Discuss about the Human Resource Management International Digest.
A human resource manager plays a major role in an organization as he makes decisions related to development of the organization, recruitment, training and development of employees. Besides, according to the needs of his organization, a human resource manager decides what organizational culture would be and how employees will follow it. According to Flamholtz, (2012), strategic planning means a vision for the organization for following several years, mostly for 2 to 5 years. Now, it is important that while making strategic plans, human resource manager must be there. If human resource manager is present at the time of strategic planning, then he would be able to understand the new vision and objective of the company. Based on that, he will make changes in recruitment process to hire right people for the organization. Besides, if an HRM manager is present in strategic planning, he will be able to speak immediately to any potential conflicts between what the company wants and what is practically realistic in HR terms. It will make sure that plans are workable and achievable from the beginning. As mentioned by Storey, (2014), strategic planning often encompasses transformation in workplace systems or methods. Managers of individual departments can only have knowledge about their employees only. However, HRM manager stays aware of group initiatives and have information about the status of each department. Therefore, if an HRM manager is there during the strategic planning, he will be able to advice on how proposed changes can impact organizational systems and methods that are already in place. On the other hand, researches show that currently only 20% of the workforce has the skills that will be required ten years from now (Buller & McEvoy 2012). That clearly indicates that organizations will have to invest more on training and development programs in the near future. If a human resource manager is present at the strategic planning, then he will be able to discuss this matter with the higher authorities which will help the organization to allocate resources to training and development sessions. Besides, that human resource manager will also be able to speak about challenges and issues that might occur in future training and development policies. If the management knows about the issues in advance, then they will be able to implement proper plans so that those challenges can be minimized in its initial stages (Aswathappa 2013). On the other hand, human resource manager is responsible for developing polices related to health and safety, work condition, organizational culture and job schedules. If he remains absent in the strategic planning phase, and then he will not be able to make changes to the policies properly to meet the new objectives and goals of the organization. Last but not the least; human resource manager is a link between management and employees. If human resource manager does not know about the new goals of an organization, then he will not able to describe them to employees (Nickson 2013). It will develop de-motivation among the employees which will affect productivity and profitability of the organization.
From the provided case study on Powermat Inc, it can be said that the organization currently have some problems in their recruitment department. Recruitment department of the organization is not able to hire proper candidates for the middle management departments. That is why; Powermat is having trouble while retaining its employees.
As a consultant, in order to reduce or eliminate issues related to recruitment, an enhanced method of recruitment and selection can be advised. It is obvious that the organization is not getting proper candidates as their recruitment process is failing to do. Therefore, restructuring the entire process might help the organization. Some steps to develop an efficient recruitment process are hereby mentioned below.
This means, human resource specialists of the organization will utilize their professional contacts, resourcefulness and comprehensive knowledge of the vacant position to figure out qualified applicants for the company (Kumar et al., 2016). Sourcing mostly takes place at trade shows, seminars and conventions via online posting to career sites or social networking sites. Word-of-mouth method can also be used for job announcements as it is the most effective method for sourcing candidates.
Applicant Tracking System has changed the conventional method trough which HRM specialists used to conduct recruitment process. Applicants carrying hard copy are almost superseded. It is replaced with online application process which is fine-tuned by the developers for the human resource departments (Breaugh, 2014). This software backed systems minimize the time spend via paper applications. It also helps the recruiters to slim the list of candidates to a controllable number of people whose resumes advocate that they are competent for the job.
In the era of social networking, according to Yakubovich and Lup (2006), best most effective way to communicate the benefit of the company and its structure would be through world-of-mouth. New comers must consider several job search sites, universities, social networking, news papers and orders of professors. Preliminary phone interviews can be done with the applicants (Gupta, 2016). It will help the recruiters to obtain more information about him. During the phone interviews questions related to previous work history can be asked. It will help to confirm the accurateness of information on his resume.
Psychometric test will help the recruiters to assess the aspects of candidate’s personality which will have an impact on their overall presentation. This step is far from being discriminatory and it also does not eliminate any candidate. This step is extremely useful to understand strengths and weaknesses of the employees. If a candidate is selected, then this step can be used to help that candidate to face his new challenges in the workplace. Psychometric assessment is also helpful to develop an orientation model with pre-established job norms for a given position (Doherty 2012). When comparing the psychometric assessments to job principles, chances of achievement are exponential. The norms mostly identify the behaviors, qualities profiles and other skills that are ideal to exploit the performance of the individual in a given position.
In-person interview
Once all the required information is gathered about a candidate, it is important to conduct a one-to-one meeting with him. As the current recruitment process of the company is not working, new interview guide must be adapted. Interview guides must change according to the candidate (Cabrera and Bonache 2013). For example, after psychometric test, if a candidate is found to be very organized, then questions must be asked that will challenge his skills when faced with more unprompted situation.
Second interview
According to Mochol et al., (2014), if the recruitment is going on for specific positions, then second interview is useful. As the organization will recruit only for middle management department, this method can be used. In this process, information and answers that were collected during previous interview will be reviewed.
Reference checking
The above mentioned methods are enough to recruit proper employees for the middle department of the organization. However, there are still chances that mistakes will take place. It is already seen that hiring mistakes are hurting the organization. Therefore, reference check stage is also important (Need 2016). All the provided references will be validated including previous jobs, training experiences and criminal records.
As per the given scenario, the maximum percentage that the system of the bank can increase is 10% and this is applicable to each of the employees in the bank. In case of Jim, it is expected that before opening the new branch, he was aware of this fact that he will get maximum increment of 10% of his basic salary. After knowing this fact, if Jim has devoted his valuable time and ideas to the business and led the business to the highest level, then it is obvious that Jim should be satisfied with the increased percentage of his salary. It is also true that the growth achieved by the bank under the leadership of Jim is much valuable to the bank and as a reward, Jim should get more increment. However, as 10% is the maximum increment and Jim wants to work with the organization, he should be satisfied with the raised percentage of his salary.
No, the bank does not offer adequate sales incentives to its branch manager. A branch manager is responsible for the overall performance of the bank. If the particular case of Jim is considered, then it can be identified that Jim has taken the complete responsibility of opening the Northside Parkway branch of the bank and within one year, the new branch achieved tremendous success under the leadership of Jim. After getting the high level of success and growth, it is not acceptable that the branch manager gets only 10% increment in basic salary.
The bank must give 30% increment to Jim on his basic salary. 10% increment is very low as per the time and efforts provided by Jim. However, if the board of directors cannot change the system, then they atleast provide any extra reward in kinds like, foreign trip or gift voucher to Jim.
References
Aswathappa, K., 2013. Human resource management: Text and cases. Tata McGraw-Hill Education.
Breaugh, J. (2014, July). Employee recruitment. In Meeting the Challenge of Human Resource Management: A Communication Perspective (p. 29). Routledge.
Buller, P. F., & McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight. Human resource management review, 22(1), 43-56.
Cabrera, E. F., & Bonache, J. (2013). An expert HR system for aligning organizational culture and strategy. People and Strategy, 22(1), 51.
Doherty, R. (2012). Getting social with recruitment. Strategic HR review, 9(6), 11-15.
Flamholtz, E. G. (2012). Human resource accounting: Advances in concepts, methods and applications. Springer Science & Business Media.
Gupta, Y. (2016). Literature review on E-Recruitment: A step towards paperless HR. International Journal, 4(1).
Kapse, A. S., Patil, V. S., & Patil, N. V. (2012). e-Recruitment. International Journal of Engineering and Advanced Technology, 1(4), 82-86.
Kumar, V., Kumar, V., Srivastava, A., & Srivastava, A. (2016). Tweeting to a job: HCL’s recruitment campaign on Twitter. Human Resource Management International Digest, 24(5), 4-6.
Mochol, M., Oldakowski, R., & Heese, R. (2014, September). Ontology based Recruitment Process. In GI Jahrestagung (2) (pp. 198-202).
Need, W. C. D. H. P. (2016). Human resource management: Gaining a competitive advantage.
Nickson, D. (2013). Human resource management for hospitality, tourism and events. Routledge.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals). Routledge.
Yakubovich, V., & Lup, D. (2006). Stages of the recruitment process and the referrer’s performance effect. Organization science, 17(6), 710-723.
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