Human Resource Management is a job that comes with many different responsibilities. A human resources manager has to wear many hats. One of the big jobs that human resource managers deal with is the recruitment and selection of employees. Each year new trends in the recruiting process surface and it is the human resource manager’s job to learn about these trends and sometimes implement them into their own recruiting practices. Things such as social media, applicant tracking software, and employer branding are all just a few of the trends for the 2016 year. According to Roy Maurer, an online editor/manager at the Society for Human Resource Management, employer’s goals for the year of 2016 are to increase their number of employees, but they need …show more content…
Regulation and politics are something people look into before applying to jobs, making sure that the company they make work for in the future is giving them paid family leave and paid sick leave. Adopting paid family leave and sick leave can benefit the company by employees not spreading their sickness and disease to other employees, therefore making sure the productivity of the workers does not decrease because of an illness or disease (Wooldridge 3). Politics comes into this because politicians are continually debating the issue of a nationwide paid family leave. Here candidates follow who is for this practice and who isn’t, and if the company has adopted this practice and to what extent. This can help potential employees make a better decisions on which company they would like to work …show more content…
These are only a few of the new and effective ways human resource managers are redesigning their recruiting and selection process, there still is so many more out there and each year that list of new trends grows and grows. Candidates now have more power than ever to find the company that bests fits them, and not just a company finding a candidate that seems to have the skills and abilities to perform the job in question. Recruitment and retention of employees was a big problem and will continue to be a problem for human resource managers in the 2016 year, but researching these trends and implementing the ones that would work best within the company is a good way to reach potentially candidates, interview the ones right for the job, hire them, and hopefully keep them as an employee for many years to come (Wooldridge
Voting demographics have been changing with an increasing number of female voters (Kurtzleben, “Why Paid Family Leave Has Become a Campaign Issue”). The increasing political and social power of women have “put pressure on . . . the political system to respond to the problems families face”, according to Elizabeth A. Sherman, Ph.D., a professor and researcher of women politics (59). When it comes to the development of actual legislation, Caroline Cohen, an attorney with extensive experience in government committees relating to rights and employment, argues that in order for a national implementation of paid parental leave to be successful, proponents must “support their proposals with data . . . to show not only that federal paid family leave is needed, but that it is feasible” (246). In addition, advocates need to use the fact that the legislation will provide “a universal benefit to men, women, and children” and need to be able to compromise
The next step in the recruitment process involves attracting the potential employees, using various methods.
Overall the Family and Medical Leave Act has raised many issues on whether leave should be encourage and/or paid for by the employers. As of today, no haven policy has been enacted to tackle the challenges surrounding this issue, but positive steps have been taken and one day there will be no question that hard working employees will get the rights they
Competition for talent is a constant if a company is looking to be competitive in the industry. They need to utilize the latest means to attract the best talent or they will find another employer that will be in line with the attributes of the candidate. One way companies are looking to be more competitive in hiring candidates in to develop a Human Capital Management (HCM) system that
Companies have the never-ending task of interviewing, choosing and hiring employees. However, regardless of the repetitiveness and skill of a company's human resources department, choosing the right individual for a job is immensely challenging. Making the wrong decision can also be pricely (Small business, 2011). The employee selection process usually involves notification or advertising, analysing, screening, interviewing, testing then selecting the best applicable candidate. The employee selection process generally begins with a manager or boss commissioning human resources to fill a new or unfilled position. The manager must first decide what qualifications she desires in a job candidate. Review resumes and match each candidate's background to the job demands (Siop, 2012). Companies sometimes get hundreds of CVs for an ad. However, human resources may only examine a half dozen. During dreadful economic stages, a number of candidates may have an education and experience that exceed the qualifications for the job. The employment selection process may actually include a screening interview, notably if a job candidate lives out of town. Human resources will usually perform the screening interview over the telephone. A telephone interview also helps a company determine if the candidate has the necessary qualifications to warrant flying him in for an interview. The employee selection case can also
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.
Human Resources Management (HRM) have been increasing aware by Business Studies and Organisation Management approaches because it closely related to organisational daily and organisational performances (Kalleberg & Moody, 1994). Human resources practices are suggested have influences on improving organisational performances in most organisations. Basically, oorganisational performances refer to the outcomes of employees performances and daily working which reflect the ability of one organisation fulfil its objectives and goals, such as employee’s performances, productivities, employee’s job satisfaction, financial outcomes (Huselid, 1995).
the workforce. Thus, they will be properly skilled and prepared for their jobs. Consequently, performance is likely to increase and the employee will be able to work towards an internal promotion.
An organizational human resources department utilizes the hiring and firing process to meet the organization’s personnel needs. Organizational human resource departments are charged with the oversight of an organizations administration department. The practice of hiring and firing people is a process employer’s conducts on a daily basis. This process has to be done in a proper manner and not in haste. The implication that can occur from the improper hiring and firing process could and can have a positive or negative impact on an organization. Therefore, employers must carefully evaluate their decision to hire/fire individuals and its impact on the organizations’ workplace environment and others employees. Human Resource Management is important for an effective organization. In today’s organization, HRM is valuable to the organization because of increase legal complexities and its known for improvement in productivity. However, management should realize that poor human resource management could result in an outburst of hiring process followed by firing or layoffs. According to (Satterlee 2013, p. 194), “Hiring the best candidate who is also a good fit for the organization is crucial for the success of an organization, because a poor hiring decision will have repercussions across the entire organization”. Satterlee made a valid point because poor hiring could have an impact on the bottom line performance of the firm. In other words, HRM is the contributing factor to the success of the organization including motivating and maintain the staffs. The purpose to the motivation is to ensure that all employees grow to a full potential. According to (Sims 2006, p. 5), “HRM efforts are planned, systematic approaches to increasing organizati...
In dynamic, global competitive markets, successful organizations are likely to be staffed with managers capable of adapting to constantly evolving roles, and with the capacity to achieve and sustain optimal levels of performance. The global market place has currently impacted the practice of human resources management in the United States and will continue in the next ten years.
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.
Once the process of recruiting has developed a pool of job seekers, the next step in the process of human resource management is to decide who is the best qualified for the position. Processing an applicant for a position needs a series of steps and divergent firms will have different processes for selection. Most organizations will judge the applicant through a series of devices, such as app...
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.
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)
Firstly, we will look at Human Resource planning which “is a process through which employers anticipate and meet their needs for staff” (Boddy, 2014). Typically, the starting point of such process centres on identifying and filling gaps in the organisation. While finding new recruits is one option of such strategy, reconfiguring existing resources could be another, furthering the bond between employer and valued employee by offering internal promotions or introducing new policies on flexible