Introduction
The 21st century has resulted in a variety of changes to the hiring practices that many Canadian companies are using throughout the recruitment and selection process. This paper will explore how hiring practices have been affected by factors such as: technology, globalization, legislation, and link to the implications on human resource departments.
Relevant Background
With major increases in technology the process of posting available positions, receiving applications, and communicating with prospective candidates has resulted in decreased time spent on each aspect of the recruitment and selection process. While at the same time this has led to a greater pool of available candidates which leaves the human resource department
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The ease at which employers can access potential employees has its benefits and consequences. The benefits being an increased presences and reach to acquire valuable human resources. The consequence being the benefit itself; with this reach human resource departments may be spending money needlessly on online postings where their ideal hire is not looking. This is especially true in industry specific sectors like mining or executive positions at large corporations where potential candidates may not be looking for a job on Monster or Indeed. Also a flood of potential candidates is not helpful either because the time spent to sort through these candidates may prove to be …show more content…
Adapting is not an easy task, but it is a necessary to be competitive in the global market. Human resource management departments must learn to utilize technology for their benefit in the recruitment and selection part of their jobs. With utilizing technology they must have an understanding of how to use it with respect to their specific industry so that they are not flooded with applicant who do not poscess the skills they require.
Understanding the diverse Canadian mosaic is crucial to success as well because human resource departments must understand that they have employees with different needs and work ethics. Included with understanding the Canadian mosaic is knowing human resource legislation and knowing how to apply it so that they are following basic human rights laws. (revise)
Not following the previously discussed points will lead human resource managers to a multitude of problems. The problems they will encounter include not being competitive in the global market because they refuse to engage technology to further their development and reach. Refuting developments in employment law and basic human rights legislation will lead the organization to becoming defunct because of refusal to follow basic standards. Ignoring the Canadian cultural mosaic will also lead to an organizations downfall because they refuse to change with modern
Human Resource embraces the spirit of mission of teaching, research and training (NJIT Website). Human Resource core purpose is to facilitate the transformation of work life at any organization to a standard that surpasses the organizational planning objective (NJIT Website). Human Resource Departments has several goals to include attracting, developing and retaining a premier and diverse workforce; anticipating trends and consequently providing strategic solutions; fostering creativity, innovation, and learning as a whole to foster and facilitate change; ensure compliance with all federal, state and local regulations, as well as overseas labor laws where applicable; and to promote fair and equitable treatment for everyone in the workplace (NJIT Website). In this paper we will discuss three scenarios that require assistance from the Human Resource Department (NJIT Website).
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
On the medium term, the key questions, the Human Resources department needs to answer, are following ones, in order to align its strategy with the company’s one:
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)
In addition, human resource management has to be business savvy and think of themselves as strategic partners in the 21st century. Multi-generational workforce.... ... middle of paper ... ...
Ulrich, D., Younger, J., and Brockbank, W. 2008. “The twenty-first century HR organization.” Human Resource Management, 47, pp.829-850.
In today's global business environment, managing diversity in human resources has become a very important and crucial issue. Human resources management has a lot to deal with managing workers/employees from different countries and nationalities. Managing multinational human resources becomes an issue not only in the multinational corporations, having their offices or plants in different countries, but also in the domestic companies, with domestic workforce becoming more and more diverse each day. Creating an HR that has the ability to recruit and select the right people and the ability to effectively socialize and train employees will allow multinational companies to excel in all business aspects.
In an effort to gain a working understanding of the Human Resources field, I chose to interview the Director of Human Resources for an organization in Miami, Florida. What I learned goes far beyond any classroom or textbook instruction. It is clear; the field of Human Resources will never be static, as society, technology, and legal environments change, so will the field of Human Resources.
Careful management of your human resources as you expand into Canada will help you achieve success. Try one or more of these strategies to help you make the transition easier. 1. Adopt the Right Technology One of the biggest challenges you may face in your HR management is technology. While technology can be a huge boon for businesses, it can also be the bane of the HR department’s existence.
In recent times, Human Resource Professional has faced a growing number of challenges in responding to the needs of the contemporary workforce and attempting to win “The War for Talent”. These include globalisation, increasing workplace diversity, technological change and an aging workforce among others. This essay will attempt to show that the three most pressing concerns the Human Resources Professional faces today in satisfying the needs of the contemporary workforce are those, of addressing skill gaps, ensuring employee wellbeing and adapting to increased workplace diversity. Companies will need, to address these three areas; in order to become “Employers of Choice”, meet the needs of their employees and achieve their Strategic Human Resource objectives and ultimately succeed in “The War for Talent”.
Selection is an integral part of every organizations functioning, as it is the process by which suitable individuals are chosen, from a pool of applicants, of whom HR officers predict will most successfully perform within their job, as set out in the job description and person specification [Torrington, et al., 2002: 188]. While the duration and method of the selection process is versatile and may vary depending on the type of job and type of organization, there tends to be a common 5 stage process by which individuals are chosen. Using current HR models and economic theory on job description and person specification, this essay will examine the main characteristics of the selection process and how these are applied in organizations, such as “Lloyds TSB,” “ScottishPower,” and “Enterprise Rent-A-Car.”
Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.
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)
" This global London-based mining and mineral company was severely impacted by the global recession in 2008. Such an impact forced unprecedented workforce reductions worldwide and decentralized HR management had to be brought in under a single umbrella to ensure an orderly and efficient system that would support the organization’s future productivity."( Case Study OneRedesigning HR HRMG 5000 - Student Simple). Human resources have a strategic significance if managed efficiently and productively. The company revamped and managed its HR functions in a manner so as to achieve the strategic goals of the
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)