Human Resource Management: An Approach for Identifying Needs

MANAGEMENT 10 HUMAN RESOURCE MANAGEMENT Human Resource Management Author’s Note: Introduction 2 Effect on the industry 2 Jealousy among employees 2 Absenteeism 3 Why it is an issue for business 3 HR Planning, Recruitment, and Selection 5 Identifying Needs 5 Selection process 6 Recommendation of strategies for HR managers 7 Work plan 8 Conclusion 9 References 10 Introduction One of the major issues that rise in the modern day scenario is the lack of flexible time shift. However it must be noted that in the modern

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

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Table of Contents
Introduction......................................................................................................................................2
Effect on the industry.......................................................................................................................2
Jealousy among employees..........................................................................................................2
Absenteeism.................................................................................................................................3
Why it is an issue for business.........................................................................................................3
HR Planning, Recruitment, and Selection.......................................................................................5
Identifying Needs.........................................................................................................................5
Selection process..........................................................................................................................6
Recommendation of strategies for HR managers............................................................................7
Work plan........................................................................................................................................8
Conclusion.......................................................................................................................................9
References......................................................................................................................................10

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Introduction
One of the major issues that rise in the modern day scenario is the lack of flexible time
shift. As opined by Albrecht et al. (2015), it is the duty of the managers to make sure that they
are taking care of all the needs and demands of their employees. In order to take care of their
employees, the managers must take regular feedback and personal sessions with their employees.
This will help them to understand about the problems that are actually being faced by their
employees. However it must be noted that in the modern day scenario the employees are looking
for a flexible shift so that they can develop a proper work life balance. They want to carry on
with their work and also their house hold duties. It is for this reason that they often ask for the
work from home facility. However Farndale, Nikandrou & Panayotopoulou, (2018) has argued
that there are some problems involved in giving work from home shifts to all the employees as
there can be communication gaps or internet problems as well. In order to solve these issues the
HRM department must try to set up different flexible shifts so that the employees can work with
their own comfort level.
Effect on the industry
Flexible working shifts often have varying impacts on the business organization. On one
hand it is seen that in order to keep the employees happy, the HR managers often try to arrange
for the flexible shifts or the work from home concepts. Buccirossi et al., (2013) has argued in the
similar context that flexile work shifts can create feelings of anger and jealousy among the
employees. There can be several impacts on the industry like-

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Jealousy among employees
This is because the employees might feel there is some biasness or favoritism going on
around in the organization. If the HRM employees keep some kinds of flexibilities for a
particular set of employees then other employees might feel jealous.
Absenteeism
This is another important effect on the industry that can arise due to the issue of flexible
working hours. Often the employees are caught between their household and their work
responsibilities. Therefore they are not sure about the different ways in which they can overcome
this issue. They often demand for working from home or alternative working shifts. If the
company or the managers are of an understanding nature then they make some arrangements like
the work from home shifts or any other kinds of flexible working shifts. However if no support
or cooperation is available from the side of the company or the managers then the employees feel
that they are not valued in the organization and thus the rate of absenteeism is also increased.
Employees might often drop unplanned or unscheduled leaves in order to satisfy some of their
personal obligations. Respondents of the 2008-2009 Work life Balance Survey reported being
absent an average of 9 days during that period, five days more than just the previous year. On the
other hand if the organization is offering for flexible time shifts or some other facilities like the
work from home schedules, then some of the employees can take the undue advantage of this.
Heathfield (2019) has stated that some employees give more time to their personal works and do
not responds to the online chats or the urgent calls that are going on around during the official
hours.

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Why it is an issue for business
In the modern day business scenario employees are looking for some flexible work
environments so that they can strike a balance between their household works and also their
professional work. However often due to the heavy work pressure the employees are unable to
reach home on time or give time to their families. It is also seem that there are some employees
who have to work during the holidays as well. This creates a feeling of anger and disgust among
the employees as they are unable to vest time for themselves or for fulfilling the family
obligations. According to the AARP, 61% of those who provide care for a family member older
than 50 are also balancing employment, and half of today’s workforce expects to provide care for
aging family members in the next five years (Neal & Hammer, 2017).
HRM staffing function
The rising problem of changing work pattern is also having a major impact on the HRM
department. The major functions of the HR managers or the HRM is to make sure that they are
recruiting the right person for the right job for the overall welfare of the organization. It is also
the duty of the HR managers to make sure that they are recruiting the right employees by setting
the right selection process and the right kinds of criteria. However it must be ensured that the
HRM officials are able to strike a proper balance between the changing working patterns of the
organization. This is because it is becoming tough for the HRM officials to organize the working
hours of so many employees together in the office at the same time (Landrum, 2015). On the
other hand, if they are opting for the modern scientific and the electronic gadgets like the tablets,
phones, computers and other such online internet based platforms, then they will suffer from the
risk of uncertainty (Tucker et al., 2015). However it must be ensured that there is a proper

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continuity among the employees even if they are working from the distant or the remote
locations.
A very good example is that of Atlassian Company which has developed a good
collaboration tool that helps them to keep a proper connection between the employees working
from home or from any remote or distant location and also the ones who are working from the
main office branches or the office headquarters. Right after the remote employees or the
employees from the work from home category log in their respective portals, they have to post a
personal blog on their Atlassian collaboration tool (Dany & Torchy 2017). This blog will be like
a welcome note or any kinds of refreshing message that will help in connecting the employees
with one another irrespective of their geographical locations.For an instance if there is the need
for any meeting then it will be tough for the employees who are working from remote locations
to join in. However in the modern day scenario it is possible through the help of video
conferencing and the other screen sharing technologies.
HR Planning, Recruitment, and Selection
There are some essential strategies that the HRM officials gave to follow while they are trying to
carry on with their recruitment policy.
Identifying Needs
The first and foremost duty of a HR manager must be to ensure that they are undertaking
an in depth analysis of the actual needs of the organization. In other words the HRM officials
will have to ensure that they understand the actual needs of the industry in which they are
working and the different goals and objectives that they have set for the future. However it must

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be ensured by the HR managers that they are not setting any false or any kinds of uncertain
criteria in front of the aspiring job candidates. For an instance there are different fall centres or
other companies which have foreign clients and therefore they will naturally have the
requirement for doing night shifts. However it is prudent for the HR managers to set all these
clause in the job application or the job applying portals so that the job applicants are able to
understand about all the different shift hours and the facilities that they will be getting in the long
run.
Selection process
The HRM managers must also formulate the selection procedures on such a way that they
can get a clear idea about the qualifications and also get the rough idea about the way in which
the employees will perform. For an instance the HRM managers must make the candidates take
up both the verbal and the non verbal communication tests. This will help the organization to
know if the employee can actually communicate in a proactive manner during any work from
home sessions or any kinds of remote working sessions (Taylor, Doherty & McGraw, 2015).
Employees who have a poor communication skill will not be able to communicate with their
colleagues or their team leaders when they are given some flexible shifts like working from
home. This might hinder the work in the long run as the employee will tend to get confused and
nervous. On ten other hand if the HRM department find that an employee has a good command
over both verbal and non verbal communication then they can select him or her for working in
the flexible shift.
The recruitment process must be done after checking the multi tasking ability of the
employee. In other words, if the employee is poor in multitasking the HRM managers must know

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that the employee will not be able to handle pressure and might make some severe mistake in the
long run. In the modern business scenario almost all the corporate firms or the MNCs are looking
for individuals or job candidates who are ready to face the challenges and also stand up against
all adversities. The business organizations in the modern day scenario are looking for individuals
who are good at multi tasking so that they can work in any kinds of working conditions be it
from the office or from any other remote or distant locations (Fisher,2017). In order to provide
flexible working time to the employees the HR managers have to make sure that the employees
are able to cope up with the same or not. For an instance the employee who is asking for flexible
work shift like work from home must be a multi tasker. He or she must be proactive in
completing the assignments and also stay in a constant touch with all his co workers via the
online mediums.
Recommendation of strategies for HR managers
o Remote work and distributed team is one of the most useful strategies to be used.
This is one of the useful tools for granting the employee friendly and flexible
work shifts to the employees. Companies like FormAssembly, Sqwiggle,
HelpScout are already switching over this policy and have got good results as
well. This helps in giving not only a work life balance to the employees but the
employees can also work with freedom. This helps the employees to manage their
household work and their office works in a right manager.

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o Job sharing is another important strategy that can be used for the purpose of
matching with the changing work patterns. HRM department will have to select
two most qualified professionals with the similar skill set so that they can carry on
with the work. Thus if one is absent, the other professional will be there to help
and provide the support.
o Developing a proper horizontal communication system is essential, so that all the
employees can talk about their issues and their demands openly to the managers.
HRM department must be easily approachable so that they can cater to all the
employee needs at the same time and give them correct solutions.
Work plan
Work Plan for HRMG601 Assessment two
12th August – 1st September 2nd September – 15th
September
16th September –
20th September
Section of the project Week 5 Week 6 Week 7 Break week
1
Break week
2
Week 8
Part one
Research
Paragraph 1 -
Introduction

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Paragraph 2 – 3
Discussion
Issue background
Issue affects business &
industry
Define HRM staffing
function
Suggest strategies for HR
managers to consider
Paragraph 4 – The
artefact
Paragraph 5 -
Conclusion
Final edit & layout
Part two
Planning the artefact
Building the website
Editing
Final edit & layout

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Conclusion
Thus it can be concluded that providing flexible working hours is one of the major aspect that
must be taken care of by the HR managers. They must carry on with the selection and the
recruiting process in such a way that the employees are able to work with freedom and also by
striking a proper work life balance.

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References
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee
engagement, human resource management practices and competitive advantage: An
integrated approach. Journal of Organizational Effectiveness: People and
Performance, 2(1), 7-35. Available from-
http://dro.deakin.edu.au/eserv/DU:30071114/albrecht-employeeengagement-post-2015.pdf
Dany, F., & Torchy, V. (2017). Recruitment and selection in Europe Policies, practices and
methods 1. In Policy and practice in European human resource management (pp. 68-88).
Routledge.
Farndale, E., Nikandrou, I., & Panayotopoulou, L. (2018). Recruitment and selection in context.
In Handbook of Research on Comparative Human Resource Management. Edward Elgar
Publishing.
Fisher, L. (2017). Flexible Work Arrangements: Embracing the Noise to Understand the Silence.
Lexington Books.
Landrum, S. (2015). Why Flexible Working Hours Make Employees More Productive. Viitattu
4.3. 2017.
Mahmood, M. (2015). Strategy, structure, and HRM policy orientation: Employee recruitment
and selection practices in multinational subsidiaries. Asia Pacific Journal of Human
Resources, 53(3), 331-350.Available from- doi:10.1111/1744-7941.12057

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Neal, M. B., & Hammer, L. B. (2017). Working couples caring for children and aging parents:
Effects on work and well-being. Psychology Press.
Taylor, T., Doherty, A., & McGraw, P. (2015). Managing people in sport organizations: A
strategic human resource management perspective. Routledge.
Thompson, R. J., Payne, S. C., & Taylor, A. B. (2015). Applicant attraction to flexible work
arrangements: Separating the influence of flextime and flexplace. Journal of
Occupational and Organizational Psychology, 88(4), 726-749 Available from-
https://doi.org/10.1111/joop.12095
Tucker, P., Bejerot, E., Kecklund, G., Aronsson, G., & Åkerstedt, T. (2015). The impact of work
time control on physicians' sleep and well-being. Applied ergonomics, 47, 109-116.
Available from-http://dx.doi.org/10.1016/j.apergo.2014.09.001