Project Two: Top Trends in Human Resources Management Analysis

This report, titled "Project Two: Top Trends of the Human Resources Management," examines three key trends in the field: talent management, increased diversity, and online/social media recruitment. The introduction highlights the importance of HR in aligning employees' skills with company goa...Read More

Running head: PROJECT TWO: Top Trends of the Human Resources Management
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PROJECT TWO: Top Trends of the Human Resources Management

PROJECT TWO: Top Trends of the Human Resources Management
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Top Trends of the Human Resources Management
I. INTRODUCTION
The Human Resources Management field has innovative trends that focus on how to
capitalize on employees’ knowledge, skills and abilities that can be used to accomplish the
company’s goals and objectives. Many would argue that the job of Human Resources is one of
the most difficult positions in the organization, since they are responsible for ensuring that the
right person is hired for the right job, which can have a direct impact on the organization as such
(Stone & Deadrick, 2015). Many employers appreciate having that mid to high-level
managerial support that cushions the middle of the employment hierarchy. As recruitment
agencies compete for top talent, it has become increasingly necessary to use social media in
talent acquisition. This ensures that organizations are able to find the best talents and at a fast
rate, which decreases the chance of competition. Indeed, over 90% of all recruiters now use
social networking sites in their recruitment process. Social networking sites have been known to
revolutionize the recruitment process. Through social media, it is easier to find the right
candidates for the job. Often times, social media can provide insights into the minds of the
candidate. For example, a look through social media would prove that a candidate might not be
interested in the position based on their political preferences, or their hobbies (Marchington,
2015). It would be easier to weed out the candidates before the end of the recruitment process.
II. FINDINGS (TOP TRENDS)
A. TREND #1 – Talent Management
Talent Management is essentially an organization’s professional effort to sustain and
develop employees who have been identified as contributors (Alina, 2017). In order to
ensure that employees who have been benefiting from the organization, and have been

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large contributors to the growth of the organization succeed in the organization, and are
made to feel important to the organization, talent management is one of the most
important steps (Albrecht, Bakker, Gruman, Macey, & Saks,, 2015). Talent management
is the commitment that the organization has to promoting employees who have been
working in the organization. This makes the employees feel that they are valued in the
organization, and are an important part of the organization. This has a dramatic effect on
the increase in the loyalty of the employee, which is a great benefit to the organization
(Cascio & Boudreau, 2016). It also gives the employees motivation to work hard if the
employees who are not working as hard or are not contributing are not provided with any
positive reinforcement. In any organization, it is essential to retain and develop a superior
workforce (Greer, 2017). Talent Management within the organization is one of the
biggest methods of gaining a superior workforce. By using Talent Management as a
business strategy, employees have been successful in ensuring that they are able to
successfully better themselves. By having a steady talent management process, so that the
employee can have the opportunity to develop professionally, the organization is also
able to attract a better range of professionals. They would be able to attract individuals
who are dedicated and are able to provide a better quality of work, and who have the
thirst to improve and be better, which ensures that the organization is able to succeed
(Collings, Wood & Szamosi, 2018).
Talent management is closely tied to the recruitment process because the common goal is
to attract and retain top performing employees while ensuring that they have all the tools
they need in order to be successful; thus the need for a solid training and development
program. Talent Management also is able to give the managers a greater role in the

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recruitment process, one that is extremely important in ensuring that the best employees
get the job. In most organizations, employees have to fight it out in order to be included
in the talent management process. In most organizations, only the top employees are
given the opportunity to be a part of the talent management process, which is why it is
essential to ensure that only the best and most talented employees get in (Cooke, Saini &
Wang, 2014). A solid training and development program ensure that employees who have
worked hard and genuinely want to better themselves and be a part of the organization
have an opportunity to do so as well. These are important elements in the organization,
and are essential to the success of the future of the organization. Through the talent
management process, it can be ensured that the CEO of the organization in the future
belongs to the organization, and is loyal to the organization all the while ensuring that he
or she is able to provide the best to the organization as well (Stone, Deadwick,
Lukaszewski & Johnson, 2015). The need for a solid training and development plan in
order for the talent management process to succeed is crucial. If the employees who are
selected for the program feel that the program is not worth the effort that they have put in,
they may become disloyal to the company, and this can do more harm than good for the
organization (Jackson, Schuler & Jiang, 2014).
B. TREND #2 – Increase in Diversity
HR departments must be wary that everyone they hire can contribute differently but
as efficiently as one another while giving everyone an equal opportunity (Nkomo,
Hoobler, 2014). Gut-macher (1998) explains that diversity is important to not only the
human resources department but to the company as a whole. Diversity has shown a
lot of positive improvements in the organization. The main positive result would be

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that due to the different voices from different backgrounds and experiences, the
amount of creativity and possible solutions in the organization would increase. Each
individual would have a diverse range of experiences and thoughts that they would
bring to the table, and this would be able to create a thought process and possible
solutions that had not been thought of before (Tung, 2016). Organizations that value
diversity and try to bring it to the table have been known to have better and more
creative solutions to their problems, which is why diversity is so often encouraged.
Diversity also brings to the table an increase in productivity levels in the organization.
Studies have found that cultural diversity has a marked effect on improving the
productivity, in general, in the workplace. This might be because each employee is
able to learn something from another employee, which is found to have immense
positive benefits on the organization (Brewster, 2017)). Employees with different
experiences would mesh well together and learning from different employees would
mean that the amount of solutions would increase and the amount of time taken to
solve a problem would decrease, which would be the increase in productivity. This
increase in the productivity and the creativity can lead to a substantial increase in the
profits of the organization as well. It could also be due t global trends and the chance
of better international trends as well. However, the increase in profits is the major
reason that most organizations should push for diversity within, not just the
employees, but also in the senior management as well (Sameen & Cornelius, 2015).
An increase in the amount of profit would mean that for the organization, the chances
of hiring people from areas where the business is high, such as women or Asians,
would also be high, which would be preferential hiring. Another benefit of diversity

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would be the improvement in the employee engagement. Employee engagement is
always beneficial for the organization, since it leads to a huge increase in employee
motivation. This in turn, can also reduce employee turnover to a large extent.
Employee turnover can be due to a variety of reasons, but dissatisfaction is the main
cause of the turnover (Kraiger, 2014). Thus, by ensuring that the employees are
satisfied, diversity can help in ensuring that employees do not leave their jobs, and
reduce the turnover in the organization.
C. TREND #3 – Online and social media recruitment
Social media recruitment is a process of hiring new employees with the use of social
websites such as LinkedIn, Facebook, Google+, Twitter and many other popular sites
(Bohmova, 2016). Social media recruitment is essential in many companies, since they
are technology-related companies, and social media feeds can prove that the person that
they are hiring is in touch with the latest technology. Having an account or profile on
LinkedIn is essential for most businesses, since that is where they can get in contact with
people from relevant fields and that is also how they can improve their contacts, and get a
better job as well (Alina, 2017). Not having a LinkedIn profile shows the organization
that the employee does not care about or keep themselves up to date with the latest
technology, which can harm the workplace (Robertson & Kee, 2017). Recruitment
through social media is such a huge trends, that almost 90% of the organizations have
been known to recruit through social media, since there are immense benefits to
recruitment via social media.
Social recruiting is cheaper, but can still cost you significant amounts of money. This is
primarily because there is no necessity in this case to advertise through newspapers, and

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hand out fliers. The cost of advertisement in the classifieds section of the newspaper
reduces significantly. By sharing the vacancy on the social media page of the
organization, they shall be getting a lot of interested candidates who would know about
the job enough to want to apply through social media. However, the candidates might not
always be genuine, and the number of candidates would also be large in number, which is
why the weeding out process might be expensive for the organization (P.S & Malhotra,
2013). This is a large issue when it comes to this trend. In the current state of many
industries, the cost-cutting would make it hard for the organization to dedicate the
resources. Thus, even though it might seem like an inexpensive way, selection of the
ideal candidate would be difficult, and time-consuming, and might turn out to be
expensive for the company.
Studies done by Parry and Tyson in the United Kingdom have shown the impact and
success that online recruitment of companies have saved on recruitment costs, and
increase the efficiency of the recruitment process due to the fact that companies want to
“keep up with the times” (p. 263). This has been the main reason that many companies
are thinking about online recruiting (Parry & Tyson, 2008). In order to keep up with the
times, and to ensure that they get millennials into the organization, companies are having
to conform to their style of doing business, which in this case is online (Deery & Jago,
2015). Most business wish to adapt to the times, and thus, they would rather use the
online method of recruitment to get the best employees and to intimidate the competition,
rather than going old school and not having the chance to have the best employees.
III. CONCLUSION

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Both perspective employees and employers are turning to social media for recruitment
purposes. This has been found to benefit both the employers and the employees in terms
of selection of candidates and ease of applications. There are some key advantages to
using social media in the recruitment process. The most important advantage is the cost-
effectiveness, and the ease of having the recruitment process online. There are some
challenges to using social media in the recruitment process. However, the benefits
outweigh the challenges, which is why it is a beneficial process.

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