Human Resource Management And Wages

Overall Strategy

Discuss about the Human Resource Management And Wages.

In this assignment, the human resource operating decisions will be associated with wages, hiring, training as well as benefits. Regarding this, it can be stated that the wages are regarded as the remuneration that will be paid to the staffs in relation to the work that has been performed for an employer or services that have been provided to the organization. These are paid in a direct way to the staffs either in the form of cash or through a cheque or by directly depositing in the bank account of the employee. Hiring is considered to be a significant functional aspect in relation to human resource management. It is the first step for appointing an individual in an organization. Hiring is referring to the overall method to do the attraction, selection and appointment of suitable candidates regarding the respective jobs, within the company.

As an HR Manager, I would like to do the selection of a suitable applicant for the job with the budget that has been provided. There is the requirement for hiring a Level 3 supervisor in the Hiring decision input screen. While going forward with this hiring process, I would like to keep in mind certain important aspects such as the growth of the industry average labour cost per unit by 4.2% in the previous quarter, rise in industry wages by 0.5% and the expenditures related to training are on the rise within the industry (Purce 2014).

For the selection of the new employee as well as ensuring quality training to the new recruit, I would like to take certain concrete steps within the given budget to make the recruitment process effective. To do the selection of the new candidate, I would like to take into consideration the attributes such as criteria characteristics, qualifications, skills as well as experience (Jackson 2014).

In regard to the aspect of criteria characteristics, I would be required having the ability for doing the evaluation of the criteria for selection in an objective manner as well as matching the job requirements. Since the position is already existing, I will be checking the previous employee’s qualifications and do the addition of criteria that will be addressing the challenges faced by the company. Regarding qualifications, I would like to do the representation of a set of criteria that are considered essential in respect of the employee’s success and can get verified easily (Budhwar 2013). In respect of skills, I would like to keep in mind that various posts are having the requirement of particular skills that will be taking time for getting acquired. And finally, a very important aspect that I would like to keep in mind while conducting the recruitment process is considered as experience (Renwick 2013). For instance, the experience of a candidate will be showing in what ways he/she did the application of his/her education as well as skills and will assist me in undertaking a more general criteria for selection.

Human Resource Operating Decisions

The human resource operating decisions will be associated with wages, hiring, training as well as benefits. In this context, it can be stated that the wages are considered being the remuneration that will be paid to the staffs in respect of the work that has been performed for an employer or services that have been provided. These are paid directly to the staffs in the form of cash or with the help of a cheque or by directly depositing in the bank account of the staff (Sparrow 2016).

Hiring is considered being a major functional aspect regarding human resource management. It is the primary step for appointing someone. Hiring is referring to the overall process to do the attraction, selection as well as appointment of appropriate candidates in respect of the jobs, within a company.

Training is considered being a human resource management function that is concerned with the activities of the company that is focused at improving an individual’s performance of job within an organizational setting (Reiche 2016).

In regard to the aspect of benefits regarding the organization, it can be stated that human resource management will be taking care of the Performance Management System, it assists in building the organizational culture as well as organizational values and it also assists in the management of conflict, which is considered being a significant responsibility of human resource (Brewster 2017).

Human resource is having the responsibility to keep individuals feeling motivated regarding their work. Primarily, there occurs the task to define the role of a person. As a result, an efficient mechanism of feedback assists the staffs in improving their abilities. An efficient performance management system will be assisting in recognizing as well as rewarding the performance of individuals (Storey 2014). Moreover, the performance of a person will be depending upon the atmosphere of work or cultural aspect that is prevailing within an organization. The creation of a good beneficial environment for work is anticipated from the department of human resource (Armstrong 2014). The human resource department can play the role of a mediator for sorting the conflicting issues that might arise between the staffs as well as employer in an efficient way.

Administrative Expenses
Staff	32,000
Supplies	45,000
Equipment	10,000
(Total)	$87,000
Recruiter Expenses
Salaries	2, 40,000
Benefits	96,000
Expenses	1, 50,000
(Total)	$486,000
Candidate Expenses
Travel	320,000
Lodging	295,000
Fees	50,000
Relocation	1, 50,000
(Total)	$815,000

Total Recruitment Expenses

87,000 + 486,000 + 815,000 = $1,388, 000

Total Cost per Hire

$1,388, 000/500 new hires = $2,776  

The behavioural elements will be including the social responsibilities, issues regarding business ethics, environmental forces, as well as various topics related with human resources. Certain issues regarding business ethics are considered to be social networking, surveillance and privacy, transparency, child labour as well as protection of the environment.

Financial Administrative Expenses

Through the use of the social networking sites, various concerns might be arising from the staffs having the accessibility to websites like Facebook as well as Twitter. These might be including the potential confidentiality breaching, conflict of interest, misusing the time and resources of the company, disclosing private information as well as even damaging the reputation of the organization (Alfes 2013).

With the dynamic growth regarding surveillance technological aspect, businesses will be faced with the challenging aspect of balancing the individual privacy of the staffs through the protection of the organizational health.

For making the organizations very much transparent, leaders do the emphasizing of the practice in different facets of their operational aspect that will include the conduct of the staffs, internal cultural aspect as well as corporate goals.

Organizations are required balancing their desirability for earning profits through the adoption of sustainable operational processes. This will be including the concerns related with pollution, hazardous wastes, chemical as well as nuclear spills as well as mishaps, global warming contribution as well as deforestation (Riles 2014).

Therefore, from the above discussion I would like to opine that for hiring a Level 3 supervisor regarding the Hiring decision input screen, as an HR manager I will do the selection of a Female candidate having 30 years of age. The candidate is having a 4-year business degree. As per work experience, the candidate is having the experience of working as a retail store head of department while attending college. Although, she had completed her degree she was able to complete it only after 8 years. The reason being she had to pay for all her expenses in college and had to do full-time work. Although, she did not have any experience in the technical field, she was described as a fast and highly motivated learner by her professors.

Conclusion

To conclude, I would like to state that there was the requirement for making decisions based on four major categories that includes, overall strategy, human resource operating decisions, financial as well as behavioural elements. An effective procedure of feedback supports the staffs in improving their abilities. An effective performance management system will be assisting in identifying as well as rewarding the performance of individuals. Moreover, the performance of a person will be depending upon the atmosphere of work or cultural aspect that is prevailing within an organization. The building of a good beneficial environment for work is anticipated from the department of human resources.

References

Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model. The international journal of human resource management, 24(2), pp.330-351.

Armstrong, M. and Taylor, S., 2014. Armstrong’s handbook of human resource management practice. Kogan Page Publishers.

Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary approach. Pearson Education.

Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.

Budhwar, P.S. and Debrah, Y.A. eds., 2013. Human resource management in developing countries. Routledge.

Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management. Academy of Management Annals, 8(1), pp.1-56.

Purce, J., 2014. The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.

Reiche, B.S., Mendenhall, M.E. and Stahl, G.K. eds., 2016. Readings and cases in international human resource management. Taylor & Francis.

Renwick, D.W., Redman, T. and Maguire, S., 2013. Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), pp.1-14.

Riley, M., 2014. Human resource management in the hospitality and tourism industry. Routledge.

Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management. Routledge.

Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals). Routledge.