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Human Resource Management Chapter seven addresses the management of human resources (HR), which is vital to every organization no matter its size. From the reading, the three most important aspects of human resources management that I felt organizations needed to focus their efforts are the recruitment process, the selection process, and employee training. I feel that these three components of human resource management establish the baseline for setting an organization up for success.
Recruitment
“Recruitment is the first step in the hiring process and is the practice of building a pool of qualified job candidates” (Satterlee, 2013, p. 195). In order to start the recruiting process, human resources personnel must
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Some employees who are hired have the requisite knowledge and skills to accomplish a job, however, the vast majority of new hires as well as current employees will require training in order to successfully accomplish their jobs. “Employee training is an important function of an effective human resources department” (Satterlee, 2013, p. 200). Training can be conducted in two ways: on-the-job and off-the-job. On-the-job training is accomplished at an employee’s workplace and is typically facilitated by a more senior employee or a supervisor, while off-the-job training is conducted in manner that involves classroom instruction, online tutorial videos, and workbooks (Satterlee, 2013, 200). Each of these has its share of advantages and disadvantages that an organization must consider prior to implementation. In addition to job related training, an organization’s training program must also include other training governed by laws and regulations, such as workplace harassment, safety, Equal Employment Opportunity (EEO) to name a few. It is the employer’s responsibility to ensure that all employees receive the necessary training to prevent negative workplace issues from occurring as well as act promptly should one occur (Dunlap and Garvin, 2010). “Regulations require that employers provide specific training to employees and that employers document that training…training must [also] be provided during working hours and at no cost to the employee” (Carney, 2016). Training is an important concept that all organizations must implement to ensure that employees are knowledgeable in governing laws and regulations and equipped with the skills necessary to meet the demands of the
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
Recruiting is very major as the labor market continues to grow and change. Recruiting is the concept that targets on exploring potential before it is needed. In the recruitment process businesses will get better progress if the recruitment advertisements details all requirements, skills, qualities, and desired skills that the candidate will need to join to company. Recruitment also brings new ideas, perspectives, and a variety of different diversities. When a business recruitment team have an effective ad and chooses an applicant well, everything else will fall into place. With the recruitment system in full effect this means that the new hires will complete all job tasks and assignments to the fullest. The Human Resource recruitment team will earn and gain much respect from the workforce, higher mass production, and much confidence with finding good applicants for those companies that jobs positions need filled. More
Power of Belief Whatever you do, you have to believe in it. Believing in something is powerful experience, while it doesn’t make it true, it makes it important. There is evidence of this in ancient history. In ancient China people believed in the Xia dynasty, which was supposedly the first Chinese dynasty.
Fisher, C., Schoefeldt, L., & Shaw, J. (1996). Human resource management. (3rd Edition). Princeton, NJ: Houghton Mifflin Company.
Human resource management (HRM) encompasses the activities of acquiring, maintaining, and developing the organization's employees (human resources). "The traditional view of these activities focuses on planning for staffing needs, recruiting and selecting of employees, orienting and training staff, appraising their performance, providing compensations and benefits, and making their career movement and development." HRM involves two aspects:...
Recruitment is a serious issue for an organization and one that ought to be afforded a considerable amount of planning in order to successfully achieve desired outcomes. Recruitment is a costly process for an organization and poorly executed recruitment can result in selecting candidates that are not appropriate for the organization. A poorly executed recruitment can also reflect negatively on the organization’s reputation, which can cost the organization solid future candidates. Due to the cost both in time and in resources, a recruitment process deserves a solid training program that covers a variety of issues. Thought should be given to the topics to be covered in a training program, aids or materials recruiters will need, practical skills to be covered in the training, the person most appropriate to conduct the training, and any additional needs to be considered to ensure the training is most effective in achieving the goal of developing strong recruiting skills.
Human Resource management (HRM) can be defined and simplified in various ways. One definition is that HRM is to “get the right people on the bus, the wrong people off the bus, and the right people in the right seats” (Collins, 2001). The People theory is a theory in HRM that includes Recruitement and selection- two major subjects in the HRM function which concerns people and their way to a job for them.This essay will treat and discuss these two topics, recruitment and selection and their importance to the HRM function.
The main purpose of Human Resource Management is to increase the effectiveness and contribution of employee’s attainment of organizational goals and objective (Youssef, C.). Many areas of HRM have been discussed in this course. Those areas are EEO and Affirmative action, Human resource planning, recruitment, and selection, Human resource development, compensation and benefits, safety and health, and employee and labor relations. All these categories have an impact on how an organization is managed. Although there are many things that impact a business, the most important thing about managing a business is selecting the right people to help the company succeed.
get recruitment right. The main elements of human resource are: * Planning * Recruitment & Selection * Training & Development Performance Measurement -. PLANNING Planning is a process of determining the goals and objectives of a business for a future period of time, developing the strategies. guiding the firm’s operations and utilizing resources towards. achieving the set goals and objectives.
Human resource management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. (1)
Noe, Raymond A., John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright. Human Resource Management: Gaining a Competitive Advantage. 7th ed. Boston: McGraw-Hill Irwin, 2010. Print.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
Recruitment and selection process are important and essential in the human resource management. Human resource management is a functional process that focuses on the management and recruitment of workers in an organization, also giving directions to workers in the organization. The purpose of recruitment and selection process are helping an organization to find the right person for the right position in a job, employees can know which person is suitable and needed in that specific position through the recruitment and selection process. Recruitment and selection process are about how an organization hire and choose workers during this process, employees are going to choose the most suitable workers and organize the most suitable work for them. (Gedaliahui & Shay, 1999)
Human Resource Management is the title given to define formal systems arranged for the management of people within a company. There are many responsibilities of a human resource manager. These responsibilities usually fall into three major areas: employee compensation, staffing and defining and/or designing work. The purpose of Human Resource Management is to maximize the capacity of a company by bettering its employees. This is unlikely to change in the future even though the pace of business is always changing . Edward L. Gubman said in the Journal of Business Strategy, "the basic mission of human resources will always be to acquire, develop, and retain talent; align the workforce with the business; and be an excellent contributor to the business. Those three challenges will never change."