UC HRM Appears Straightforward Deal with Recruitment Discussion

I’m working on a Computer Science exercise and need support.

Answer 1:

1. On the face of it, human resource management appears to be very straightforward. However, it is a function that is made up of several activities. One of the key components of HRM is recruitment. The HR department is normally mandated with filling the vacant position in the organization. This entails conducting the screening process of making sure that the right candidate with the right skills matches with the right job. The second concept of HRM is staff development. This has to do with training. To remain competitive, the employees have to be equipped with the necessary skills. It is therefore the role of the department to make sure a gap analysis is conducted and the gap filled. The third concept is induction. This is crucial for new employees. The HR department has to make sure that employees are well oriented in the organization. For instance, ensure that they are well aware of the policies that are in place. The fourth concept is employee relations. The HRM must discover that employees are very complex creatures and that they have varying needs and that they desire to accomplish different things both at the workplace and out of the workplace (MnKeen and Smith, 2015).
2. The dimension chosen is workforce planning. This is because it is a very critical dimension in an organization that aims to succeed. It entails analyzing, forecasting planning the workforce supply and demand as well as assessing the gaps to ensure that the organization has the right people in place.
3. There are several ways that leaders use to select the best talent, this entails, having s proper understanding of the organizational culture, looking beyond the job description, and ensuring the candidate is the best fit for the organization (MnKeen and Smith, 2015. One of the tools of selecting the best -talent is conducting interviews. Another tool is called the Harver which aids the organization to predict job performance and selecting the best person for the job.

Reference

McKeen, J. D., & Smith, H. A. (2015). IT Strategy: Issues and Practices PDF eBook. Pearson Higher Ed.

Answer 2:

The Critical Components of Human Resource Management

Huma resource management is a department in the organization that deals with the entity’s human capital. The traditional role of the human resource department was to hire and dismiss staff, but over time the realization of the importance of this department has revolutionized its components. According to Akter (2019), the modern human resource management department is an advanced innovative floor to identify and resolve the emotional problems of employees. All its components work towards ensuring the well-being of employees. The critical parts of human resource management are recruitment and selection, training and development, compensation, career planning, and managing employee stress. Human resource management ensures the best policies to safeguard the organization selects and retains the best talent from the available talent pool. It is responsible for hiring new talent and inducting them. Training and development are vital, unlike the traditional belief that exercise is for recruits. Still, training and development are for all staff to ensure they train their employees to adjust to the rapidly changing job requirements. Continuous training of employees enables an entity to teach their employees on international dimensions, ensure they get a corporate commitment, and develop them to gain a competitive advantage. Employee compensation ensures that their employees’ pay translates to resource efficiency, and thus, it is competitive. They provide a conducive working environment in which employees can grow in their career paths and assure a stress-free environment that breeds a conducive work culture.

Selecting best talent

According to Abdollahbeigi et al. (2017), talent selection and talent management are responsible for the human resources department. A talented person has unique abilities, knowledge, and skills. Talent management includes both recruitments of the best talent and talent development in the organization. The first step of selecting the best talent is to forecast human capital requirements and attract or keep the appropriate and eligible people in the organization. Choosing the best talent then requires the entity to develop the best recruitment and selection process strategies to better their organization’s efficiency. Human resources planning involves coming up with a fit job description and posting the job to the right pool of talent. The selection stage can use aptitude tests and psychometric tests specifically related to that job. An organization can use tools to select the best talent, including; LinkedIn, Yello, Avature, Beamery, Ideal, HireVue, SHL, and others.

References

Abdollahbeigi, B., Salehi, F., & Jayashree, S. (2017). The effect of recruitment, selection, and development on talent management in IKCO company in Iran. International Journal of Advanced Engineering and Management, 2(3), 69-77. https://www.researchgate.net/publication/317712756_The_Effect_of_Recruitment_Selection_and_Development_on_Talent_Management_in_IKCO_Company_in_Iran

Akter, N. (2019). Exploring the Influence of Components of Human Resource Management on Employees’ Stress: An Empirical Evaluation of Bangladesh. https://www.researchgate.net/publication/335961181_Exploring_the_Influence_of_Components_of_Human_Resource_Management_on_Employees’_Stress_An_Empirical_Evaluation_of_Bangladesh