Human Resource Management In Business Organizations

Strategies for Accomplishing Business Goals and Objectives

Discuss about the Developments In Recruitment And Selection Research.

Human resource management is one of the most valuable assets for any of the business corporation and is also considered as the basic amenity or factor that will aid in the execution of operations and functions within the organizational structure (Boselie, Brewster and Paauwe, 2009). And hence managing, selecting and recruiting potential candidates for a smooth flow of operations.

It provides the information regarding strategies that has been planned by the organization to accomplish their desired goals and objectives. Stakeholders of an organization play a vital role in making effective decisions for the development of strategies (Cascio, 2018). Strategic plan involves the regular set of activities that are performed in an organization. These activities are analyzed and accordingly, strategies are developed. The main aim of a strategic plan is to overcome challenges that are faced by an organization such as by hiring efficient candidates, managing cost etc. This helps the most to the management of an organization. The employment of strategies is guided to be used effectively. An operational plan can be formulated using strategic plan.

This type of plan is implemented by the organization that keeps track of the each and every business activity performed in an organization. An operational plan is developed using preferences of a strategic plan (Chew and Sharma, 2005). Operational plans can be changed according to the requirements that need to be accomplished. The high-level executives are responsible for producing an operational plan. The activities like what, who, when, what and how much companies require to improve the performance level in an organization.

• What- the strategies and tasks that must be undertaken
• Who – the persons who have a responsibility of each of the strategies/tasks
• When- the timelines in which strategies/tasks must be completed(Derous and De Fruyt, 2016)
• How much – the number of financial resources provided to complete each strategy/task

• Managing responsibilities- this is one of the important business procedures to be followed by the recruiting manager (Dickmann, Brewster and Sparrow, 2016). It is essential to understand the requirement of candidates and to select the most efficient one.
• Interview expenses- HR department recruits candidates according to tests they perform. The candidates who are capable to perform those tests clarify the HR round. General expenses include the cost of refunds and other transactions. Travel expenses to move to different cities for hiring candidates is also included in interview expenses (Ekwoaba, Ikeije and Ufoma, 2015). Refreshments, accommodation are some of the interview expenses that need to be managed effectively.
• Employment policy- The policy statements allow HR department to know the subjective provisions that have been put up by the Government. Although, policies of Government and private sectors, the procedure is however same for each of these sectors.
• Pay and grading- these correspond to a salary that has been given to the employees and other staff members of an organization (Goldstein and Passmore, 2017).
• A process of grading review and appeal- this includes the description of a particular job role and the similar documentation required for the selected candidates. The review for final candidates is made by the high-level executives of an organization.

Employees are the great source to achieve success for the company (Guo, Rammal and Dowling, 2016). The recruitment policies are based on the selection of efficient candidates that companies need. The recruitment policies are also beneficial to attract the sufficient number of employees for a job role. This is a kind of approach that needs to be constructed in an appropriate way. The candidates will be judged according to the skills they have, their qualification, preferred location, salary and the job role. The job opportunity will be provided equally for all the candidates.

The senior managers of an organized state that HR policies are very important for employing the best suitable candidates for a job position. The development of HR policies is not profitable to the organizations because these help the organization to construct better working environment when hiring candidates. Losses are counted only when the expenses are made for interviews (Hjartardóttir and Lundeborg, 2017). The HR policies are important to have an effective communication between high-level executives to stand on a decision. To enhance the business operations and to provide training to the staff members. Senior managers develop a statement for proposed HR policy using a draft which is forwarded to other high-level executives of an organization. They contribute to the decision-making process to finalize the policy statement. Establishment of an HR policy is done by taking permission from legislative authorities.

Importance of HR Policies and Procedures

The trial of HR policies is made by the senior managers by making use of campaigns. Online campaigns and offline interviews on college campuses or in other industries. Social media is the largest platform to connect with different people worldwide. It is easy to check the online job applications and select them further for an interview (Kang and Shen, 2013). The supporting documents are drafts that have been submitted by the senior managers of an organization. These are the formal statement documents that comprise of the list of HR policies and procedures required to construct a strategic and an operational plan.

• Responsible for all the activities related to administration.
• Checking up on the daily basis
• Regular inspection of management on the floor (Kim and Ployhart, 2014)
• Making sure everything  is performing  as standards

• Responsible for training people at various intervals
• Making sure everyone is equipped with the necessary  knowledge

• All the activities related to promotional strategies
• Responsible for making sure that company’s product is properly marketed

• Responsible for proper utilization of finance and funds of the company

• Technical specialists
• A human capital management team

Hey, we have an opening for administration, finance, marketing, and finance manager and I think you should give it a try as you are suitable for the role and profile (Nasurdin, Ahmad and Tan, 2016). I will mail you the job description and all other specific detail makes sure you report on time.

I will provide them with suitable notes and process which has to be followed. The study material for conduction these activities properly so as to make sure that they are not biased while choosing a person. Taking a continuous and regular check upon the process and ongoing training.

1. Why do you want to join this role?
2. What do you know about profile?
3. What is your experience in same profile?
4. What is your long-term goal?
5. Why do you want to work with our company?
6. Why should we hire you?
7. What are your strengths and weaknesses?
8. What do you know about the technical aspect of this role?
9. What are your skills?
10. How are you unique among others?

1. Provide a proper answer or not?
2. Confident or not?
3. Suitable for the role?
4. Has similar experience?
5. Is disciplined?

Dear candidate,

We are very obliged to have you for the interview but as we assessed your profile and others we came to a conclusion that there are many other individuals who suit this profile more relevantly (Rudolph, Toomey and Baltes, 2017). We would like to move on to them as for now but you should keep in touch with more suitable openings for you in our company.

Thanks

HR team

Dear Candidate,

We are pleased to inform you that you are being selected for the position you have been interviewed for in the company. Kindly report to the organization with your graduation certificated and degree so as to proceed further with the process. We are very happy to have you on board. Please report at 9:00 a.m. in the premises of the company so as to discuss the salary and further formalities for the position.

Thanks

HR team

Staff induction policy is a policy of every of a company to make the new candidate aware of the company and its whole premises with operations. This is a process which is conducted when a new employee enters the organization. It is a necessary policy so as to make the candidate aware of the organization and its structure so that he/she does not have any kind of confusion in order to move and report its people.

• Introducing the new employee to all other employees
• Describing the operation of the company
• Taking on a round of the company to make aware of locations of all departments
• Making sure that new candidate has no problem
• Asking for doubts if there are any

Recruitment of Efficient Candidates for Job Roles

The people from various departments must be asked about the proficiency and effectiveness of the induction process. This will in return help to improvise the whole procedure as required. Any of the 2 employees might be asked for the procedure of induction who has taken the session so as to know here there are loopholes which can be improved further. So, it has been obtained that the process is good but it’s should go on for at least 2 days as it is very adjusting to explain everything to the employees in one day. This will help the new employees to retain a better amount of knowledge.

The procedure is being shifted from a one-day affair to a two-day affair is what is suggested. So, the people who are joining the company can retain more amount of knowledge about the company and its structure (Y?lmaz and Bulut, 2015). This suggestion is suitable and very appropriate for the people and will be implemented by dividing the divisional induction on the second day of orientation.

According to the changing trends in the business world, the need and demand for employees are also growing very vastly. So, recruitment of a huge number of people at the same point in time using traditional methods consumes extra time, efforts and more. In order to find a solution to this problem, the company can make use of various technologies in order to have best recruitment solution to save time, efforts and money. There are software’s for attracting applications, taking online interview; assessing the written test of candidate etc. these are very useful and vulnerable software which a company can even customize according to its demand. Hence, this will help the company to use less human efforts and the candidate for initial processes can be chosen through it further there could be some program to have face to face interviews so as to properly assess the person.

• Easy hire is helpful in the assessment of the candidate on the basis of the various online set of exams. This enables efficient screening of more candidates which results in time-saving, efforts as well as cost-effective.
• Blizz is used to have interactions at various places. Like from this the company can hire more people at a single point in time at various locations it is operating. This helps to save the cost of traveling to hire at various other location where the company is already operating.
• Wepow is a solution for easy to use an app on mobile for selection, recruitment and screening the candidate. This helps the company to get the best candidate according to requirements many companies are using it and it is providing them, suitable people.

Further the attendance machines, the software’s to judge the performance of the candidates etc. can be used for the company in order to make the HR policies more efficient and worthy which saves time, effort and money for the people. These are some specific technologies for the solution to the recruitment training and induction program for an organization.

References

Boselie, P., Brewster, C. and Paauwe, J. (2009) In search of balance-managing the dualities of HRM: an overview of the issues. Personnel Review, 38(5), 461-471.

Cascio, W. (2018) Managing human resources. US: McGraw-Hill Education.

Chew, I. K. H., and Sharma, B. (2005) The effects of culture and HRM practices on firm performance: Empirical evidence from Singapore. International Journal of Manpower, 26(6), 560-581.

Derous, E. and De Fruyt, F. (2016) Developments in Recruitment and Selection Research. International Journal of Selection and Assessment, 24(1), pp.1-3.

Dickmann, M., Brewster, C. and Sparrow, P. eds. (2016) International Human Resource Management: Contemporary HR Issues in Europe. New York: Routledge.

Ekwoaba, J. O., Ikeije, U. U., and Ufoma, N. (2015). The Impact of Recruitment and Selection Criteria on Organizational Performance.

Goldstein, H. and Passmore, J. (2017) The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention. US: John Wiley & Sons.

Guo, Y., Rammal, H. G., and Dowling, P. J. (2016). Global talent management and staffing in MNEs: An introduction to the edited volume of international business and management. In Global Talent Management and Staffing in MNEs (pp. xv-xxiv). Emerald Group Publishing Limited.

Hjartardóttir, F. H., and Lundeborg, L. (2017). Managing a Global Workforce: International Human Resource Management as a Strategic Tool.

Kang, H., and Shen, J. (2013). International recruitment and selection practices of South Korean multinationals in China. The International Journal of Human Resource Management, 24(17), 3325-3342.

Kim, Y., and Ployhart, R. E. (2014). The effects of staffing and training on firm productivity and profit growth before, during, and after the Great Recession. Journal of Applied Psychology, 99(3), 361.

McCarthy, J.M., Bauer, T.N., Truxillo, D.M., Anderson, N.R., Costa, A.C. and Ahmed, S.M. (2017) Applicant perspectives during selection: A review addressing “so what?,”“what’s new?,” and “where to next?”. Journal of Management, 43(6), pp.1693-1725.

Nasurdin, A. M., Ahmad, N. H., and Tan, C. L. (2016). The role of staffing and orientation practices in predicting service-oriented organisational citizenship behaviour. Asian Academy of Management Journal, 21(2).

Rudolph, C.W., Toomey, E.C. and Baltes, B.B. (2017) Considering age diversity in recruitment and selection: An expanded work lifespan view of age management. In The Palgrave Handbook of Age Diversity and Work (pp. 607-638). Palgrave Macmillan, London.

Y?lmaz, R. and Bulut, F.M. (2015) The Effect of Human Resources Management on Organisational Performance. Kwartalnik Naukowy Uczelni Vistula, (2 (44)), pp.5-13.

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