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Challenges in Human Resource Management : Report

   

Added on  2020-07-23

15 Pages4871 Words70 Views
HUMAN RESOURCEMANAGEMENT

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

HUMAN RESOURCE MANAGMENT Human Resource Management (HRM) cover numerous roles and responsibilities withinan organisation. It is mainly concerned with the people working in the entity (Armstrong, andTaylor, 2014). It is further concerned with the changes that are implemented in the companiesand industrial relations. Some key functions of HRM includes recruitment and selection, trainingand development, reward management, performance appraisal, etc. For effective functioning of acompany 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 beapplied by HRM. The techniques outlined in this essay include: multiple hurdles and integratedmodel for recruitment. However, it should be recognised that HRM has to face various barrierswhile practising an inclusive system of selection. This report covers all these challengesexperienced by HRM whilst selecting people in an inclusive manner into the organisation. Inorder to deal with these issues different selection models are recommended from multipleshurdles to integrated model . In addition to this, the HRM team is required to be effective indiversity management. With this in mind the models of multiple hurdles and integratedrecruitment will be examined for inclusivity purposesThe HRM department of an organisation can make or ruin any business by acceleratingor retarding the efforts to achieve the desired goals and objectives.. Its value to a company isunmatchable (Brewster, and Hegewisch, 2017). HRM ensures training and development ofemployees, recruit effective and deserving candidates, manage wages of the workers, conductrelevant training and development programme, etc. In addition to this, it applies theories for theemployee sourcing, increasing motivation of workers, etc. However, it should be recognised thatthe major attention is required to pay on the selection of the effective candidates. The basis oforganisational success is having a deserving candidate possessing the required knowledge forachieving business success (Alfes, Shantz, Truss, and Soane, 2013). In this way, the selectionprocesses of HRM should be regarded as the key role.Brewster, and Hegewisch, (2017) stated that there are various models that humanresource management of an entity can use while selecting employees. There are five major stepsof employee selection, they are application and resume review, interviewing, test administrationand offer making.1

As per the views of Reiche, Mendenhall, and Stahl, (2016.), resume reviewing shouldbe regarded as the most significant step of employee selection. It is performed after setting thecriteria. In this, applications by applicants are reviewed and judged. There are further differentways in which resumes can be reviewed. However, the majority of employers use the computerprograms that searches for keywords in the CV as per those which are mentioned in the criteriafor the job. Following this, the HRM team identifies those candidates who have met theminimum criteria set for the job role. Later, these people are interviews to analyse theireffectiveness and suitability for the work role. There are further different methods that can beused 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, itis necessary to test the actual skills and abilities. For this, any number of tests are conductedbefore 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 theabilities 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 forthe 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 theinclusive selection approach. This system is central to increasing diversity through improvedhiring practices. In this system of employee selection is comparatively larger than the otherapproaches. In addition to this, people belonging to any culture, race, class, etc. can participate inthe inclusive selection method. These are conducted on a larger scale and takes effective plannedprocesses. It is the method in which Highhouse, Doverspike, and Guion, (2015) further addedthat the use of inclusive employee selection method brings effectiveness into the business. It isbeneficial 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 desiredsuccess. 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 willfurther help in limiting the less qualified that can harm the work effectiveness. In contrary to this,2

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