HRM: Recruitment and Performance for Younger Workers - Topic 2

This report provides a critical analysis of human resource management (HRM) practices, specifically focusing on younger workers. It examines two key HRM areas: recruitment and performance management, including appraisal. The report identifies diversity issues within both areas, such as communication gaps, cultural barriers, and discrimination in recruitment, and conflicts, less support, and corporate culture issues in performance management. It offers practical recommendations to address these challenges, including improving job postings, revising workplace policies, and providing regular employee feedback. The conclusion emphasizes the importance of adopting diverse and effective HRM practices to enhance organizational performance and achieve business goals. The report covers recruitment, performance management, and the associated diversity challenges, providing recommendations for improvement.

Topic 2 Younger workers with a focus on
the HRM areas of i Recruitment and ii
Appraising and Managing Performance

Table of Contents
INTRODUCTION...........................................................................................................................1
Critical Analysis of Diversity Issue Relating to First HRM Focus Area....................................1
Recommendations First HRM Focus Area.................................................................................3
Critical Analysis of Diversity Issue Relating to Second HRM Focus Area...............................3
Recommendations Second HRM Focus Area.............................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Human resource management can be describe as practices of organisation that is
significant for management employees and other resources of organisation. It is crucial that
company is correctly and successful management its employees in order enhance business
practices and attain desired goals of business (Noe and et.al., 2018). Human resource
management will includes different practices such as recruitment, managing performance of
employees, training and development and so on. Recruitment is essential part of business and it
helps in attracting or influencing right employees with in the company. Management of
employees performance will help identifying the overall contribution of employees to attain
business goals. These functions of business is helpful for improving capability and potential of
business. This is significant for effectively conducting business activities and correctly managing
performance of employees. This report will includes analysis of diversity issue that is related to
Human resource management practices. In this various recommendations is provided for
development of focus area.
Critical Analysis of Diversity Issue Relating to First HRM Focus Area
Recruitment can be define as the process for attracting and stimulating large number of
candidate to perform business practices. This is consider as positive process as in this company
will take different actions and activities to enlisting new people with in the business. The process
of recruitment can be define as identification of job vacancy, analysing of recruitment of job,
reviewing of application, screening of employees application as well as short listing of
employees to in order to select right candidate for effectively performing business activities.
There are various ways and approaches that could be consider by company in order to correctly
conduct recruitment process (DeCenzo, Robbins and Verhulst, 2016). Recruitment process can
be performed through internal and external sources of recruitment. This is significant for
providing new chances and opportunities to candidate for working with company. This is
significant for personal and professional growth of individual. Internal sources of recruitment is
helpful in placing current employee at new job role or position. This includes promotion,
transfer, demotion etc. External recruitment refer as stimulation of candidate form outside with
the motive of filling vacant job position of the company. This will assist in attracting new talent
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and skill with in the company so that organisational practices could be performed in more
effective manner.
It is essential for organisation to consider diversity with in business practices in order to
successfully perform business task. It is ethical responsibility of company to have diversity with
in recruitment practices of organisation to that correct and accurate opportunities is provided to
employees. There are number of issues and problems that is faced by company due to diversity
in recruitment process (Bratton and Gold, 2017). Due to diversity issues company is not able to
hire correct employees with right skills that is need to perform organisational practices. These
issues and problems are mention below - Communication issue – Communication gap is one of the major issues that will lead to
affect over successfully recruitment process of organisation. This is the diversity issues
which will directly impact over recruitment practices of organisation and influence the
overall functioning of company. Due to communication gap between candidate and
recruiter it will be very difficult to get the correct meaning and message. This will
influence over the decision making of recruiter. Due to communication gap recruiter and
candidate will not be able to successfully conduct the process of recruitment because of
language and communication issue. This is the diversity issues issue that will affect over
recruitment practices. Cultural barrier – There are different candidates with various culture who apply with in
the company. Lack of information and understanding about culture is one of the diversity
issue that will affect over the performance of company. Due to diversity issues and lack
of cultural awareness organisation will not be able to recruit right employees of
functioning with in company (Brewster and et.al., 2016). Cultural issues will impact over
capability of person to understand the working environment and may not be comfortable
with the organisation working culture. This is the diversity issues that will influence over
the recruitment process of company.
 Discrimination – Discrimination of candidates on the basis of different factors such as
age, gender, background etc. will have direct influence over the performance of company.
Recruitment process of organisation will be influenced because of discrimination
practices with in the company at it will directly affect over selection of correct
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candidates. Due to discrimination, there is chances that recruiter develop image of person
on the basis of serotype and take decision accordingly.
Recommendations First HRM Focus Area
It is crucial for company to consider diversity in recruitment practices as it will lead to
affect on the overall performance of company. There are different recommendation that will help
company to correctly perform recruitment process by considering diversity with in organisation
(Kianto, Sáenz and Aramburu, 2017). Various recommendation that will support company in
resolving diversity issues in recruitment practices.
1. Organisation needs to post job more carefully and correctly in order to attract more
diverse candidates. This is significant for providing proper and accurate information to
candidates about the job role. Correct and accurate job posting is significant for carefully
attracting more diverse candidates with in the company so that all activities can be
smoothly conducted.
2. It is recommended that company needs to make required changes in business policies and
regulation with the motive of successfully enhancing diversity practices with in the
company. Workplace policies will work significantly to offer more appealing to
candidates to provide diverse working environment to organisation. This will help in
provide correct direction to employees for considering diversity in recruitment process.
3. It is essential for organisation to take test of employees as this is effective for providing
correct and accurate information regarding employees knowledge and understanding.
Test will help recruiter to gain more understand about personality, behaviour as well as
technical knowledge of candidate (Guest, 2017). This will be significant for taking
correct decision for recruiting candidate as well as placing them in correct place with the
motive of increasing business practices.
Critical Analysis of Diversity Issue Relating to Second HRM Focus Area
Performance management can be describe as the process of company that is significant
for providing details and information about the working of employees. It is essential for
organisation to have proper and accurate procedure in order to manage performance of
employees. It is crucial for company to timely manage performance of employees and provide
accurate appraisal in order to motivate employees. Through this process, manager will be able to
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take correct decision regarding appraisal of employees. Appraisal and performance management
is significant for motivating employees as well as boosting their capabilities to conduct business
task in more effective manner (Delery and Roumpi, 2017). Performance management and
appraisal is significant for growth and development of employees. There are different tools and
approaches that is significant for successful appraisal and performance management practices of
organisation. Performance management and appraisal is significant for providing correct
guidance and direction for employees to increase their capability and potential. Diversity issues
that is affecting the performance management and appraisal is mention below -
 Conflicts – It is considered as situation which take place in every organizations due to
different reasons and it is essential for management to conduct analysis and develop
effective plans and strategies for overcoming it in effective manner. Moreover, due to
working in diverse environment there is chances of conflicts between employees. It is
crucial for company to take correct and accurate steps for resolving and overcoming
conflicts. Due to increase in conflicts with in the company performance management
process will be directly affected. Diversity lead to create the issues of conflicts with in the
company in order to influence over the performance employees. As increase in conflicts
the capabilities and potential for employees to conduct business task is affected. Conflicts
will affect over appraisal process of company and due to employees employees may not
be satisfied with the appraisal and performance management process of company.
 Less support – The respective factor is related to the less support of the manager in
respect of the employees which impact of their performance as well as productivity. It is
essential for a company manager to support every employee equally in order to promote
diversity at workplace as well as to enhance productivity. Diversity in organisation will
lead to affect over the behaviour and attitude of employees. This lead to create the issues
of less support issues from manager to different employees of business. In organisation,
there is chances that manager is providing more support to some group of people.
Partiality with in business practices will lead to demotivate employees and directly
impact over capabilities of staff member. Due to partiality and less support form manager
or supervisor appraisal and project management process can not be successfully
performed (John and Taylor, 2016). Because of this diversity issue employees will not
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able measure and manage the performance of employees as per the contribution with in
the company.
 Corporate culture issues – It is considered as issues which arise due to change in
corporate culture of different location. Corporate culture will impact over the business
practices as well as organisational practices. The culture of organisation in which
company is performing and conducting business practices will have directly influence
over appraisal and performance management practices of organisation. Due to poor and
ineffective corporate culture, there will not be accurate and effective procedure in which
employees are performing business practices. Poor corporate culture is one of the major
diversity issues that will significantly affect over the company and performance of
organisation.
Recommendations Second HRM Focus Area
There are different recommendation that will assist organisation for successfully
conducting performance management and appraisal process. It is essential for company to have
proper and effective performance management system in order to identity the actual performance
and potential of employees to effectively perform and conduct business practices (Brewster,
Mayrhofer and Farndale, 2018). There are different recommendation which will assist in
enhancing appraisal and performance management practices for successfully performing
business task. Various recommendation is mention below -
 It is crucial for company to consider correct and proper appraisal document that is
significant for correctly and accurately conducting performance management process of
company. Appraisal document is significant for proper recording of data and information
that will assist in taking better and correct decision regarding performance of employees
so that accurate rewards could be provided to employees.
 It is recommended that manager provide regular feedbacks to employees. This will assist
in provide correct direction to employees as well as developing strong relationship with
customers. Through feedback company will be able to provide correct information to
employee which will be significant for making required changes in their performance so
that personal and professional goals could be attain.
 Organisation need to prepare and develop the area that needs to be develop skills and
potential of employees (Shen and Benson, 2016). There are different tools and techniques
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that should be consider by company for successfully providing appraisal to employees
that is accurate as per the contribution of employees.
CONCLUSION
From the above report it can be concluded that human resource management of
organisation will help company to take correct and accurate steps for managing performance of
employees. There are various functions of human resource management such as recruitment,
selection, performance management and many more. In current time it is essential for the
company management to adopt diversity at their workplace because that provide numbers of
benefits such as enhance effectiveness, productivity, adopt change, profit and many more. When
an organisation adopt diversity they experience issues in recruitment as well as performance
appraisal or reward. It is generally take place because they in management there are some
employees who do discrimination on the basis of religion, culture, language and many more.
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REFERENCES
Books and Journal
Noe, R.A. and et.al., 2018. Fundamentals of human resource management. McGraw-Hill.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of human resource
management. John Wiley & Sons.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., and et.al., 2016. International human resource management. Kogan Page
Publishers.
Kianto, A., Sáenz, J. and Aramburu, N., 2017. Knowledge-based human resource management
practices, intellectual capital and innovation. Journal of Business Research, 81, pp.11-
20.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human resource management journal, 27(1), pp.22-38.
Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal, 27(1), pp.1-21.
John, R. and Taylor, B., 2016. Human resource management.
Brewster, C., Mayrhofer, W. and Farndale, E. eds., 2018. Handbook of research on comparative
human resource management. Edward Elgar Publishing.
Shen, J. and Benson, J., 2016. When CSR is a social norm: How socially responsible human
resource management affects employee work behavior. Journal of management, 42(6),
pp.1723-1746.
Voegtlin, C. and Greenwood, M., 2016. Corporate social responsibility and human resource
management: A systematic review and conceptual analysis. Human Resource
Management Review, 26(3), pp.181-197.
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