HRM Report: Analysis of HRM Functions, Recruitment Challenges

This report provides a detailed overview of human resource management (HRM) functions, emphasizing the crucial roles of recruitment and selection within organizations. It explores the significance of HRM in planning, managing, and controlling human personnel to ensure business growth and sustainability. The report delves into key HRM functions such as human resource planning, fostering a positive work environment, training and development, and employee relationship management. A significant portion of the report is dedicated to analyzing the recruitment and selection process, highlighting the importance of attracting and selecting competent employees. The core issue of insufficient sourcing of talented candidates is thoroughly examined, including its adverse impacts on business operations. The report proposes effective solutions, such as utilizing advanced technological portals, designing innovative sourcing strategies, maintaining candidate records, and leveraging social media platforms. By implementing these strategies, HR departments can build a strong pool of potential candidates and overcome sourcing challenges. The report concludes by reiterating the integral role of HRM in organizational success and the necessity of continuous improvement in sourcing practices.

Role of the key HRM functions: Human resource
functions play a very crucial and prominent role in
facilitating the growth, expansion as well as
sustainability of the business enterprises all across
the world. These functions needs to be executed in
an appropriate and standardised manner in order to
regulate the human resource activities in a systemic
and deliberate manner.
Few of the functions facilitated through Human
resource management personnel are mentioned
below:
 Human resource planning can be termed an
essential role wherein the tasks and
responsibilities associated with a particular
job position are formulated and determined.
It details about the duties that needs to be
undertaken in order to perform a specific job.
 Good working environment needs to be
exercised by the human resource personnel of
the business organisation so as to maintain
positive working conditions within the
organisation.
Poster Project with Research Notes
INTRODUCTION
Introduction: Human resource management can be
termed as one of the most significant process that
needs to be exercised by the business organisation
in order to plan, manage, regulate as well control
the human personnel of the business firm
(Ahammad, Glaister and Gomes, 2020). The report
encompasses the major functions of HRM and
detailed focus towards the detailed analysis of
recruitment and selection process of human resource
management. The report also focuses towards the
challenges faced by the business firms and involves
a detailed evaluation of the issues pertaining to
insufficient sourcing of candidates. The report also
highlights the solutions and strategies that needs to
be incorporated in order to resolve the respective
issue faced by the business firm.
 The regulation as well as the implementation of
advanced training and development practices
needs to be facilitated by human resource
management department of business
organisation in order to enhance the overall skill
development as well as the performance of the
business firm in the long run.
 Human resource management is also responsible
for facilitating employee relationship
management in order to ensure coordination and
cooperation within the individuals working in
the organisation. The respective practice will
also lead to enhanced productivity within the
same.

Recruitment and Selection: The respective function
highlights upon the policies and procedures that are
taken into consideration by HR section of a business
institution so as to hire and select competent
workforce within the enterprise. Recruitment can be
termed as the identification of the potential
candidates that are suitable and meet the required
criterion for the respective job position. Selection can
be termed as choosing the most appropriate and
deserving candidate among the pool of candidates
that exhibits the necessary skills set and competence
that is required to perform the particular job.
Recruitment and selection can be considered as a
very wide concept in the organisational management
concept (Mousa and Othman, 2020).
It is a function that allows the organisation to attract
the most talented employees towards in order to
facilitate the management process. In order to
heighten the success as well as development of the
business entity, it is required fort the company to
concentrate upon the recruitment and selection
methods. The incorporation of the most suited and
effective procedures and method can provide
assistance to the business firm in order to capitalise
on the best talent available in the business
environment.
Thus, it can be stated that a good investment of time,
concentration and funds in Recruitment and Selection
process can help the organisation to build a skilled,
hard-working, competent and reliable workforce.
HR issue or challenge: Human resource issues can be
characterised as the troublesome situations and
concerns that hinders the human resource
management process of the business institutions.
There are numerous challenges faced by the human
resource personnel while facilitating the recruitment
and selection process for the business firm.
Insufficient sourcing of talented candidates can be
termed as one of the biggest issue that is faced by the
HR department while initiating the hiring process in
the business organisation (Bonache and Festing,
2020). Insufficient sourcing can be characterised the
inability of a human resource management department
to find an appropriate candidate in order to provide
justice with the particular job title. It is the
insufficiency of the HR team to source the right set of
candidates within the talent pool.
In order to recruit and select a good individual for a
particular designated position, it is necessary for the
HR department to have a good pool of candidates
from which the choice can be made. There are times
when the human resource personnel try their best
potential to build an appropriate pool of candidates
but they miserably fail to do the same. Sometimes, it
becomes difficult for the HR team to find the right
candidates for a particular position. The unavailability
of the right individuals for a particular job can lead to
adverse impacts within the firm.
The respective situation can also negatively impact the
business operation of the firm as the management will
not able to fulfil the space for the particular job title.
This can lead to reduced growth of an organisation as
various tasks and goals will not be met in the absence
of a suitable candidate for the job.
Resolution of the challenge: Challenges and problems
faced by the human resource team needs to be
overcome with effectiveness and accuracy so as to
eliminate or reduce the implications associated with the
same (Sadikova, 2020). In order to solve the problem
of insufficient pool of candidates, the human resource
management team can concentrate and emphasis upon
the utilisation of better and improvised tools for
attracting the prospective candidates towards the
business organisation.

Research Notes:
The HR team can focus towards optimising the
higher level technological portals wherein the team
can filter through numerous variables in order to
facilitate the search for the right candidate
appropriate for the respective position.
Creative and innovating sourcing strategies and
actions plans needs to be designed and developed by
the business firm in order to ensure that maximum
number of talent individuals are persuaded to wards
the company. This will help the company to arrange
a potential pool of individuals from which that can
select and hire the most competent individual.
Social media is a budding platform that allows the
business firm to enhance the interactions and
engagement with the individuals willing to be as
part of their organisation (Greer, 2021). HR teams
can regulate their sourcing operations on the social
media channel or account of the respective firm.
Important instructions and guidelines in reference to
the hiring of candidates can be provided on social
media platforms such as Instagram and Facebook in
order to attract more and more candidate to apply
for the particular job position.
The human resource team can also keep a record of the
individuals that have earlier or in present have applied
for the positions in the business firm. The respective
record statement of all the candidates can help the
company to contact the previous candidates and inform
them about the new job opening in the company. The
concerned practice can facilitate the human resource
management of a business firm to promote time
efficiency within the management operations.
Hence, the insufficient sourcing is an issue that has
potential solutions as well. An organisation needs to be
dig deep into its current sourcing practices and is
required to add new modification and specification
within the same in order to facilitate up-gradation in
the tools and techniques of sourcing new candidates
within the firm.
The Human resource team needs to be assertive and
proactive in its functions so as to engage with a large
prospectus of employees. It should be ready to
interact and provide the opportunity to every
candidate thriving to obtain the job position.
Conclusion: From the above researched information,
it can be summarised that human resource
management is an integral part of the organisational
success. One of the most crucial roles of HRM can be
termed as Recruitment and Selection. It helps the
company to hire the best team of individuals within
an organisation in order to enhance the organisational
performance and overall productiveness. One of the
implications that can be faced by the organisation can
be considered as insufficient sourcing which can
cause deviations in the process of recruitment and
selection in the workplace. It is necessary for the
organisation to formulate necessary sourcing
strategies and facilitate market research in order to
combat and overcome the problem.
References
Ahammad, M.F., Glaister, K.W. and Gomes, E.,
2020. Strategic agility and human resource
management. Human Resource Management
Review, 30(1), p.100700.
Mousa, S.K. and Othman, M., 2020. The impact of
green human resource management practices on
sustainable performance in healthcare organisations:
A conceptual framework. Journal of Cleaner
Production, 243, p.118595.
Bonache, J. and Festing, M., 2020. Research
paradigms in international human resource
management: An epistemological systematisation of
the field.