Human Resource Management Assignment

This assignment focuses on human resource management practices, strategies, and policies. It emphasizes the importance of diversity management, ensuring a workplace culture where people from any background feel valued and respected. The assignment also highlights the need for strict policies against discrimination and promoting equality in wages, behaviors, and other aspects. Performance-based promotion is advocated as well as considering qualifications, skills, and abilities during recruitment.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
HUMAN RESOURCE MANAGMENT ........................................................................................1
REFLECTION.................................................................................................................................9
REFERENCES..............................................................................................................................12
APPENDIX....................................................................................................................................13

HUMAN RESOURCE MANAGMENT
Human Resource Management (HRM) cover numerous roles and responsibilities within
an organisation. It is mainly concerned with the people working in the entity (Armstrong, and
Taylor, 2014). It is further concerned with the changes that are implemented in the companies
and industrial relations. Some key functions of HRM includes recruitment and selection, training
and development, reward management, performance appraisal, etc. For effective functioning of a
company it is essential to select the right people at the right time and on the right place (Alfes,
Shantz, Truss, and Soane, 2013). This selection requires effective techniques that should be
applied by HRM. The techniques outlined in this essay include: multiple hurdles and integrated
model for recruitment. However, it should be recognised that HRM has to face various barriers
while practising an inclusive system of selection. This report covers all these challenges
experienced by HRM whilst selecting people in an inclusive manner into the organisation. In
order to deal with these issues different selection models are recommended from multiples
hurdles to integrated model . In addition to this, the HRM team is required to be effective in
diversity management. With this in mind the models of multiple hurdles and integrated
recruitment will be examined for inclusivity purposes
The HRM department of an organisation can make or ruin any business by accelerating
or retarding the efforts to achieve the desired goals and objectives.. Its value to a company is
unmatchable (Brewster, and Hegewisch, 2017). HRM ensures training and development of
employees, recruit effective and deserving candidates, manage wages of the workers, conduct
relevant training and development programme, etc. In addition to this, it applies theories for the
employee sourcing, increasing motivation of workers, etc. However, it should be recognised that
the major attention is required to pay on the selection of the effective candidates. The basis of
organisational success is having a deserving candidate possessing the required knowledge for
achieving business success (Alfes, Shantz, Truss, and Soane, 2013). In this way, the selection
processes of HRM should be regarded as the key role.
Brewster, and Hegewisch, (2017) stated that there are various models that human
resource management of an entity can use while selecting employees. There are five major steps
of employee selection, they are application and resume review, interviewing, test administration
and offer making.
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As per the views of Reiche, Mendenhall, and Stahl, (2016.), resume reviewing should
be regarded as the most significant step of employee selection. It is performed after setting the
criteria. In this, applications by applicants are reviewed and judged. There are further different
ways in which resumes can be reviewed. However, the majority of employers use the computer
programs that searches for keywords in the CV as per those which are mentioned in the criteria
for the job. Following this, the HRM team identifies those candidates who have met the
minimum criteria set for the job role. Later, these people are interviews to analyse their
effectiveness and suitability for the work role. There are further different methods that can be
used by the HRM for interviewing the people, such as traditional, telephone, panel, information,
groups, etc. Before hiring any employee on the basis of the outcomes obtained while interview, it
is necessary to test the actual skills and abilities. For this, any number of tests are conducted
before making any hiring decision. This includes assessments such as drug, medical, personality,
cognitive skills, personality, etc. There are different techniques that can be planned to test the
abilities of the employees,. for instance: aptitude test, fitness test, logical reasoning test, etc.
Further, the relevant technical skills are also judged with the help of suitable assessments. Later,
on the basis of the outcomes generated with the help of these examinations, appropriate offers for
the employees are made. This is more of a formal part of the overall selection method. Further,
compensations and benefits are discussed in this step.
In contrary to this Budhwar, and Debrah, (2013) explained that the best method of is the
inclusive selection approach. This system is central to increasing diversity through improved
hiring practices. In this system of employee selection is comparatively larger than the other
approaches. In addition to this, people belonging to any culture, race, class, etc. can participate in
the inclusive selection method. These are conducted on a larger scale and takes effective planned
processes. It is the method in which Highhouse, Doverspike, and Guion, (2015) further added
that the use of inclusive employee selection method brings effectiveness into the business. It is
beneficial for both the associates and the employers. In the context of organisational benefits,
inclusive selection helps in searching appropriate talent who can work to achieve desired
success. This type of recruitment method will assist in increasing the size of participants. Thus,
there will be a good availability of the options to which the organisation can choose. This will
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further help in limiting the less qualified that can harm the work effectiveness. In contrary to this,
Raccanello, (2015) said that this method of employee selection is very expensive. This will thus
decrease the financial value of the company. In addition to this, involving diverse employees will
create barriers such as language issues, varied cultural and religions thoughts that may raise
conflicts in the workplace. further, they will have highly varied beliefs which will influence the
decision-making system of the organisations. Also, recruitment process will take so much time
and processes in achieving inclusive approach. Contradicting these views, Cook, (2016)
explained that the involvement of diverse candidates in the selection process will help in
selecting the best one. These effective employees will then help in increasing the work
effectiveness which will improve the financial status of the organisation. Also, this tool helps in
reducing the lawsuits and increases marketing opportunities.
Melton, and Cunningham, (2014) presented a critical statement that the implementation
of inclusive selection process is not an easy process. For application of this method, HRM
practitioners have to face several barriers. The major potential barrier in the implementation of
inclusive employee selection process is that a high level of planning of all the recruitment
process should be done. This will consume a major portion of the time of HRM practitioners that
will impact on other functions. Besides this, a larger scale for diverse employees selection will
bring a huge amount of expenses in the conduction of the process (Alfes, Shantz, Truss, and
Soane, 2013). Further, communication is the biggest challenge in this. The differences in the
culture and language will affect the clarity of the speech. In addition to this, this may generate
some vague situations due to which a highly skilled employee can also be rejected. It should also
be noted that HRM practitioners also faces challenges in the networking. The involvement of
candidates from different places will require a strong network so that maximum people can be
engaged in the recruitment process. It should be further noted that there exits a fear of ignorance
of other cultures. The HRM practitioners are required to frame questions for the interview with
extreme concentration that they do not involve such thing that enhances cultural-biasing. In
addition to this, the inclusive selection process may make employees to feel isolated. This, in
turn, will decrease their interest in the firm. Due to this, it may have that the HRM loses the
highly skilled employees and less qualified people are left to be added. Thus, the overall business
effectiveness and thus, value can be affected (Armstrong, and Taylor, 2014)
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As the barriers present in the way of inclusive employee selection process can affect the
overall value of the firm. Hence, it is essential to remove those obstacles. In this order, ()
explained that there exist various tools and techniques that can be used by the human resource
management department of an organisation to effective implement the inclusive process of
employee selection. The challenge of inclusivity in the process is apparent both from an Equal
Opportunities [Equality Act 2010] and a Diversity Management perspective [Equality and
diversity act, 2010] Equal opportunity model upholds the idea that all the employees at a
workplace are entitled to grab the equal opportunities without any discrimination based on 9
specified areas which are age, sex. race, disability, pregnancy, marital status, gender
reassignment, sexual orientation and religious background. In addition to this, diversity
management model is an approach through which diversity at a work place is maintained by
making use of appropriate practices. There are different laws framed for the diversity
management at workplace which are Civil Rights Act, equality and diversity act, 2010 etc. As
per this, all employees are entitles to get equal opportunities, equal treatment by companies, etc.
Thus, at the time of recruitment too, this equality is demanded to maintained (Highhouse,
Doverspike, and Guion, 2015).
In this regard, Abbasi, Sarker and Chiang, (2016) suggested that the use of multiple
hurdle model by the human resource management will help in an inclusive approach to the
selection of the right candidates. There are different processes as per this model that are required
to be considered at the time of recruitment of people. These are resume/application, screening
test, interview, reference check and decision. Under this model, the diverse range of applicants
does send their resume or application letters to the employers. Later, a screening test is being
conducted to analyse their competencies for the required role. Following this, an interview is
conducted where all the necessary information is discussed. In case if a candidate passes this
then the references provided by him/her are checked. Following the reference checking, the final
decision is taken. On the basis of this, the applicant is selected or rejected.
Melton, and Cunningham, (2014) , further explained that the organisations should
implement the integrated model for diversity and inclusions. This is a complete package of
maintaining the diversity effectively in the organisation from recruitment to the wider level. in
this model, there are basically three steps namely, talent and workplace, community and
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marketplace. In the talent and workplace phase of the model, the employees belonging from any
culture, group, place, etc. participates in the business operations based on their skills and
abilities. However, it should be recognised that it is not completely focused on the selection of
employees. The wider purpose of this model limits the effectiveness required from the candidate.
Despite this, on order to bring the overall effectiveness associated with the diversity
management, organisations can opt this model.
Cook, (2016) stated that diversity management plays a crucial role while recruiting
candidates in the organisation. It is that strategy which is used by the human resource
management to find and create a diverse workplace. It means brining together employees of
different cast, creed, colour, background and religion together at workplace. Advancement in
technology system has removed complexity in communication. Diversity is also a part of culture
of organisation. All policies in should be based on performance of employees. Strong policies
shows equality in organization and also the employees will not feel discriminated on the basis of
their culture. It will encourage managers to create diversified teams by utilising skills of
employees. The qualifications must be rated on the qualifications of employees not according to
their age. This will help in overall performance of both employees and organization. Vast
diversity of employees offer different ideas or ways of thinking. A broad range of working
provides them to discuss and learn from each other. This helps in collaboration and teamwork in
which they can keep their opinions and ideas. Their morale will also increase leading to greater
productivity and satisfaction. Different background and skills leads to greater creativity in doing
a task or work. Each employee can give suggestions in for doing a task in better efficient way. It
leads to positive thinking and atmosphere where employees work freely according to their
choice. If the environment around workplace is positive it will lead to greater satisfaction among
employees. It also attract fresh talents to join the organization. Today every company is working
globally so it needs to have diversified workforce to understand different countries language. So
that they can easily communicate with each other.
However, it should be noted that there exist different challenges that HRM practitioners
will face while gaining diversity management at the work place. These challenges are required to
be removed so that wok effectiveness can be maintained. A reliable process is mentioned below:
Companies should set focus appropriately. For this effective work in required on the job ads, also
a diversity policy should be developed. I addition to this, organisations are demanded to reflect
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the diversity in their business. It is moreover required for an entity to be accessible easily by the
candidates during their job search.
There are further different ways in which the human resource management can overcome
the issues that are experiences while maintaining diversity during recruitment. This is regarded
as one of the major role that HRM needs to ensure (Alfes, Shantz, Truss, and Soane, 2013).
Diversity management at workplace is highly required to maintain a healthy working
environment. Various challenges that occurs in the entity can be resolved effectively with the
help of diversity management. There are several ways n which these barriers can be eradicated.
For instance: HRM departments should develop all policies from hiring to promotions on the
basis of the performance of the employees without focusing on their ethnic background, culture,
or nay other kind of category. Further, the qualification of workers should be based on the
quality of work they perform for the organisation rather than age, or other category. In addition
to this, HRM practitioners are required to develop strict policies against the discrimination and
favouritism. Also, the complaints based on these issues should be taken seriously and resolved
by selecting effective theories as per the situation. Besides this, human resource management
team should encourage diversity while creating teams. For this, the grouping shall be done on the
basis of the skills and abilities rather than focusing on any other factor (Brewster, and
Hegewisch, (2017). In addition to this, HRM should manage diversity in all the business
operations either it be reward management, training and development of involving employees in
the decision -making procedure. This will assist in boosting the motivation level of workers
which in turn, bring effectiveness in the work.
In addition to this, Raccanello, (2015) added that human resource management
practitioners are required to emphasise communication. The major barrier in the effective
management of the diversity is of the language. For this, HRM should work to overcome
language and cultural barriers. For this they can use relevant pictures ad symbols while
presenting something in groups. Human resource management practitioners are further required
to be open-minded by encourage employees to recognise the different experience, background,
culture, etc. of others working along with them.
It should be recognised that selecting people through regular channels is a easier and
safer process, however it does not brings or enhances the entry of diverse talent into the
establishment. Companies are suggested to advertise the job vacancies on wider platform so that
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a diverse range of candidates can be covered. There are different sources that can help in this
type of advertisement such as employment service centres, online applications, company
websites, local community centres, newspapers, newsletters, emails, etc. In addition to this, the
practitioners can build relationships with the different cultural groups and entities that works
with diverse communication (Alfes, Shantz, Truss, and Soane, 2013). . To check the
organization strengths, climate issues, obstacles and cultural environment the HR must conduct a
culture audit. It will give them a brief report of where training is needed or to identify legal
issues. It will also provide the data which will suggest the future directions and actions to be
taken. It deals with perception and awareness. By giving training it improves the way of thinking
of employees. The employees starts supporting the organization by understanding and working
in a team. It is done to measure whether all the efforts done in training and changing policies
have affected the working conditions or not.
The impact of employee selection is wider in organisational context. There exist different
factors on which the effectiveness of employees is highly required to attain the desired goals.
Organisation which create inclusive environment to enhance its reputation with job seekers,
attract the best workers to work with them. Employees who feel that they are included, rewarded
gives their best performance and are highly motivated (Armstrong, and Taylor, 2014). Greater
employee engagement will lead to less retention of employees. Once if an environment is created
where employees work together then place will be build which will have a lot of respecting
values for each other. The people will start recognising strengths and talents of each others. It
will lead to efficient working and at last fulfilment of organizational goals. It will dissolves the
issue regarding wages and salary.
From the discussion above it can be concluded that the human resource management
department of any organisation plays a crucial role in the employee selection. In addition to this,
the inclusive approach of selection helps in fostering the business operations. However, it has
been observed that the implementation of this method in the workplace have some barriers to be
crossed by HRM practitioners. various ways that can be used by the human resource
management in eliminating those issues are identified. Appropriate tools are applied in which the
organisation can improve the inclusive employee selection process. For example…. Further, the
importance of these models in other areas of the organisations are discussed in this undertaking.
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It is recommended that entities should pay attention on the recruitment of employees after
filtering them, from the number of tests. It will help in selecting the best and deserving worker
for the firm. In addition to this, diversity at workplace should be maintained by rendering equal
opportunities to all the employees. Furthermore organisations intending to develop DM could
begin by implementing integrated diversity management model.
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REFLECTION
Human resource management plays various roles and responsibilities in ensuring
organisational success. There presence in an entity is significant to achieve the goals and
objectives. Some major roles that are played by HRM are training and development, employee
selection and recruitment, salary management, etc. However, it should be recognised that the
human resource are the key asset of any firm and thus, they are required to be effective enough
to match the requirements of the organisation. In this order, it becomes crucial to identify the
appropriate techniques in which they can be selected. I have observed that it is more beneficial
for the organisations to chose inclusive approach for the employee selection process. It is due to
the fact that it helps in having a diverse range of people that can bring effectiveness to the
business operations. I believe that human resource management of each dan every organisation
should focus in hiring the people from a varied range so that they can get a wide availability of
the options to chose from. With the help of this list, the employers will get an advantage of
employing right and deserving candidates. In addition to this, while conducting the research on
the above report, I have observed that appropriate recruitments and selection process bring
numerous advantages to a firm. The efforts putted by human resource management team in the
recruitment of employees does reflects on
Further, I have identified that there are some barriers that affects the implementing of
inclusive employee selection method. Hence, when I will practice as human resource
management practitioner then I will overcome all those barriers that can harm the overall
process. For this, I will select reliable tools that can cope-up with the challenges. While
conducting my human resource management practices in future, I will consider some points that
I learned from this report. This knowledge will help me in improving my performance as a HRM
practitioner. Firstly, I will make use of the appropriate models for conducting an inclusive
employee selection process. There exists different models that are used to include diverse people
in recruitment. I have studied some major of them while conducting the above undertaking. IT
has bee observed by me that the most effective tool that should be used as HRM practitioner is
the e-recruiting model. I will apply this model to involve a large audience in the selection
process. This model will further assist me in saving the expenses and time associated with the
conduction of heavy selection processes and layers of rounds. In addition to this, with the help of
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this model I can make things simpler for the participants too. It will help them in accessing it
from any corner of the world. Further, to eradicate the language barriers I will take assistance
from the advances graphic options available to represent the things in form of pictures and
symbols. Further, I will maintain a high level of communication with the employees so that I
can analyse their major issues and then I will work i the order to resolve them.
After selecting the best employees with a large and diverse range though the inclusive
employee selection method I will prepare effective teams that can work effectively in meeting
organisational goals, and objectives. I will further conduct effective sessions to train and develop
them with the required skills. The groups that will be formed will be on the basis of their
competencies and people possessing different skills will be pit together. This will help in
performing multi-tasks. Teams with employees having expertise are way more effective than the
traditional teams. In this the opportunities for learning and developing are also greater. For
diversity management, it is necessary to encourage inclusiveness in the teams. When teams will
bring effectiveness in context to managing the diversity than overall business can be managed
effectively.
Besides this, I will consider all the factors that can impact in managing the diversity at
the workplace. For this I will ensure the transmission of messages with clarity considering all the
issues that can create vague situations such as language, culture, etc. In order to remove this
problem I will make use of effective techniques that all participant ca understand what the job
profile is saying. For this, I will add relevant pictures and other symbols while explaining the jib
description, packages, etc. For instance: If any candidate will be from different country having
different currency then I will explain the salary in the terms of his/her regional currency. This
will help in evaluating their worth to the company in effective way. Further, the basic roles that
will be required to play by them, will be expressed in the pictured form through presentation so
that they can easily understand them.
For maintaining diversity at a place it is necessary to implement some factors in the self.
In this order I will never perform any activity that promotes discrimination on the basis of
different value, cultures or belief. I will further ensure the diversity management at the
workplace. For this, I will prepare effective strategies that will be liked by people belonging
from any culture. In addition to this, strict policies will be framed for any discrimination based in
the difference in the culture. I will moreover never ignore any complaint against this issues and
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will take effective actions against them. I will further maintain the equality in the business
environment whether it is in terms of wages, behaviours, or anything else. In addition to this, the
promotion will be based on the performance rather than any other category. I will further use
qualification, skills and abilities as the parameters for the recruitments rather than focusing on
the places or culture or class to which they come from. Thus, these are the major learning that I
gained from the above report. I will use them effectively in the future practices as human
resource management practitioner.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Alfes, K., Shantz, A. D., Truss, C. and Soane, E.C., 2013. The link between perceived human
resource management practices, engagement and employee behaviour: a moderated
mediation model. The international journal of human resource management, 24(2),
pp.330-351.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Reiche, B. S., Mendenhall, M. E. and Stahl, G.K. eds., 2016. Readings and cases in
international human resource management. Taylor & Francis.
Budhwar, P. S. and Debrah, Y. A. eds., 2013. Human resource management in developing
countries. Routledge.
Highhouse, S., Doverspike, D. and Guion, R. M., 2015. Essentials of personnel assessment and
selection. Routledge.
Cook, M., 2016. Personnel Selection: Adding Value Through People-a Changing Picture. John
Wiley & Sons.
Raccanello, D., 2015. Students' expectations about interviewees' and interviewers' achievement
emotions in job selection interviews. Journal of Employment Counseling, 52(2), pp.50-64.
Melton, E. N. and Cunningham, G.B., 2014. Who are the champions? Using a multilevel model
to examine perceptions of employee support for LGBT inclusion in sport
organizations. Journal of Sport Management, 28(2), pp.189-206.
Abbasi, A., Sarker, S. and Chiang, R.H., 2016. Big Data Research in Information Systems:
Toward an Inclusive Research Agenda. Journal of the Association for Information
Systems, 17(2).
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APPENDIX
Source: Highhouse, Doverspike, and Guion, (2015)
Source: (Alfes, Shantz, Truss, and Soane, 2013).
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