HRM Debate: Employer Branding, Diversity in Recruitment and Strategy

This report presents an analysis of the HRM debate, focusing on employer branding and diversity in recruitment. The report explores the benefits of employer branding in attracting and retaining talent, highlighting how it enhances employee loyalty and commitment. It also addresses the downsides, such as potential employee dissatisfaction. Furthermore, the report examines the business case for diversity, emphasizing the importance of a multicultural workforce and increased talent pool. The report identifies potential conflicts that may arise and the need for effective management policies to avoid discrimination. The document includes references to relevant books and journals, providing a comprehensive overview of the topic, and is ideal for students seeking resources on HRM, employer branding, and diversity strategies. This report is available on Desklib, a platform offering study tools and past papers.

HRM Debate

Table of Contents
Q1 ....................................................................................................................................................1
Q2.....................................................................................................................................................1
REFERENCES................................................................................................................................2

Q1
Power of employer brand when attracting talent
Employer branding is referred as the package of economical, psychological and
functional advantages provided be an employer and identified with employing organisation
(Cascio, 2018).
Merits
 Employer branding aid in increasing pool of talented employees within the organisation.
As employees has been provided with various benefits and remunerations, they tend to
attract more and more towards the organisation (MacDougall and et.al., 2015).
 Employer branding assists in reducing attrition allowing for a lot of saving from investing
on befitting talent. It helps in enhancing loyalty and commitment of employees.
Demerits
 Employees got dissatisfied if employers failed to fulfil their needs and expectations.
 There can be negative perception of employees regarding employer brand. For example,
an employee working at reputed organisation might remain dissatisfied because of the job
profile and constant workloads.
Q2
Business case for devising a specific diversity strategy in regard to recruitment
Diversity in organisation is essential. It boost up the cultural sharing, developing interpersonal
relationship and increasing talent in the organisation.
Merits Devising strategies in recruiting diversified employees helps the organisation to become
multicultural. It increases talent and pool of culture within the organisation (Sherif
Nimran and Prasetya, 2014).
Demerit
 Possibilities of conflicts within the organisation and management needs to formulate
effective policy to avoid discrimination (Brewster, 2017).
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REFERENCES
Books and Journals
Brewster, C., 2017. The integration of human resource management and corporate strategy.
In Policy and practice in European human resource management (pp. 22-35). Routledge.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
MacDougall, A.E., and et.al., 2015. Managing workplace ethics: An extended conceptualization
of ethical sensemaking and the facilitative role of human resources. In Research in
Personnel and Human Resources Management (pp. 121-189). Emerald Group Publishing
Limited.
Sherif, M.Z., Nimran, M.U. and Prasetya, A., 2014. The role of motivation in human resources
management: the importance of motivation factors among future business professionals in
Libya. Journal of Business and Management, 16(8), pp.27-36.
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