Industry and skill/characteristic
Schuler & Jackson (2000) developed a human resource management (HRM) strategy that involves formulating and implementing ideas and issues for managers to better conduct the recruitment process. The
References: Kleinman, L.S, 2007, ‘Human resource Management: A Managerial tool for competitive Advantage, New York, South –Western College Publishing…
In analyzing the concepts discussed in Human Resource Management, I have found an interesting mix of education and forethought into the role of a human resource manager. Many of the aspect of human resource management such as HR planning, recruitment and selection, as well as, human resources development and labor relations all play a significant role in the success of any organization. There are many benefits to the learning that has taken place in this course that has helped me better understand HRM and its roll that will shape not only my position in business now but for future positions in the years to come.…
The main domain of subject study is Strategic Human Resources Management and is mainly aimed to conceptualize the concept of Talent Management. The Talent Management refers to the process employed in order to anticipate human resources requirements to an organization at particular time and include strategy formulated in order to meet that requirements (Groysberg, 2006). The talent management process includes distributing the responsibilities and accountabilities from human resources department and personnel to all departments throughout an organization. The strategic importance of locating and retaining employees around the business world has recognized this as “War for Talent”. This field of management is also termed as the Human Capital Management.…
Human Resource Management (HRM) is the function within an organisation that focuses on recruitment of, management of, and providing direction for the people who work in the organisation. Human Resources are the people that work for an organisation, and HRM is concerned with how these people are managed. However, the term HRM has come to mean more than this because people are different from the other resources that are utilized in running of an organisation. People have thoughts and feelings, aspirations and needs. On the other hand HRM has thus come to refer to an approach, which takes into account…
Chyn & Kaliannan (2011) believe that “the function of human resource (HR) department in an organization has been evolving from personnel management to human resource management (HRM). Over time, the focus shifted from managing people to creating strategic contributions.”…
Human Resource Management (HRM) strategy is a set of elaborate and systematic plans of action. The company objectives and goals should be aligned with the objectives and goals of the individual sections, departments and/or divisions. In today’s perspective, functions that under HRM include staffing, creation of workplace policies, compensation and benefits, retention, training and development, and working with regulatory issues and worker protection.…
The HRM function today is concerned with much more than simple filing, house-keeping, and record keeping. When JHEM strategies are integrated within the organization, HRM plays a major role in clarifying the firm’s human resource problems and develops solution to them. It is oriented toward action, the individual, worldwide interdependence, and the future. The strategic and competitive advantage importance of HRM to the survival of man organization will became clearer as we move into the book.…
Developing a strategic plan for an organization despite its size requires the establishment of a standard. This standard should incorporate each potential employee’s skills, traits, and personality to ensure that it is a right fit for the employee, the company, and the future of the company. The company talent goals need to include a consistent set of tools, resources, and processes to manage their talent capabilities to develop expertise, diversification, innovation, experience, and technologically capable individuals to meet their demands. Their developmental concepts and performance requirements should be profound and permanent, focus on organizational capabilities and processes that are cross directional and interchangeable for easy and implementation at any of their locations.…
Human resources are very important in every business, so professionals in charge of recruitment should develop techniques and strategies that are non-discriminatory starting in the selection methods of personal recruitment. The recruitment policy should not discard socially responsible candidates for personal, family, or aesthetic appearance, but to assess and evaluate their skills, abilities and possibilities of developing well in the position they are applying. A company needs to ensure that discrimination and stereotyping plays no part in the recruitment and selection process. Diversity takes a wider and more positive outlook. A positive approach to…
References: Newman, E. (2009, March 29). Improving the Internal Recruiting Process: A Strategic Opportunity for HR. Retrieved from http://www.ere.net…
HRM is defined as the process of acquiring, training, appraising and compensating employees and attending to their labour relations, health and safety and fairness concerns (Storey, 2010). In the above definition the duties of HRM starts with acquisition of human resource and extends to successful maintenance and retention of them within the organisation. “Human resource management involves all management decisions and action that affect the nature of the relationship between the organization and its employees – its human resources”, Beer et al., (1984, p. 04). However, Personnel management is viewed as workforce centred and more effective in focus. Personnel managers perform organizational procedures in accordance with management’s requirements. They are also involved with recruitment and selection process. As it is mentioned by Torrington et al. (2002), the main…
The Strategic HRM Diagnostic Model (Stone, 2002:26) attempts to provide Human Resource Managers with an analytical framework designed to assist in the prediction and prevention of possible problems. The approach encourages HR managers to be pro-active, and to consider the nature of the internal and external environments before pursuing a particular course of action (Stone, 2002:25). The influences of the environments span all activities of Human Resource Management and this essay explores those that have significance for two HR activities in particular. The two of which are employee recruitment and employee selection.…
It is the intention of this paper to critically analyse the effects of Human Resource Management (HRM) intervention policies in the areas of recruitment, retention and career development of an organisation’s human resources. The nature and intention of the psychological contract which is of prime importance in the recruitment, retention and career development will be discussed. It will also be demonstrated that continued intervention and interaction of HRM will contribute to the effectiveness of the workforce and thus, to the efficiency and productivity of an organisation. Additionally, it will be shown that human resource is a complex and evolving entity, with changing aspirations and expectations and HRM has a vital role to play in matching the companies profile to the employees’ psyche and work ethos. Global Assessment Trends Report 2011 on Top Human Resource Priorities in Table 1 indicates that Succession Planning, External Recruiting and Hiring, Career Development and Internal Promotion/Placement round out the top five priorities. HRM policies of recruitment, retention and career development will be looked at in detail.…
Recruiting and selecting the right people is paramount to the success of the IPCC and its ability to retain a workforce of the highest quality. This Recruitment and Selection Procedure sets out how to ensure as far as possible, that the best people are recruited on merit and that the recruitment process is free from bias and discrimination. 1.1.1 Legal requirements Recruitment and selection procedures must comply with the IPCC’s Diversity Policy. This procedure incorporates compliance with the following legislation: • The Sex Discrimination Act 1975 • The Race Relations Act 1976, along with the Race Relations Act 1976 (Amendment) Regulations 2003 • The Disability Discrimination Act 1995 • The Employment Equality (Sexual Orientation) Regulations 2003 • The Employment Equality (Religion or Belief) Regulations 2003 Additional legislation that requires observance during the recruitment and selection process is: • The Asylum and Immigration Act 1996 • The Rehabilitation of Offenders Act 1974…
This essay argues that discrimination is a likely occurrence during the recruitment process. It will focus upon the various forms of discrimination faced and the issues relating to personality and perceptions resulting from the mainstream perspectives, stereotypes and ideologies held by Anglo-Saxon Australians. It will then examine the human resource practices and the selection process, highlighting the discrimination that occurs due to the unrealistic and unnecessarily high standards of recruitment criteria and specifications laid out by managers for candidates. Finally it will address the impact and influence that the managers values can have upon the recruitment criteria and the final selection made.…