Hrmt11011 | Human Resource Management Assessment Answers

HRM role and its function

Human resources are identified as most important resource of an organization contributing in success of the organization. In the recent years the globalization has made the organization to be engage with human resource management for three most important aspects of human resource management that are previously engagement of human resources, their importance as well as their antecedents and consequences for the organization (Parameswari and Yugandhar, 2015 In this reports there is a brief discussion about employment function of human resource management team for an organization. This function of HRM has been identified as an important element of their organizational practices they perform to provide enough human resource to the organization.

Employment is identified as first operational function of human resource management. Employment function of the management is to recruit most appropriate and enough number of employees to operate the organization function in an efficient manner. This function of Human resource management involves the process of recruiting, selection, placement, and training process of new candidates (Jabbor and Santos, 2008). In this process just before beginning the above mentioned processes, human resource management depart determine the requirement of man power in terms of their number and qualities to make these processes more efficient.

This function of human resource management contributes indirectly to the success of an organization as the organization operations are the reflection of an effective selection made by the HRM department (Schroeder, 2016). Employees contributing directly in the success of the organization are the result of an efficient and effective recruitment and selection process of the HRM function. For all the success that an organization gets in its business, these employees selected and trained by human resource management team play an important role (Gilani, Zadeh and Saderi, 2012). Therefor indirectly HRM functions are the key success factors for all the success that the organization achieves.

Recruitment and selection in an organization is a proper planned operation of human resource department to deploy a most suitable candidate to the job. In this process there are two phases of the process one is recruitment and another is selection. Recruitment is the process to generate a number of applications and section is the process of identifying the best suitable candidate among all the application made for the job. In this process recruitment is equally important to that of the selection process as the best selection is directly depends on the number of application received for the job (Mehra, 2018). Researchers have been working on these Human Resource Management functions to improve their process to enhance the organization’ successful growth in the competitive market as well.

In the literature work, recruitment and selection might seem an easy task but in actual the process of recruiting right talent with right skills at right time and at right place requires a lot of management skills and practice. Apart from this, most importantly the process requires a strategic planning to execute the whole process in an efficient way.  Some of the aspects of a recruitment strategy are:

• Conferring the correctness of job analysis and the questionnaires
• Writing the specific job specifications and a detailed job description
• Determining the best strategy for an efficient recruitment according to the requirements as well as resources available for the task

In this process of recruitment first step that the human resource management takes is the acknowledgment of job opening. It is the time when managers or HRM look into the situation to identify the detailed job description. Depending on this job description they look for a suitable candidate for the job within the organization (Mutembi and Tirimba 2016). These, people already working in the organization, are identified as primary source for the recruitment. In case if any employee meet the qualifications, this person might be encouraged to apply for the job. Apart from this, human resource management has to consider the circumstances for the suitable process of recruitment like shorter deadlines or less applications for the job. Also, they need to establish a protocol for shortlisting the resumes or applications (Kesti and Syvajarvi, 2015).

This protocol of shortlisting the applications and resumes job analysis is identified as a formal system developed to determine the actual operations that the new candidate will supposed to perform after their selection (Yang and Lin, 2014). This job analysis is done to create a relation between the job expectation by the organization as well as skills of candidates to match for the best suitability for the job. Major part of the job analysis consists of research work that engaged in reviewing the job responsibilities to be assigned to the new employee.

This information gathered from the job analysis is used to prepare a job description as well as job specification. In this practice human resource management prepare a job description that help candidates to apply accordingly as per their eligibility for the job along with making a clear understanding about their responsibilities while being on the hired position. In this way both the job description and job specification are tied together, but job analysis is must at first place as without job analysis both these are not possible (Guillén, Mayo and Karelaia, 2018). This makes it clear that the role of human resource management and its functions are critically important for an organization to achieve its objective or goals set to define the success of the organization.

Above discussion concludes that human resource management is one of the key elements contributing in the success of an organization. This discussion made it clear that although human resource doesn’t contribute directly but their role is critically important (Paillé, Chen, Boiral, and Jin, 2014). Along with the importance of their function, employment process like recruitment, selection, job analysis, job description and job specifications are significant part of the human resource management of an organization.

References

Parameswari, B.N. and Yugandhar, V., (2015) The role of human resource management in organizations. International Journal of Engineering Technology, Management and Applied Sciences, 3(7), pp.58-63.

Jabbour, C.J.C. and Santos, F.C.A., (2008) The central role of human resource management in the search for sustainable organizations. The International Journal of Human Resource Management, 19(12), pp.2133-2154.

Schroeder, H., (2012) The importance of human resource management in strategic sustainability: An art and science perspective. Journal of Environmental Sustainability, 2(2), p.4.

Gilani, M.H.N., Zadeh, M.S. and Saderi, H.R., (2012) The role of strategic human resource management in creation of competitive advantages (Case study: A commercial organization in Malaysia). International Journal of Business and Social Science, 3(16).

Mehra, M.R., (2018) Human Resource Management and Its Importance for Today’s Organizations. Journal of HR, Organizational Behaviour & Entrepreneurship Development, 2(2), pp.15-20.

Mutembei, G.C. and Tirimba, O.I., (2014) Role of Human Resource Management Strategy in Organizational Performance in Kenya. International Journal of Scientific and Research Publications, 4(10), p.1.

Kesti, M. and Syväjärvi, A., (2015) Human Capital Production Function in Strategic Management. Technology and Investment, 6(01), p.12.

Yang, C.C. and Lin, C.Y., (2014) Does Technical or Strategic HRM Provide a Better Explanation of Organization Performance?. iBusiness, 6(02), p.52.