Recruitment and the HR Department
Write about the Issues in Human Resource Management for Organizational Behavior.
The paper will evaluates critically on the six HRM issues, recruitment, retrenchment, equal employment opportunity, discrimination in aging workers, training and retention that creates a lot of problems for the managers of the firm. Furthermore, the paper will also provide the effects of this six issues over the management team. Moreover, some recommendations are also provided that will help the HRM to reduce their issues.
The HR department of an organization or business typically faces some issues while recruiting new employees. One of the major issue faced by the HR management is finding the right staff with the correct combination of skills, motivation, and personality often causes difficultly, and this mainly occurs when the pool of candidates is relatively large (Nikolaou, & Oostrom, 2015). The HR Management departments face difficulties with the recruitment personnel and also with the hiring manager. The person who is in charge of making the final decision and designing the job does not put insufficient efforts to find the right candidates for the post. The hiring manager picks a candidate by personal characteristics instead of a professional one and hence failed to use effective interview tactics. Due to this reason, the HR Management faces a problem in recruiting the right staff for the desired position. Hence, they failed to choose the qualified as well as right candidates for the job role. The HR Management always possesses problem in the quality of the candidates, particularly in the changing environment where increasing educational requirements, awareness of global economics as well as new technologies are in high demand.
Another major issue faces by the HR Management team regarding recruiting procedure is that the HR managers or professions often find themselves stuck when they are not receiving the correct resume from the candidates that they are looking for. Benefits, compensation as well as the working environment are all the major key factors possess in employee recruitment (Guerci, Montanari, Scapolan, & Epifanio, 2016). In any tough economy, many HR management teams decided to cut some benefits, and this makes them difficult to attract the best candidates. Thus when the benefits package is not excellent, then the employees will leave soon as they get a better opportunity or offer. Hence, this is considered one of the major issue faced by the HR management team of a business (Pawlik, & Neumann, 2015). Apart from this HR department are often face challenges of screening employees for loyalty, and hence they failed to determine whether an employee will do the job or leave it in the first year.
Retrenchment Issues Faced by the HR Management Team
One of the major issues of the HR Management team is retrenchment, and this issue causes a huge problem not only in the management team but also the employees are affected by this problem. The Human Resource Department is usually perform and manages all types of operation or function such as succession planning, performance appraisal, employee recruitment and selection and also other managing posts of the firm (Mahmood, 2015). If all this procedure is not working properly, then some economic difficulty occurs in the firm, and the management team faces issues on their working procedure. This retrenchment problem resulted in fiscal stress and due to the increase of cross-cutting measures the employees as well as the management team both faces problem in their working procedure.
Equal Employment Opportunity Law provides to avoid the discrimination in between the employees working in the firm, but the management team faces many challenges as they do not follow the law correctly (Hegewisch, & Brewster, 2017). According to the law, all employees should have to give the same respect, or in other words, the employees should be given the equal opportunity so that it influences them to work best for the firm. The HR management team does not maintain the law, and they do not give equal opportunity to every employee, and this causes a problem because the employee sometimes feels offended by their decisions and do not give their full effort on the work. Hence by this issue sometimes the production rate will also decrease by the firm, and they do not manufacture the products or goods as per the stipulated time.
The most complex issue of the HR manager is the discrimination in working with the aging population. The aged employee lack extensive work experience and they possess less knowledge of the new technologies, and this causes a delay in the workforce (Adams, Nyuur, Ellis, & Debrah, 2017). Hence the HR management team faces problem with this aged employees because of these employees the working process will delay and sometimes they can also damage their product. In other words, the aged employee does not build a strong team, and they cannot manufacture the product as per the management rule, and hence it gives rise to various issues to the management team (Stone & Stone, 2013). Besides this, aged people often face health problems, and this causes a monetary loss for the firm, and this also gives rise to the problem of the HR management team. Sometimes by this problem, the working procedure will also delay and for this discrimination between the potential and aged employees rises by the management of the firm.
Equal Employment Opportunity and Discrimination in Aging Workers
Training is an important function of the HR management, but they face problem while investing the development and training of the lower-level employees of their firm (Van Berkel, Ingold, McGurk, Boselie, & Bredgaard, 2017). The HR department mainly encounters a problem in implementing the training sessions due to lack of interest as well as management support, inappropriate programs, and an insufficient budget. Due to the lack of training, the employees do not complete their works as per the stipulated time, and this causes problem to the management team (Torchy, & Dany, 2017). Besides this, training enhances employees to complete their work on the time, but due to the lack of proper training they get demotivated thereby it causes the problem to the HR department of the firm.
Employees are often considered as the lifeblood of every organization and with the help of their skills as well as experience, the productivity of the business will increases (Ulfsdotter Eriksson, 2017). In the present day, one of the main challenges faces by the HR Management team is the employee retention. Employee retention, in other words, is a fine balancing act between firm remuneration, culture, and incentives but the HR management team faces many problems in providing the right retention for the employees. Hence this causes many issues in the firm, and in some situations, the employees may often leave the job after getting a better opportunity (Kakar, Raziq, & Khan, 2015).
Employees seek reasonable payment for their work, but the HR management team unable the right compensation packages such as salaries, retirement program as well as insurance and this is one of the reasons that the employees are not satisfied by the firm (Al-Emadi, Schwabenland, & Wei, 2015). Thus if the employees get better packages, then they can easily leave the job without any hesitation. According to the Herzberg’s Theory of employee retention, both motivation, as well as employee compensation, eventually, help the HR Management team to retain their employee in the business.
The theory states that employees or workers can be retained by maximizing the satisfaction and minimizing the dissatisfaction (Sareen, 2018). Satisfiers include the promotion, job, recognition, responsibility, and achievement while dissatisfiers include factors such as company policy, supervision, salary, company policy, relationships and working conditions. According to Herzberg, there are two types of employees working in an organization, one is known as satisfiers or motivators, and the other one is known as dissatisfiers. Motivators or satisfiers are those employees who always devoted to their works and gives their best in working, while dissatisfiers are those employees who always creates issues in the firm where they are working and always causes conflicts with the manager as well as with the team members also. Hence with this type of employees, the HR Manager faces problem in the firm (Stone, & Deadrick, 2015).
Training and Its Importance in HRM
Conclusions
The paper concludes that the issues of the HR department mainly occurs due to lack of proper strategy and it does not only faces problems to the management team, but the employee also faces problems by these issues. Furthermore, the paper also concludes that the issues mainly occur because proper benefits, compensation, training, and wages are not provided to the workers, and hence this sometimes leads them to leave the job. Hence, at last, it can be said that the all the six HRM issues cause a huge effect on the business procedure of the company.
For reducing the HRM issues, some recommendations are given which are as follows:
- The HR departments should appoint a full time hiring the manager so that they can spend extra time to know about the candidates and hence this will help the HR team to select the right candidates for the position
- The HR management team should have to give a proper description of the company culture in their job descriptions so that only the candidates who have the capability of working in this condition will apply for the job and this helps them to choose the right candidates for the position
- Newly hired employees need to be able to assimilate into a team, and for this, the HR manager should have to offer proper training courses of these employees which help them to work in a team rather than individually
- For reducing the retrenchment issues, the HR department of any firm should reduce the cost-cutting measures and also decrease the budget of the operating process. with this strategy, the management team can easily reduce the retrenchment issues of their firm
- The HR department should enhance the employees of the firm and give them the equal opportunity and allow them to provide their thoughts over a procedure. By this process, they can easily grab the trust of the employee, and hence it helps them to follow the law as well as it decreases the issues of the management team
- For diminishing the discrimination in the aging population, the HR management team should have to arrange training for this aged workers so that they can gain knowledge about the new technologies and give their best for the work
- Encouraging and motivating the employees to aspire their roles and responsibilities should be one of the retention strategies so that no employees will able to leave the job without proper informing their seniors thereby it decreases the HRM issues
Reference
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Van Berkel, R., Ingold, J., McGurk, P., Boselie, P., & Bredgaard, T. (2017). Editorial introduction: An introduction to employer engagement in the field of HRM. Blending social policy and HRM research in promoting vulnerable groups’ labour market participation. Human Resource Management Journal, 27(4), 503-513.
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