Analyzing Salary Negotiation Strategies: HRM Assignment

This assignment explores the complexities of salary negotiation within the context of Human Resource Management (HRM). The analysis highlights the importance of negotiation based on factors such as the value of the job role, the availability of expertise, and the quality of the candidate. The assignment suggests that managers should engage in negotiation, particularly when dealing with highly qualified candidates whose skills are essential to the organization. It emphasizes the need to evaluate the significance of the job role and the availability of similar expertise in the market. The conclusion underscores the significance of negotiation for critical roles and scarce expertise. The assignment also references scholarly sources that support the analysis.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author note

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HUMAN RESOURCE MANAGEMENT
Negotiating a salary has certain rules and regulation that an employer, as well as a
candidate, need to follow. It is important for the employer to weigh the importance of negotiation
depending on the value the job role has for the organization. In case the job role is highly
valuable than going under negotiation is recommended (Wesner & Smith, 2018). Further, the
employer should take care of the number of persons that are available in the external
environment required to perform a job. This is crucial because in the case when the expertise is
limited then negotiation becomes important. Further, the quality of the employee also makes it
important to decide whether to involve in the negotiation process or not because an employer
never wants to lose a good candidate (Urban, 2018). In the given case it can be seen that the new
applicant has been already chosen by the organization because of his qualification. Thus, the
manager is suggested to involve in a negotiation process because the organization has analyzed
the expertise of the new candidate and they do not want to lose the new applicant. Further, it is
recommended that the manager should analyze whether the job role for which the applicant has
been chosen is important or not and whether the availability of such expertise is high or not.
Thus, in case the applicant is critical for the organization and not easily available then the
manager should consider the applicant’s request once and get into some final negotiation.

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HUMAN RESOURCE MANAGEMENT
References
Urban, E. (2018). Negotiation Know-How. Quality Progress, 51(12), 14.
Wesner, B. S., & Smith, A. B. (2018). Salary Negotiation: A Role-Play Exercise to Prepare for
Salary Negotiation. Management Teaching Review, 2379298118795885.