The Role of Human Resource Management in Sustaining the Workforce

The purpose of this reflective paper is to show my understanding along with what I have learned about HRM (human resources management) and the different way HRM impacts the success behind every business, along with the rules and regulations that go with it. Over the last five weeks I have learned quite a bit about HRM and will reflect on that throughout this paper. “Human resource management is the managing of human skills and talents to make sure they are used effectively and in alignment with an organizations goals.” (Youssef, 2012). I will be including the things I learned throughout the last five weeks in this

The recruitment and selection process can affect the efficiency and effectiveness of any organisation so it is crucial that the right person is employed for the job. The selection process also involves the image as an employer and its ability to attract quality staff. When an individual is applying for a job, he/she will need to undergo some steps.

In analyzing the concepts discussed in Human Resource Management, I have found an interesting mix of education and forethought into the role of a human resource manager. Many of the aspect of human resource management such as HR planning, recruitment and selection, as well as, human resources development and labor relations all play a significant role in the success of any organization. There are many benefits to the learning that has taken place in this course that has helped me better understand HRM and its roll that will shape not only my position in business now but for future

The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an organization by providing functions such as recruitment,

Angeli, E., Wagner, J., Lawrick, E., Moore, K., Anderson, M., Soderlund, L., & Brizee, A.

Strategy is defined as: a way of doing something, or a game plan or plan of action. As a HR manager you must possess the ability to look at things from a strategic approach (Anthony, Kacmar, & Perrewe', 2010). Over the years the whole approach to HR has changed drastically and continues to change. This approach requires an employer to see human beings as a resource to the organization. The development of people is now the most important asset of improving the performance of an organization; this is accomplished through improving designs and methods of Human Resource Management.

Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons’ most likely to succeed in the job or jobs given management goals and legal requirements.(ukcbc.ac.uk).

The goal of selection programs are to capitalize on individual differences in order to select the applicants who possess the greatest amount of particular characteristics that have been assess to be the most important for job success (Cascio & Aquinis, 2011). This goal can be met by utilizing a classical approach to personnel selection. The classical approach to personnel selection starts with the job analysis. From the job analysis sensitive, relevant and reliable criteria are selected on a basis of importance to describe the job specifications that represent knowledge, skills, abilities and other characteristics (KSAOs) that potential applicants are desired to have for the job (Cascio & Aquinis, 2011).

The role of the human resources (HR) department can play a significant role in the success and achievements of an organization. The department, which has evolved from the

Human Resource management has a high impact on the overall organization being managed. HR management makes certain that human talent is used successfully and resourcefully to accomplish organizational goals. As an organization core competency, human resources has distinctive competencies that generates high value and sets apart an organization from competitors in areas such as productivity, quality and service, employee skills, and innovative changes. HR management activities can be grouped into categories which include strategic HR management; equal employment opportunity; staffing and talent management; compensation and benefits; and employee and industry relations. This paper will

Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug

Human resources management is a part of every organization that takes care of hiring, training and development of the skills of the employees. Their main goal is to hire valuable and skilful employees who could help the company accomplish their goals. Cynthia Fisher (1989) claims that HRM activities are used to attract effective workers, expand their potential, and keep the workers for as long as possible. HRM should be responsible for motivating and, if needed, retraining their employees to achieve higher job performance and employee determination. Human resources often use the matching model where they match the need of an individual and the organization to achieve the best person-organization fit (Daft, Kendrick, Vershinina, 2010). If the company requires a person who can work late night, they look for a person who does not mind such type of work. Additionally, HRM needs to behave according the legislation to ensure equal opportunities in employment. Discrimination of race, gender, religion, social status, and age is still a problem these days and that is why a number of laws had to be passed to reduce these practices. If breaking the law is detected, a number of penalties have to be applied, whether financial or work related. However, the field of human resources is not yet completely developed and many

The selection process for the candidates will consist of four stages that will help to narrow down the pool of applicants to find the best candidate for the positions. The four stages will include the preliminary interview, the selection test, the employment interview and the reference checks. Through this process, the knowledge, skills, attitude, competence and fit with the organization will be assessed reasonably.

When a position becomes available in an organization, a job description is created. It may show the overall tasks, responsibilities and requirements needed to be qualified. Organizations then use the recruitment process which presents the organization with a pool of qualified candidates to choose from (Megan, D, 2014, ch.4 p. 85). After which the selection process is used to determine those who are most qualified for the position (Megan, D, 2014, ch.5 p.119). Within the selection process, a criteria is developed and then applications are reviewed with resumes. After which an interview is scheduled with the qualified ones. Organizations may also administer drug test, physical test and many more. This helps them choose the extra ordinary candidates and then an offer is made (Megan, D, 2014, ch.5 p.120). After which some organizations choose to have background checks, drug test, physical test, and many more. Those who pass would officially become employees of the organization.

Once applicants with realistic job expectations are recruited the actual selection process starts. Selection is the process of choosing from a group of applicants the individual best suited for a particular position and organization (Mony, Noe & Premeaux, 2002, p. 175). The recruitment process is very important for this because