Human Resource Management: Weaknesses in Recruitment and Selection Process and Importance of HR Planning

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author’s Note

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HUMAN RESOURCE MANAGEMENT
Table of Contents
Introduction......................................................................................................................................2
Discussion........................................................................................................................................2
1.1. Two major weaknesses in the recruitment and selection process and their consequences...2
1.2. Actions need to be taken to avoid the weaknesses...............................................................4
2. Human Resource Planning......................................................................................................4
Conclusion.......................................................................................................................................8

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HUMAN RESOURCE MANAGEMENT
Introduction
The chief purpose of human resource management is to maximize employee
performance. Beside this, the major concerns of HR includes focusing on the system and policies
of the organization along with managing the employees working there. Human resource
department supervises employee recruitment, performance appraisal, training, development, and
employee-benefit design of the company. HR also takes part in industrial relations and
organizational changes, which involves balancing the practices of the organization with needs
arising from governmental regulations and collective bargaining. This report consists of two
parts and the first part is comprises of two major weaknesses in the recruitment and selection
process and their consequences. This report also includes the necessary actions that should be
taken by the organizations in order to avoid issues associated with the weaknesses. The second
part of the report is consist of critical examination of the importance of Human Resource
planning along with two examples of changes occurred due to technological advancement and
their impact on the future of HR management.
Discussion
1.1. Two major weaknesses in the recruitment and selection process and their consequences
Recruitment is considered to be a human resource process through which a particular
organization seeks out candidates and select employees from the appearing candidates after
conducting interviews, in order to fill job vacancies (Armstrong and Taylor 2014). One of the
major goal of HR department is to enhance the quality and quantity of application for a particular
position in order to obtain the best fit for a job. The two chief points where mistakes are more
likely to occur during conducting a recruitment and selection process are as follows:

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 Imparting inadequate job description
Often it is seen that the job description given in the online or offline advertisements are
outdated and are not imparting the true reflection of the basic requirements of the job. Inaccurate
job description often results in difficulties in attracting the right caliber of candidate required for
the vacant job position. Apart from that, a major time is wasted sorting through unqualified
application.
 Unprofessionalism during conducting the interview
Lack of professionalism during the interview imposes a negative impact on the mind of an
employee. In spite of the fact that a relaxed atmosphere should be provided to candidate,
overdoing it may results in informal chats and ending up with appointing ineligible candidate for
a company. Another common mistake noticed during the interview is to appoint a candidate as
an employee without understanding his/her cultural and social background and career aspirations
(Berman et al. 2012).
Consequences of the weaknesses
Two of the major consequences of poor job description and unprofessional interview are
losing skilled and appropriate candidate along with hiring ineligible candidates. Bad hire due to
lack of required skills, often results in decrease in productivity of the company. This will
eventually result in lower staff morale. If existing employees are compelled to work more to
cover up the deficit created by a struggling colleague in spite of, receiving the same salary,
tension and potential conflict will take place. All this will result in decrement in the performance,
productivity and standard of the Organization.