HRM Report: HRM Theories, Recruitment, and Current Issues

This report delves into the core aspects of Human Resource Management (HRM), with a specific focus on recruitment procedures. It begins by highlighting the significance of HRM as an integral component of modern management, emphasizing its role in developing employees and securing skilled individuals for vacant positions. The report explores various HRM theories, including the Universalist and Best Fit/Contingency models, evaluating their impacts on employee performance. It then addresses current challenges in HRM development, such as lack of training, lack of awareness, and adapting to innovation, and their effects on recruitment and employee engagement. The report further examines activities of HRM functions to recruit employees from the external labor market, including recruitment planning, internet recruitment, and online interviews. It also discusses the advantages of e-recruitment and the importance of adapting to technological advancements. Finally, the report explores the issues with e-recruitment such as the volume of applicants, the cost, and the need to ensure the process is effective.

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Managing Human Resource Management

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The main aim of this assignment is to bring better understanding regarding human resource
management and its function in context of emphasizing the recruitment procedure. HRM is
considered as an integral component of all functions of modern management. The main concern
of this HRM is to develop employees instead of focusing on the direction of the things. HRM is
become essential part of all kind of job as it entails the management of the company in which the
organization get skilled employees for vacant job. The report will discuss about the ongoing
issues in the development of the human resource management and it would be accomplish by
considering the theories of human resource management. There are various theories of human
resource management and some of them will be demonstrated under this assignment.
Recruitment is the major task of HR and it is necessary for the organization to have an effective
procedure to recruit the employee.
Theory of HRM
There are various human resource management theories which can put positive as well as
negative impact over the performance of the employees. It is vital for the management of the
organization to implement these theories within the organization after evaluating the requirement
in the project.
Best practice Universalist theory
Universalist theories objective is to elaborate the similarities in the structure among the pidgins
of the world on the basis of the assumption that all humans are featured by an innate ability to
make simpler language. It has been found that the best practices model that certain bundles of
activities of HR carries which generally give the carry companies in attaining the benefits if the
company in the context of the industry. It demonstrates that the practices of human resource

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management that can be apply in the company for the purpose of amplifying the performance
that helps to generate the outcomes (Armstrong and Taylor, 2014). It includes the bonding
betweens the organizational performance and the practices of HR that requirements upper kind
of commitment management. It has been found that the best practices model of HRM is relied on
the projection of supremacy of the performance of the organization. It is the theory that entails
the employee collaboration. Since carrying out this practice will set up common unnecessary
combinations like team collaboration and recompense based on the individual performance
comprise huge risks (Bratton and Gold, 2017).
Best fit/Contingency
Changes in the daily activities due to technology expansion in the organization are necessary and
because of the rapid change, it is required for the organization to know more about the staff and
considered them as assets of the company (Hargie and Tourish, 2009). There is a responsibility
of the organization to focus on planning and implementing the perfect model that can increase
the bonding as well as incorporation of the human resource in the relation of the development in
which they can demonstrate their vision, mission and strategic objectives of the company. The
best fit model emphasis the important of HR strategies in the organization and force to
implement it within the organization for the purpose of making compatibility with various
reasons along with the operational procedure and culture as well. The main focus of this theory is
to keep focus on the needs of employee as well as organization in order to attain the objectives of
the company. it has been found that this theory has certain limitations which can be the hurdle
for the company as they are substance to number of alternatives eventualities and it would be
difficult for the management to tackle the upcoming confronts as the system of HR are unable to
handle the entire system

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Current issues in its development
Lack of training
Lack of training is the major concern of the employees’ development. HRM Development can be
suffered due to ineffective approaches of the training as skilled candidate cannot be revealed
their skills due to lack of training regarding performing the tasks. Training and development
program can increase the potential of employee in performing the task in more efficient manner
without committing any mistakes (Khan, Khan and Khan, 2011). The presence of Big Data is
increased day by day which shows human resource practitioners with an opportunity. It has been
found that the business leaders are getting more demanded to accomplish t he objectives of the
company within timeframe by applying various metrics and in depth analysis in order to make
good decisions. It is required for the company to put the above mentioned theory in the process
of the company in order to bring good environment of working (Guest, 2011).
Lack of awareness
There is another issue of lack of awareness which increase the reason of less productivity. It is
necessary for the human resource department to have the leadership development skills which is
considered as the crucial part in keeping the management team engaged and motivated and ready
them to take on more responsibilities in future. The condition of labour market has improved and
the requirements for skilled as well as educated workers increases around the world, companies
are found in difficulty to attract number of best employees (Tahir, Yousafzai, Jan and Hashim,
2014). It creates the need of making good bonding with customers in short span of time. Due to

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lack of awareness, HR professionals move towards hard work instead of performing in smart
way.
Recruitment and selection
It has been found that the searching out the capable candidate for the job from a huge range of
applicants is a major concern for the human resource department. It is necessary for the HRM to
bring suitable changes in the planning of recruiting and selection process in order to recruit
employees as per requirement file. There are various ways of hiring employees due to latest
technology which can be approached by HR to reach needed people of job. Various job portals
are accessed by HR to recruit employee for the desired position and it is necessary for the
company to keep focus on the latest way .(O Lengnick-Hall, Lengnick-Hall, Andrade and Drake,
2009). Due to involvement in traditional approach, the company can face various confronts in
appointing skilled employees.
Adapting innovation
Technology has been changing rapidly and many organizations adapt new technology which
gives birth to innovation. Lack of knowledge regarding innovation can become the major
concern in the development of HRM as competition is increased in today’s market (Hamel,
2008). To remain in the competitive market in order to attain the competitive advantages, it is
vital for the company to get updated with new technology and give proper training regarding
making changes in the process. There is another concern of rising sense of insecurity as with new
technology, the security of the data becomes the major concerns for employee as well as
employer (Briscoe, Tarique and Schuler, 2012). The company can face the challenges of data

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breaches to global supply chains. Along with that the employee of the company can face
themselves in the physically dangerous situation.
Focus on Employee Engagement
Workers are looking for good opportunity and switch the job after getting satisfy with offered
perks. It is necessary for the employees to get engagement in the methods for retaining staff,
amplifying productivity and driving innovation. Employee engagement is not taken into
consideration due to involvement of employees from different cultural background (Dowling,
2008). Different cultural background comes with different skills and it is required for the
company to make them comfort in managing ongoing tasks. There are number of latest tools
such as talent networks and internal social networks that hold the promise of amplified
productivity and flexibility (Richardson, 2009).
Activities of HRM Function and process to recruit employees from external labour market
There are various activities of HRM to recruit employee from external labour market such as
recruitment planning, internet recruitment, online interview and many more. It has been found
that the process of recruitment has been changed enormously due to involvement of internet in
the recruitment process (Kraaijenbrink, Spender and Groen, 2010). The medium of internet
recruitment has become accepted medium of both employer as well as job seekers. The fact of
internet recruitment is elaborated in number of ways as it has been found that internet
recruitment can be elaborated in number of ways. It involves the portal on which job seekers can
put their information and experiences of their field from which HR can find out the right person
for the vacant job. Internet recruitment method is classified into terms such as company find
employee approaches in which web-event recruiting, relationship recruiting, using the services of

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aggregator sites, and developing the name using search engines (Jabbour and de Sousa Jabbour,
2016). Another method of recruitment through internet is employee find company approaches, in
which advertising jobs online, involvement in online job fairs and posting jobs on the websites of
organization. Within developed countries, it has been found that more than 75% of human
resource professionals use the method of e-recruitment to approach the labour market. There are
various activities of human resource in recruiting employees from external labour market for the
organizations. These activities are based on the request for hire from the client and eventual job
analysis (Jackson, Schuler and Werner, 2009). It is necessary for the HR department to
categorize the task in the form of identify the applicants, attract applicants, process Incoming
applicants and communicate with applicants. Along with that there should be subpart of this task
in which identify applicants should involve the preparation of the job descriptions and job
specifications and recognize the effective pool of applicants. In the context of attracting
applicants, HRM activities include the selection of the recruitment sources in which it decides
that which method to use to reach the target audiences. Along with that it is necessary for the HR
Management of the company to specialise the websites of the recruitment which should be act as
the medium between organization and potential applicants in the form of job portals, online
recruiters and job agencies (Crouse, Doyle and Young, 2011).
In the context of activity of process incoming applicants, there are some activities which should
be entailed such as receive, sort and register incoming applications and pre-screen and evaluate
applicants. A pre-screen review applicant refers the recognition the number of applicants to be
involved in the gather for forward assessment and selection. It is necessary for human resource to
inform those candidates who are not selected during interview process. Along with that it is the
major activity of HR to prepare the formal letter or make a telephone call to inform candidates

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about their selection procedure (Aguinis and Kraiger, 2009). A wide range of organizations
prefer online interview as multinational companies offers job to the global level in which one can
give interview from their place. In such case, it is the responsibility of the HR to inform
prospective candidates by formal letter that they have been pre-chosen for next assessments.
Moreover, it is the responsibility of the HR to arrange interviews for selection.
There are a plenty of effectiveness of internet recruiting to target the labour market accurately as
it entails the involvement of database online. E-recruiting is the effective procedure of
recruitment to select external labour market as employee can approach target Company by
providing their CV so that the company find right or skilled employees for the vacant position. It
is the cost-effective approach to publicize job openings, immediate applicant responses, connects
to other job search sites and automation of applicant tracking and evaluation. It represents that
the e-recruitment has an effective advantages which help out the company to recruit employees
from external market (Gopalia, 2011). There is another advantage of online recruitment as it
facilitates in integrating the internet resources. Every coin has two perspective which show one
negative aspects and another positive. Same apply with the process of human resource
department as e-recruitment bring a plenty of employees with or without skills and it takes a lot
of time to select employees whether they are good enough for vacant position or not. Along with
that it can hamper the position of the company as many companies can imitate the structure of
the company to attract number of employees and it would become spam case. It has been found
that e-recruitment is an effective process that put an effective impact over the performance of the
company and helps in hiring right person at right place.
The internet recruiting impact the entire process of the organization in a positive manner as it
creates the activity of HR department easy. Recruiters can use search engines to recruit the

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employees from external labour market and can participate in chat room. There are several
players in the “on line” recruiting market in which job seeker (active/passive), Recruitment
market and the potential employer are included. The job seeker surfing the net for the purpose of
looking the job in which active employees who are upload their CV for getting the job and
passive employees who are already working somewhere and not have current planning to switch
jobs (Lyons and Marler, 2011). E-recruitment makes easy process of hiring as recruiter get all
information regarding employees in a one go without open any envelops, re-input the data and
scan the resume. It is necessary for the company to focus on the speed of the internet. The
internet can speed up the hiring process, yet if used in imperfect way it can be liable for slowing
down the process and lead to the saturation of the Web Site with literally millions of resume
being logged in.
It can be concluded from above discussion that human resource development is necessary for the
potential growth of the business. There are many ways to recruit the employees but it should be
applied as per the need of the vacancy. This report has entailed the importance of e-recruitment
in which the activities of HR are discussed. There are number of issues within the business
which put impact over the performance of the company but it can be reduced or mitigated
through training and development program., adapting innovation, increasing awareness and
focusing on employee engagement. HR has many activities to do and they should be updated as
per the technology and time changing that is why it is vital for them to adapt latest way to hire
employees which is e-recruitment. The process of e-recruitment with latest technology is an
effective to hire employee from external labour market as it helps to evaluate the resume of those
candidates who are interested in applying job. the company should focus on various tools such as

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talent networks and internal social networks that hold the promise of amplified productivity and
flexibility.

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