Organisational Development and Human Resource Management

The purpose of this essay is to explain the process of Recruitment and Selection with reference to the statement: “HRM is essentially about managing people in a way that maximizes and rewards the contribution each person makes to the organization “(Carberry and Cross 2013, p.2). Recruitment and selection is one of the tasks of the HRM, who cooperates with the line managers of the specific area in order to conduct this process. Moreover, this process is about identifying and attracting potential candidates to the organization, which are then assessed for the employment. Recruitment process occurs from within or the outside of the organization, whereas selection occurs when the HR along with line managers chose particular candidate for the position from the pool of applicants. This essay will discuss the significance which process of recruitment and selection have on the future of the organization and what are the possibilities to make the process as effective as possible to achieve the best outcomes for the organization. Additionally, it will explain the role of HRM and line managers in this process and how it can affect the organization.

Recruitment is one of the critical functions of an organization; therefore, it requires massive financial and managerial efforts to access a right person. For an efficient and accurate recruiting, job analysis is ameliorated, however, very few HR managers and personnel are aware of the importance as well as the approaches to analyzing a job position to create a pool of right candidates. In fact, job analysis is the building block of the assessment of the potential candidates to make proper decisions regarding final selection. Job analysis is known as a process of identifying, collecting, describing, analyzing, and reporting critical information about the requirements of a job position (Torrington, 2009).

"The study of human resource management has been invigorated by the promise that there is a best-practice, high-involvement management that can guarantee superior organisational performance" (Wood, 1999).

In contemporary society, every company is meeting resources shortage, and then a new conception “human resource” proposed by economists. They suggest that if a corporation wants to be outstanding in the future, he must pay more attention to Human Resource Management (HRM). Recently, a large number of researches have indicated that using HR practices, such as training and development, performance appraisal, information sharing or participation, in HRM will in a certain term improve HRM outcomes (Connie Zheng, Mark Morrison & Grant O’Neill, 2006: 50). However, with the development of Human Resource Management, HR practices are no longer just be used by HR managers, increasing line managers are required to execute HR practices at the same

Human Resources managers are the most important features of any business especially in an economy where there is an increasing shift towards service based industry. Price (1997) for example argues that HRM account for a great proportion of many business costs and it is the people that drive business. Through the key components of HRM such as recruitment and selection, training and developments, the essay will argue on the importance of HRM in organizations and how it contribute to organizational strategy. According to Beardwell (2007), in the previous years, there have been increasingly rapid advances in the field of HRM. The management of people within organizations has moved from the sideline to central stage. This has enabled

Today Human Resources (HR) is at the centre of business performance. HR professionals have an important role to play in driving decisions that enable their organisations to thrive in both the short and the longer term. Where in the past the function delivered the fundamentals that underpinned the employee lifecycle (such as recruitment, induction and salary administration) supporting organisation performance is now the theme running through HR’s work.

Human resource management entails managing recruitment, planning, and implementing a selection of organizational development training within the business. The goals that the HRM has is maximizing the productivity of the workplace by improving the effectiveness of their employees while at one time improving and treating the work life of employees as valuable resources.

Employee development is a constant effort by an organization to improve and develop the skills, knowledge and abilities of its employees. Global change and advancement in technology have generated knowledge to sustain competitive advantage of a company. A company embraces employee development to groom and strengthen their workforce by improving skills in their workers. Notably, employee development is purposely designed to bridge the gap between requirements of modern business and knowledge acquired in formal education. In addition, employee development increases the organizational output and achievement of the organization’s goals. Employee development, thus, creates a constant pool of employees with skills, knowledge, innovations and

It is often debated and generally accepted that human resource development (HRD) activities are important in an organisation. But the question lies within to what extent and how much does it contribute. The reason may lie in

According to Garavan (1991), integration into business planning in order to contribute to corporate goals and missions of the organization are very crucial. One of Human Resource Development’s functions is to help in formation of business strategies for the organization and it is seen as a responsive and reactive role for strategic human resource development (McCracken & Wallace, 2000). Furthermore, the role of SHRD is to shape the organization strategy instead of simply supporting role.

According to Beardwell et al (2004), the introduction of best practice HRM was a key contribution to strategic human resource management. The advocates of this approach demonstrate that organisations will improve their

People are integral part of any organization today. No organization can run without its human resources. In today’s highly complex and competitive situation, choice of right person at the right place has far reaching implications for an organization’s functioning. Employee well selected and well placed would not only contribute to the efficient running of the organization but offer significant potential for future replacement. This hiring is an important function. The process of hiring begins with human resource planning (HRP) which helps to determine the number and type of people on organization needs. Job analysis and job design enables to specify the task and duties of jobs and

Human resource development is necessary to any organization that wants to be influential and productive in order to succeed in the fast paced environment. Organizations can become influential and productive by having competent human resource. Human resource is a valuable asset that plays a crucial role within an organization and contributes directly to their success or failure. In short, human resource is a backbone of the organization. The organization has to motivate, train and monitor their employee so that the employee can develop their full potential and contribute to the organization. Human resource development (HRD) is a systematic activity designed by an organization with the purpose to help employees develop their personal and organizational skills, knowledge and abilities. HRD includes training and development, career development and organizational development to improve the performance of individual and organization. In short, HRD main purpose is assisting people to gain capabilities required to carry out all their tasks

I’m currently in the Integrated Logistics Management (ILM) department, I will be looking into the employment criteria of the logistics industry

To remain competitive and seeking for competitive advantages, the organisation must ensure that their employees continuously learn and develops. Training and development intervention only can bring organisations to adopt, compete, challenge the business environment, demands of the customers and achieve the organisational goals. Training and development programs determine the organisation as well as employee’s development, growth, success and survival. So it is believed that organisation should give utmost importance to training and development programmes in the organisation. Thus role of training and development becomes imperative for success and survival of the organisation.