an HR Director. Only large organizations usually have HR Directors.
The majority of organizations, whether public or private, have this position. Some non-profit organizations may most probably have HR Managers. HR Director is a senior HR executive position appointed in the normal course of executive recruitment or executive promotion exercises.
Most organizations have HR Administrators whose main role is mostly administrative in nature. HR Administrators normally report to HR Managers.
Other HR Executive Positions
HR Generalist who may report to the HR Manager or the occasionally to the HR Director.
Recruitment Manager who reports either to an HR Director or HR Manager. You may not find such positions in small organizations.
Compensation and Benefits Manager who reports to the most senior HR positions. Not many organizations have positions for Compensation and Benefits Managers.
Learning and Development Manager
This role of this position may grow in importance as organizations become more and more "knowledge organizations" placing much emphasis on training that enhance employees' skills and competence.
In some organizations, the role of a Learning and Development Manager is taken care of by a Training Manager.
HR Business Partner
An HR Business Partner position is becoming more important as more and more organizations realize the importance of linking the HR functions to the achievement of their business goals.
Organizations in western or developed countries may have this position.
This position reports to the Group HR Manager or Group HR Director.
Some other positions to consider in an executive recruitment plan
These include HR Specialist respectively handling recruitment, performance, compensation, training and wellness programs. These positions report respectively to the Manager In-Charge otherwise to the Human Resource Manager.
Comparative Importance of HR Executive Positions
It goes without saying that an HR Executive Director is at the top of the list of HR executive positions. This means that the salary for this position is much more than that
for the other positions.
The salary size depends on the organization concerned and type of industry, and varies from country to country. It follows that executive recruitment policies need to address the comparative importance of this position.
The next most important HR executive is the HR Manager with commensurate salary.
However, in certain industries the position of Compensation and Benefits Manager is considered more important than that of an HR Manager to the business needs of organizations within such industries, for example manufacturing, sales, and professional services.
However, the level of compensation may still vary from organization to organization even within the same industry.
The salary level of a Recruitment Manager and a Learning and Development Manager is fairly high followed by the rest.
HR Trend and Strategy Formulation
Strategy formulation in HR in general and with regard to executive recruitment in particular is in line with the HR trend in attracting and selecting the right people right from the beginning.
Check out the types of HR executive positions you now have and determine whether you need to recruit more capable people for HR executive positions. Compete for talents.
Doing this may enable your organization to compete better against other organizations.