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Role of HR in an organization
The role of HR in an organization
Role of HR in an organization
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The process for screening, selecting and hiring the best candidates for your organization can be long, tiring, and stressful if it is not structured and planned. Finding and hiring the right people can be one of the most challenging aspects for an organization (Mcdonald, 2012). The current employment market is actively searching for opportunities and new challenges. The organizations have a tremendous task to determine which candidates are best for the job. This paper will discuss alternatives on how to choose the best candidates that best fits the needs of your organization.
The issue that most organizations faced today is selecting the best candidate from a large pool of applicants. Employers need to review their hiring processes to ensure that they hire the best candidates for the job with the minimum amount of legal risk. Many organizations use the simple interview process to eliminate potentially poor fits. However, this process can be extensive if an organization is expanding to a new facility and trying to hire a large number of employees such as 1,200 in a short period of time. The Human Resources (HR) personnel does not have to spend lengthy hours interviewing candidates if other structured mechanisms for selecting candidates are put in place to make the process smoother and more efficient.
Before hiring the best candidates for an organization it is important to assess the needs of the organization. The HR department can begin by organizing a meeting along with stakeholders and departmental managers to brainstorm and to develop a structured plan to decide what are the needs for each department. The committee should develop an organigram of the organization detailing all the positions needed and to whom people need to rep...
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...ances in Management, 3(2), 52-58.
Krings, F., & Olivares, J. (2007). At the doorstep to employment: Discrimination against immigrants as a function of applicant ethnicity, job type, and raters' prejudice. International Journal of Psychology, 42(6), 406-417.
Mcdonald, P. (2012). Two Perspectives: Making the right fit at the senior level. Financial Executive, 28(2), 46-49.
Scott, J.C. & Reynolds, D.H. (2010). Handbook of workplace assessment: Evidence-based practices for selecting and developing organizational talent. New York, NY: Wiley
Soroko, E. (2012). The Presentation of Self in Letters of Application: A Mixed-Method Approach. Journal of Employment Counseling, 49(1), 4-17.
Wright, E. W., Domagalski, T. A., & Collins, R. (2011). Improving employee selection with a revised resume format. Business Communication Quarterly, 74(3), 272-286. doi:10.1177/1080569911413809
The Human Resources department is dedicated to hire and build an excellent team with a great teamwork and leadership. As one of the most important strategies of the business is the innovation of their products, it is needed people who can add value to the company through its diversity, innovation and entrepreneurial spirit, in a competitive and fun environment.
Recruitment strategies for the company will be arranging the group interaction with talented and interested candidates, handpicking the dream candidates, actively searching the profiles of each candidate, attracting the candidates through different attractive offers (Cohen, & Cohen, 2007).
Many variables were tested in addition to the ethnicity projected by the job seeker’s name. Findings to the examination concluded that resumes with better credentials and less “gaps” improved the call back rate by 30% of White-sounding names, but did not do so at all for Black-sounding names. They also tested the effects of the job seeker’s address. Data shows that living in a better, more White-sounding neighborhood (more educated, higher income), is beneficial for White-sounding names, but is not helpful for Black-sounding names.
Aguirre, Adalberto, and Jonathan H. Turner. American Ethnicity: The Dynamics and Consequences of Discrimination. 7th ed. New York: McGraw-Hill, 2011. Print.
...greater number of people in an economic, efficient, and effective manner. This paper has provided a background and understanding of employment recruiting, the styles, methods, and tools available to allow customization of interviewing methods applicable to the situation or needs of the organization or project. An overview of the creative large scaled employee recruitment project Borgata Hotel and Casino notably made history and a study of best practices in employee hiring, recruiting and interviewing process that enhances corporate strategy.
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
The main objective of hiring process is to select the best fit candidate for the company and for the job role under consideration. HR team and firm incorporates various tools, training and methods for the same but then also there are cases when firm hires the wrong candidate which could be attributed to any one of the following :
This system assures that the applicants are highly qualified will be able to perform all the functions of the job position. Hired employees will be more productive and demonstrate outstanding job performance. This selection system saves the organization money due to preventing negligent hires. Lussier and Hendon(2013) describe a negligent hire as “a legal concept that says if the organization selects someone for a job who may pose a danger to coworkers, customers, suppliers,or other third parties and then that person harms someone else in the course of their work for the company”(p. 198). The hired candidate will have a clear criminal and professional history and will not pose any danger to the organization and those who
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
Human resources department should broaden company/organization recruitment base; hire people based on the skills, experience, qualification, expertise and interests.
...anization. As outlined in the “Devanna Model” the interrelatedness of all principal HR functions would lead to costly consequences for the organization as a result of unsuitable applicants being chosen in the selection process. While the selection processes available are versatile, including models of probation, random selection, quota systems, empirical considerations, and intrinsic attributes, there are several common characteristics which are often found when selecting external candidates. These include CV screening, preliminary interviews, application forms, psychometric testing, assessment centres, interviews, medical examinations, and reference checks. As each method has a different validity and reliability, it is important for HR officers to use a combination of different methods to objectively predict and select the most suitable workers for the job.
HR should engage top management, employees and other important components of the organization. 2. Needed critical
An organization provides every necessary method before making a decision to select an applicant for the job position. A company will provide pre-employment testing/screening in order to select the most qualified candidate. An organization may decide to change its company into more diverse organization and therefore, it is their right to select more diverse employees. However, it is also important not to focus on a person’s gender, age or race. It is still very important to choose an employee who is the perfect fit for the job position. This is necessary because issues may arise and these issues may also impact the organization’s future.
Before the selection process took place, the criteria’s that applied to pick an employee to the organization must be discussed.
...n process is very important for an organization to hire new members, as employees need to select the right person to do the right job. Therefore, employees need to read through applicant’s document and qualifications, hence organize an interview to be more close with the applicant, to know more about the applicants, see if they are suitable for the job position. Selection process can help the employees not to make wrong decisions, this is a good opportunities to assess skills, aptitude and abilities. (John, 2007)