Reflective Essay on Recruitment and Performance Management in HRM

This essay reflects on the student's experience as an assistant to a Human Resource Manager in a telecommunication company and analyzes the critical aspects of recruitment and performance management within an organization. The student identifies inefficiencies in the company's recruitment process, such as a lack of emphasis on candidates' communication skills and personality, and the absence of proper training, leading to the hiring of incompetent employees and affecting customer service. The essay highlights the importance of strategic human resource management, advocating for a more comprehensive recruitment process that assesses candidates' qualifications, thought processes, communication skills, and personality. It also emphasizes the need for a robust performance management system, including rewards and recognition policies, ethical supervision, and a healthy work environment to enhance employee performance and productivity. The essay concludes by emphasizing the vital role of effective recruitment and performance management in organizational success and positive market reputation.

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

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Recruitment and performance management are two important aspects of an organization.
These are considered to be the key elements that drive the productivity of the business that
ensures positive outcomes of an organization aligning with the needs and the interest of the
employees1. It is important for an organization to manage this effectively in order to avoid
conflicts and poor performance of the employees in the workplace. This paper will provide my
reflection and understanding of the performance system and recruitment process and provide
appropriate strategies that will help organizations in these aspects.
I have an experience of being an assistant for a Human Resource Manager in a
telecommunication company in Australia. My main role was to assist the HR manager and also
to select employees for recruitment and make reports on the performance of employees which
was communicated by the HR manager. However, the organization I was working for was facing
issues in their productivity because of the lack of productivity and complaints received by
customers due to poor services provided to the customers. While making the reports I understood
that this issue was aggravating because of the inefficient performance management and
recruitment system of the company.
The customer service division needed a lot of employees and thus the organization was at
a hiring spree where they did not put emphasis on the personality and the communication skills
of the potential candidates. They hired mainly on the basis of the qualification of the candidates
and were unclear in the job description. According to me this was a mistake of the organization
1 Armstrong, Michael B., Richard N. Landers, and Andrew B. Collmus. "Gamifying recruitment,
selection, training, and performance management: Game-thinking in human resource
management." Emerging research and trends in gamification. IGI Global, 2016. 140-165.

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as this resulted in the hiring of many incompetent employees in the workforce. 2 Scholars opine
recruitment process is one of the important factors in an organization and it paves way for the
hiring of competent employees in the workforce that contribute to the success of the
organization. It would be important for the organization to assess the overall factors of the
potential candidate and make sure they hire the right employees. The company was also not
proving proper training to the new employees which affected in the performance of the
employees as well as their productivity. According to scholars, training is essential during the
recruitment process as it makes the employees understand the work clearly and help them adapt
to the environment of the organization3.
The other issue the organization was facing was efficient performance management. This
led to the poor performance of the employees and the rise in complaints from the customers. The
unclear jobs that were not communicated were one of the biggest issues. Scholars state that
communication is a key element in every organization as it helps in communicating the
organizational goals to their employees clearly4. The other factor was the absence of a concrete
rewards and recognition policy. This also contributed to the poor performance according to me.
2 Swider, Brian W., Ryan D. Zimmerman, and Murray R. Barrick. "Searching for the right fit:
Development of applicant person-organization fit perceptions during the recruitment process."
Journal of Applied Psychology 100.3 (2015): 880.
3 Richmond, Adeya, Jacqueline Braughton, and Lynne M. Borden. "Training youth program staff
on the importance of cultural responsiveness and humility: Current status and future directions in
professional development." Children and youth services review 93 (2018): 501-507.
4 Munro, Marth, et al. "Theatre strategies to develop emotional intelligence skills in business
communication: An exploratory study." Southern African Business Review 19.2 (2015): 1-26.

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According to scholars, rewards and recognition are motivational factors in the workplace that
encourage the employees to work harder5.
In order to enhance the performance and productivity of the organization I feel the
organization needs to use strategic human resource management which will help the organization
overcome the issues that exists in the workplace. Strategic human resource management is
considered to be the practice of developing, attracting, retaining and rewarding employees for the
overall development of both the employees as well as the organization6. The organization needs
to focus on their recruitment process first. The company should first select candidates on the
basis of their qualification, then the company should conduct a small test that reflects on their
thought process and later the communication skills and the overall personality of the employees
need to be assessed in order to recruit them. The selected employees then need to be given proper
training in order to enhance their skills so that they do not make mistakes.
The performance management system should be more enhanced and systematic. The
organization should consider incorporating a rewards and recognition in their policies which will
help in making the employees feel good about themselves but also motivate them to work harder
and produce fruitful outcomes for the organization.
In order to combat the issue it is important for team leaders and HR managers to
supervise employees and facilitate cooperation between them. It is important to supervise
5 De Vito, Lynn, et al. "Employee motivation based on the hierarchy of needs, expectancy and
the two-factor theories applied with higher education employees." IJAMEE (2018).
6 Collings, David G., Geoffrey T. Wood, and Leslie T. Szamosi. "Human resource management:
A critical approach." Human Resource Management. Routledge, 2018. 1-23.

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employees in an ethical manner. Scholars state ethics in decision making and strategies helps in
bringing fruitful results to the organization7. The employees should be provided with proper help
when they need, they should be provided a healthy workplace environment and ensure they are
applauded ad recognized for their contribution to the organization and also they should not be
given unachievable deadlines. The organization needs to provide some perks and ensure the
work life balance is maintained by the employees. These factors will help in encouraging the
employees to work properly and enhance their performance in order to avail the rewards and
recognition and also help for the development of the organization.
According to me the recruitment and performance management are one of the most
important duties of a HR manager. Effective recruitment helps in hiring talented and competent
employees who will be able to do the assigned job with conviction and hard work. Performance
management is another aspect that is important in every organization as it is important for
organizations to manage and understand the issues in the workplace and make effective changes
or incorporate necessary changes that help in facilitating the work of the employees. Employees
are considered to be one of the biggest stakeholders of an organization and it is the duty of the
organization to manage employees efficiently for their own benefits and also keeping in mind the
needs and necessities of employees that will encourage them to do better work.
Recruitment and performance management play a vital role in the upliftment of an
organization. Effective management of employees and recruitment gives the company a boost
and also help in acquiring a positive reputation in the market.
7 Ling, Thomson J., and Jessica M. Hauck. "The ETHICS Model: Comprehensive, Ethical
Decision Making." VITAS online retrieved from https://www. counseling. org/knowledge-
center/vistas/by-year2/vistas-2017/docs/default-source/vi stas/the-ethics-model (2017).

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Reference
Armstrong, Michael B., Richard N. Landers, and Andrew B. Collmus. "Gamifying recruitment,
selection, training, and performance management: Game-thinking in human resource
management." Emerging research and trends in gamification. IGI Global, 2016. 140-165.
Collings, David G., Geoffrey T. Wood, and Leslie T. Szamosi. "Human resource management: A
critical approach." Human Resource Management. Routledge, 2018. 1-23.
De Vito, Lynn, et al. "Employee motivation based on the hierarchy of needs, expectancy and the
two-factor theories applied with higher education employees." IJAMEE (2018).
Ling, Thomson J., and Jessica M. Hauck. "The ETHICS Model: Comprehensive, Ethical
Decision Making." VITAS online retrieved from https://www. counseling. org/knowledge-
center/vistas/by-year2/vistas-2017/docs/default-source/vi stas/the-ethics-model (2017).
Munro, Marth, et al. "Theatre strategies to develop emotional intelligence skills in business
communication: An exploratory study." Southern African Business Review 19.2 (2015): 1-26.
Richmond, Adeya, Jacqueline Braughton, and Lynne M. Borden. "Training youth program staff
on the importance of cultural responsiveness and humility: Current status and future directions in
professional development." Children and youth services review 93 (2018): 501-507.
Swider, Brian W., Ryan D. Zimmerman, and Murray R. Barrick. "Searching for the right fit:
Development of applicant person-organization fit perceptions during the recruitment process."
Journal of Applied Psychology 100.3 (2015): 880.