Human Resource Management Research and Analysis

This assignment delves into the world of human resource management, examining its significance across different sectors. It covers topics such as employee retention in the telecom sector, knowledge-based HR practices, intellectual capital, and innovation. Additionally, it touches upon the role of HR in defining and addressing workplace bullying. The study also investigates the impact of HR practices on organizational performance, with a focus on small and medium enterprises (SMEs) in Nigeria.

Human
Resource

Table of Contents
INTRODUCTION...........................................................................................................................1
Main body........................................................................................................................................1
Traditional Interview method .....................................................................................................1
Predictive validity of interviews ................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCE...................................................................................................................................8

INTRODUCTION
Human resource is an individual person in any organisation who works as a manpower
for an enterprise in order to maintain all activities and economical position. It operates a
company and get the needs of employees who works in a company. In other words, Human
resource is the department who focuses on all function of a corporation such as marketing,
finance and operation and fulfil needs and expectation (Abdullah and Zulkifli, 2015). Basically
HR is a person who deals with employee's issues and problems like minimum wages,
compensation, leave policy, benefits, recruitment and selection, training and development. It
maintains coordination with staff and bring harmony in corporation with potential outcomes like
as motivated employees and provide high productivity. This report is based on managing human
resource by choosing best candidate with the help of traditional interview method. Additional, it
evaluates process or steps of selecting best candidates with high skills and knowledge and
predictive validity in an enterprise that helps to know the qualities of candidate without any
interview (Analoui, ed., 2018).
Main body
An interview is a way of hiring candidates through interaction and conversation where
questions are asked by employer and answers are given by candidates. In common word,
interview means face to face conversation between interviewer and interviewee who shares each
other knowledge and helps to know the behaviour. Recruitment process is a technique of hiring
the right candidate for right job at right time that helps to provide job to required and qualified
person. Any organisation select best candidate after taking interview in order to get work done
by that employees (Boella, 2017). It has various method such as online recruitment, job
interview, Skype, written test, traditional and modern interview method that helps to recruit best
applicants. According to this report it emphasis on traditional method which is effective
technique to select the candidates.
Traditional Interview method
Traditional interview is very popular and well known method use broad based questions
that gives high skills and knowledgable person to work in an enterprise. Selection of candidates
is based on candidate's ability and work experience that provide employment to applicants.
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Moreover, it prepare straight forward question that focuses on personality and quality of
individual.
HR also focuses on hypothetical situation of organisation and see reaction or revert on that
situation how an employee handle the problems. It is common type interview that involves chain
of question and answers that gives high quality of candidates.
Process of traditional interview:
Traditional interview is a common type of interview that involves process or steps to
select the employees at right time after evaluating the skills and qualification of applicants. It is
the oldest method to hire the people and fill the vacancy in an organisation. It involves two types
of resources that helps to select best candidates in any enterprise (Dhar, 2015).
Internal sources: This is based on recruiting the people within the organisation who has alrteady
experience and knowledge to work and solve the problems. For example, in Tesco has vacancy
of marketing manager that is needed to fill vacancy by selecting high profile and skilled person.
In that case HR can fill this vacancy by choosing person within organisation who has complete
knowledge and will help to increase the sales by reducing cost (Fox and Cowan, 2015). In this
process organisation not need to bear extra cost for held interview and it helps to save time by
filling vacancy. It contains various types such as-
Transfer: This means to select a person for shifting from one place to another place that
helps to fill the vacancy within organisation. By filling this vacancy no cost will be incurred and
productivity increased. If an enterprise want to expand its business in other area then it can
transfer to a person to run new new business at new market place that helps to save extra cost
and increase productivity.
Transfer is effective process that helps to expand business in other market place and
increase productivity. HR manager of any organisation can recruit experience and skilled person
after evaluating employee's performance.
Up gradation: This means to give upper profile to existing employees who are working
well and increasing productivity. It involves recruiting best candidates through grade system that
helps to provide new designation to existing employee. It delegates a high level of professional
position or rank.
This is effective process to motivate employees and get increase productivity by using
good workforce. Such as in Tesco company has requirement to hire best employee then it can
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apply up gradation that will helps to improve productivity and motivate employees to give well
performance.
Promotion: This is also a common form that provide good candidates to an enterprise
where person can transfer from below level to upper level. Transfer increases stability,
responsibility as well as standing capacity of candidates. It includes promote a current employees
who are performing in an industry (Haider and et.al., 2015).
It is effectiveness process that helps to hire best candidate internally without any
interview or advanced cost. Manager of Tesco company can use this method to hire skilled
person within organisation that will help to improve productivity. It can promote by using
incentive, bonus, extra wages, and given high designation.
Employee referrals: This means recruiting employees or filling vacancy by using
reference of current employees. Moreover, employees who are working in an industry they can
give reference of other person who may be relative of friends of staff. This process helps to get
best candidates and no need to ask more questions.
It is effective to fill vacant post in any corporation because employees who are already
working they refer name of other person who are willing to work. By using this reference
organisation can get best candidates who will be well aware of company's culture and
environment .
Retire employee: This involves hiring the candidates who has retired or going to retire
and willing to work more in an enterprise. An employees who wants to work more in a company
then organisation can re recruit retire employees. It helps enterprise to fill the vacancy and no
need to give training and development (Horwitz and Budhwar, 2015).
It is effectual to rehire and filling the vacant post internally that helps to take better
decision for making profitable organisation. For instance, Tesco has vacancy and require to hire
qualified and experienced employees, it can rehire retire employees and no need to spend any
expenses to provide training.
Hence, hiring of best candidates within organisation is also a good option that helps to
recruit person internally. It save the extra cost that is required to provide training and
development programme. Every enterprise can recruit best candidates through internally sources
that helps to select high profile applicants.
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External sources: This involves recruiting and getting best candidates from outside of
enterprise. In this process company need to aware at the time of hiring and also need to spend
more money and time (Kianto, Sáenz and Aramburu, 2017). It is the way of direct or face to face
communication that involves screening of employees by asking number of questions. It includes
different bases to fill the vacant post sucyh as-
Advertisement: This is oldest and traditional method to recruiting employees in an
enterprise that helps to work effective and increase productivity in an enterprise. Advertisement
includes various ways to provides a job information to candidates like newspaper, radio, banner,
poster, television, templates etc.
It is cheapest and useful method that provides vacancy information and job title to
applicants. For instance, Tesco has vacant post and need to hire number of employees through
interview. It has option to give advertise in newspaper or other place that will helps to reduce
cost and choosing best employees.
Campus placement: This means hiring of employees through campus placement that is
run by educational institutes. Organisations can recruit employees through campus interview
events and programme. It is conducted within education institutes at popular place or in colleges
to give jobs to students who are completing or pursuing educational activity (Markoulli and
et.al., 2017).
In present scenario, jobs are provided through campus place placement that helsp to
obtain employees in bulk. This provides high skilled and qualified candidates who can perform
well. For instance, Tesco is planning to expand it business in other city, for this it need to hire
number of employees who can adopt new technology and changing environment (Navimipour,
2015).
Placement services: This means fill the vacancy through placement services that is
popular for providing employees. In this type of process placement services has tie up with
companies and job seekers who provide job to seeker and provide employees to organisation.
This is very effectual to make available job to seekers that helps to attract candidates. It
charge some money to the candidates and company in order to provide job and good employees.
For example, If Tesco want to fill vacancy it can take helps to placement services that will help
to provide best candidates.
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Consultant: This is also like as placement services who provides a job to seeker by
giving fixed percentage of salary. In this types of job services consultants work as a mediators
who searches vacancy and tie up with company to provide candidates.
It is impressive and effective tool that provides a good candidates to an enterprise after
spending money. For instance, Tesco has vacant posts and want to recruit good qualities and well
expertise person. For filling this vacancy HR manager can tie up with mediators who can
provides highly experienced candidates.
Online recruitment: In present, technology are changing rapidly and people are using
new technology in order to get vacancy information. This is a best method that provides best
candidates to an enterprise. If any organisation has vacancy Human resource department can post
vacant post information at company's websites that helps to seeker to apply for vacant post.
This is effectual and impressive method that helps to hire candidates through websites or
online system. For instance, Teso manager want to increase in number of sale, for this need to
have number of employees who will help to attract customer and sale product and services that
would helps to increase profits of industry.
From above mentioned external sources it has been evaluated that advertisement and
online recruitment and campus placement are the best option to recruit best candidates. It helps
to provide high profile employees at minimum cost where as, in placement services and
consultant services company need to spend money as result less profit margin. Therefore, it has
been recommended that an organisation should adopt the traditional method that helps to give
high quality of employees.
Interview process that is adopted by every enterprise
 Identify job vacancy: This is essential in any organisation that HR should
identify the vacancy or need to fill vacant post. In other words, when manager
find job vacancy it need to search in which department need to fulfil this job
(Ogunyomi and Bruning, 2016).
 Prepare job description: This means HR should prepare job description that
means job profile, designation, location, salary package, timing, responsibility and
shift that helps to attract applicants.
 Advertising job vacancy: This means HR manager should take steps to getting
applicants or provide vacant information to seekers. Manager should post vacancy
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at different place such as websites, news papers, company;s career sites, banner,
poster, naukri portal, linked in and other sources that helps to provide regarding
vacancy to job seekers.
 Managing response: This means HR manager need to give proper response to
job applicants who are willing to apply for vacant post. It should make strategy to
revert on seekers applications.
 Short listing: This involves selecting and short listing the applications of
applicants who has applied for that job. In this process HR manager should
manage applications or resume according to job description which is needed and
need to short list the applicants (Punnett, 2015).
 Arrange interviews: This means HR manager should arrange interviews of short
listing applicants. It involves chain of question that are asked to the applicants
and check the experience about required post. Manager prepare list of question
that relates to post.
 Conducting interview and decision making: It means HR manager should
conduct face to face interview of short listing applicants that helps to get ideas
and knowledge about right candidates. It can select candidates through different
rounds of interview such as face to face, written, practical and technical round
that helps to take decision about best candidates. It includes a degree that measure
or predict a job vacancy performance.
Predictive validity of interviews
This is a type of pre testing and predict the employee's skills or qualities without asking
any questions or interview process. It is used in pre employment testing that gives predications
regarding future jobs and performance of a candidate. It is a technique to proof read that provides
well expertise employees with concrete outputs. To predicting the validity employer should
establish long term study by analysing employment test (Rees and Smith, eds., 2017). It can be
analysed with the help of correlation and coefficient that assures employee's subsequent
behaviour. Ability in mathematics,pre employment test and depression outcome scale are the
best tool to predict the validity of employees. Validity is the main problem at the time of
selecting test and employees. It define characteristics of test and measures it, that gives test
scores. More over, predictive validity is the way of knowing the capacity of employees and their
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validity to be perform well in future (Stewart, 2018). For instance, Tesco has vacancy, it need to
hire employees who will helps to increase productivity. For filling vacancy or hiring good
candidates it need to conduct interviews or can predict applicants without interview. It means an
interviewer and predict about candidate's skills and give score or rank for hiring in an enterprise.
It can be increased by following some steps such as-
Develop job related questions: HR manager should prepare job related questions that
will helps to provide and predict good candidates in an enterprise (Terziev, Banabakova and
Georgiev, 2018).
Use same interviewers: Every organisation should use same interviewers who asks the
questions to the candidates and takes decision. If it will be change there would be chances of mis
communication and misunderstanding.
Train interviewers: It means a company should provide well trained interviewers ho
will help to provide high quality candidates. Trained employees have experience to identify and
predict long term employees who will helps to improve productivity.
Take notes during interviews: HR manager or interviewer should take notes during
interview process and need to write down all important information that relates to job.
Establish a standard process of evaluation: An organisation should adopt a standard
process to evaluate and selecting the best candidates in order to get work done to employees. By
using this predictive validity can be increased (Yamao and Sekiguchi, 2015).
CONCLUSION
From the above report it has been concluded that Human resource is essential part of any
enterprise who helps to fill vacant post and provide benefits to employees who are working in a
company in order to achieve desirable goals and objectives. HR takes corrective steps to solve
employee's problems and meet with objectives. Traditional interview plays a crucial role in any
industry that helps to select best applicants and increase outcomes. Predictive validity is very
fruitful to know the qualities of employees for further and future performance that helps to give
high profile employees and maintain productivity.
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REFERENCE
Books and Journal
Abdullah, L. and Zulkifli, N., 2015. Integration of fuzzy AHP and interval type-2 fuzzy
DEMATEL: An application to human resource management. Expert Systems with
Applications. 42(9). pp.4397-4409.
Analoui, F. ed., 2018. Human resource management issues in developing countries. Routledge.
Boella, M., 2017. Human resource management in the hotel and catering industry. Routledge.
Dhar, R. L., 2015. The effects of high performance human resource practices on service
innovative behaviour. International Journal of Hospitality Management. 51. pp.67-75.
Fox, S. and Cowan, R. L., 2015. Revision of the workplace bullying checklist: the importance of
human resource management's role in defining and addressing workplace
bullying. Human Resource Management Journal. 25(1). pp.116-130.
Haider, M., and et.al., 2015. The impact of human resource practices on employee retention in
the telecom sector. International Journal of Economics and Financial Issues. 5(1S).
pp.63-69.
Horwitz, F. and Budhwar, P. eds., 2015. Handbook of human resource management in emerging
markets. Edward Elgar Publishing.
Kianto, A., Sáenz, J. and Aramburu, N., 2017. Knowledge-based human resource management
practices, intellectual capital and innovation. Journal of Business Research. 81. pp.11-
20.
Markoulli, M. P., and et.al., 2017. Mapping Human Resource Management: Reviewing the field
and charting future directions. Human Resource Management Review. 27(3). pp.367-
396.
Navimipour, N. J., 2015. A formal approach for the specification and verification of a
trustworthy human resource discovery mechanism in the expert cloud. Expert Systems
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Ogunyomi, P. and Bruning, N. S., 2016. Human resource management and organizational
performance of small and medium enterprises (SMEs) in Nigeria. The International
Journal of Human Resource Management. 27(6). pp.612-634.
Punnett, B. J., 2015. International perspectives on organizational behavior and human resource
management. Routledge.
Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An international
perspective. Sage.
Stewart, D. W., 2018. Managing competing claims: An ethical framework for human resource
decision making. In Classics Of Administrative Ethics (pp. 128-145). Routledge.
Terziev, V., Banabakova, V. and Georgiev, M., 2018. Social activity of human resource as a
basis of effective social policy.
Yamao, S. and Sekiguchi, T., 2015. Employee commitment to corporate globalization: The role
of English language proficiency and human resource practices. Journal of World
Business. 50(1). pp.168-179.
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