A REPORT ON HUMAN RESOURCE AND PEOPLE IN ORGANIZAIONS
TABLE OF CONTENTS
- Introduction…………………………………………………………………………………………………….……3
- Strategic HR and its importance………………………………………….………………..3
- Choice of Topics………………………………………………………….……………….5
Choice of Recruitment & Selection and the reasons for choosing it…….………………. 5
Human Resource Development and Reasons for choosing it……………….……………6
- Recruitment and Selection……………………….…………………………….………….7
Recruitment and Selection in CC MTL……………………………………………………8
- Human Resource Development……………………………………………………………9
Human Resource Development in CC MTL…..…………………………………..…….10
- Conclusion…….…………………………………………………………………………10
Conclusion on Recruitment and Selection………………..………………………….…….10
Conclusion on Human Resource Development……………..…………………….…….10
- Recommendations………………………………………………………………………10
Recommendations on Recruitment and Selection……………………………….………10
Recommendations on Human Resource Development…………………………………10
- Appendixes………………………………………………………………………………13
- References…………………………………………………………………….…………15
A report on human resource management and people in organizations
To: The Human Resource Director
Introduction
Human capital is usually a very important thing to consider in an organization (Foot &Hook 2008). It should always be viewed as the backbone of an organization. It has always been said that the people who work for an organization are the determinants of its direction. This calls for spirited efforts to be put in human resource management. According to Foot and Hook (2008), the process of human resource management should be planned in a manner which gives an organization the optimal results. No organization should operate without ensuring that all human resource requirements are in place. This is because operations will be hampered by shortcomings in the workforce in place.
Strategic HR and its importance
Strategic human resource management (HRM) is one of the theories which can be used by an organization to ensure that its human resource function works wonders. Strategic HRM is a human resource theory which identifies the power of employees and that of resources with an organization’s goals (Beardwell & Claydon 2010). It is an important human resource management theory which believes that the success of an organization depends on certain characteristics of the employees. Some of the factors considered when considering the characteristics of employees include the skills, motivation, commitment and personal organization among others. This theory emphasizes that if all these factors are put in place, they will create a positive impact to the organization. It is worth noting that strategic human resource management is currently being used by many firms than any other human resource theory.
This principal human resource management theory is usually driven by the creation of strategies with an aim of improving the strength of the work force. The strategies formulated usually aim at ensuring that the skills, behaviors, values and perspectives of employees improve
(Torrington, Hall & Taylor 2008). The strategies created develop these aspects of the workforce so that the overall objectives of the organization may be met.
According to Beardwell and Claydon (2010), strategic human resource management is founded on beliefs that manage the workforce better. All the principles in this theory are applied on all stages of building the human capital in an organization. The principles are applied right from the recruitment up to the final stages of the processes. The principles have to be applied in deciding the salaries and wages of employees, management of how the employees deliver on assignments, recognition of good work by the employees and workforce relations among others.
So that an organization may come up with a good human resource management strategy, there are factors to consider. One of the things to consider is the features of the strategy. According to Wilton (2011), it is advisable to make the strategy get in sync with an organization’s vision and mission. The strategy should also be aligned with the overall reams of the company. This makes it easy to achieve all the objectives of the organizations since the employees’ minds are well channeled. So that a good strategy may be created, a firm must be able to learn all the features of the industry it is operating in. Learning about the industry will make it easy for the creation of human resource strategy. It is worth noting that each level of workforce has specific strategies formulated. This is because different groups of employees require different management methods. It is necessary to ensure that the strategy does not compromise the firm’s beliefs, culture as well as mode of operation.
The other thing to consider in human resource strategy formulation is the impact on the work force. A strategy will always have an impact on the staff members whether positive or negative. The varied impacts of a human resource strategy will always be exhibited in areas such as operational output, customer opinion, how good services or products are, level of complaints an idle time among others (Buchanan & Huczynski 2010). All these will end up contributing to the financial position of a specific firm. This calls for the need to come up with sound and considerate human resource management strategies. The strategies put in place should always be able to improve the morale of employees, drive the employees towards full delivery and develop the employees personally as well as career wise.
The strategies employed on human resource should be able to make a company be on the fore front in a competitive industry and market. According to Buchanan and Huczynski (2010), the strategies formulated should be able to create efficiency in the human capital of an organization. All retrogressive aspects in the human resource departments should be done away with through aggressive positive strategies.
The two topics selected are;
Recruitment and Selection
The first topic I have chosen recruitment and selection. I have chosen this topic because I find the process of recruitment very important for an organization. This is because it determines the kind of people an organization brings in. I find this process very sensitive since selection of the wrong people will definitely affect an organization negatively. Secondly, I chose this topic because it gives an organization an opportunity of learning more about the chosen employees. As the recruitment and selection goes on, the strengths as well as weaknesses of the employees are identified. This is necessary since it gives an organization a chance to know what aspect of an employee to utilize and what to improve. The other reason why I selected this topic is because the work force makes it easy for an organization to create its other aspects such as organizational structure (Morgan 2006). The work force also kick starts the operations of an organization; thus the importance of recruitment and selection (Flynn 2010).
Human Resource Development
The second topic that I have chosen is human resource development. I have chosen this topic since I find it very fundamental in fostering the success of a firm. I chose it because it is my belief that employees who develop and improve their skills are an asset for an organization. The other reason why I chose this topic is that human resource development helps an organization in beating competitors in the industry. It is my belief that once the employees are developed continuously, the performance of an organization will definitely improve. This means that the image of the firm will improve thus drawing more attention of customers. This is because good performance is an indicator of quality.
For proper analysis of these theories in human resource management, CC MTL will be the company to focus in. This is a company which was formed about 80 years ago. It operates in the beverages industry. It is a company which prides itself in a very clear and well streamlined organizational structure. It is a company which places its strength in the capabilities and output of its employees. This means that its strategic human resource management efforts are well planned. CC MTL has come up with very nice and working strategic human resource management policies and procedures. The process of recruitment and selection as well as human capital development in this company is well organized so that the workforce put in place may be beneficial.
Recruitment and Selection
This is a process which entails the attraction, interviewing, choosing and settling of a person or people with the minimum required qualifications and competences in an organization (Arnold, Silvester, Patterson, Robertson, Cooper & Burns 2005). This process entails analyzing the vacancy in an organization and coming up with the specifications of the person or persons required to fill it. The other thing in this process is looking for the people interested in the available job vacancy. The sourcing may be done via the available networks, references and placing adverts among other available methods (Torrington, Hall & Taylor 2008). This is usually followed by comparing the candidates’ qualifications with the vacancy needs. This is then followed by carrying out interviews for a particular position. After the interviews are done, selection takes place. The selection is usually done depending on how various candidates performed during the interviews. The ones who scored highly in the interviews are selected for the job.
There are various types of recruitment and selection. According to Arnold, Silvester, Patterson, Robertson, Cooper and Burns (2005), the types are identified on the basis of where the candidates for an opening are drawn from. One of them is internal recruitment and selection. This means that the candidates are drawn from within the organizations. The advertisements are first done within organizations. This means that employees in an organization are given an opportunity to apply and be considered first. This has become one of the main outlets of recruitment in many organizations. This is because incase an internal candidate qualifies; he or she will be in a better position to deliver faster due to the familiarity with the firm held. The other type of recruitment and selection is classified as external (Wilton 2011). As the name suggests, the candidates in this type of recruitment are drawn from outside the organization. This usually happens mostly when no candidates from within a firm qualified. This means that the firm will do adverts so that it may attract candidates from outside. The adverts may be done in newspapers, boards or over the internet.
There are few points that are important to note regarding the selection process. When the candidates who are fit are identified, they are contacted so that they may appear for interviews. The contacts may be done via phone or by the use of the email. The interview process is very intense and sensitive. Furthermore, Arnold, Silvester, Patterson, Robertson, Cooper and Burns (2005) point out that the interview should be done in the proper way, according to the laid down procedures and policies of an organization. The interview process may take the form of personality, education or aptitude test. After the interviews, the team which is in charge of hiring is supposed to meet so that settling on the successful candidates may take place.
Recruitment and selection process may not just take short time, sometimes it takes months (Shyni 2005). This is usually in the effort of making sure that no mistakes are made in the process.
Recruitment and Selection in CC MTL
CC MTL, is one of the organizations in the world where standards of human resource handling are high. To make sure that everything works well, there is a well organized human resource department. The department comprises of a human resource director, human resource manager and human resource assistant. The vacant positions are advertised on the company’s website. The positions are also advertised on other print and electronic media. Interested candidates make applications and can create profiles within the organization’s website. This is followed by the receipt of applications from interested candidates. It is interesting to learn that applications can also be done online. Within a period of one day (24hrs), an applicant receives a message that his or her application has been received. An applicant can check the progress of an application online by visiting the website. In case many jobs are posted and an applicant feels qualified, no crime in trying all of them. In this company, the recruitment and selection process is not standard. It varies from one position to the other. The company ensures that feedback is forwarded to all those who participated in the interviews. Those who succeeded as well as those who failed are given a sincere feedback. It is important to note that the company confirms all the information presented on application. Contact of referees is done with the permission of the candidates. The company considers foreign candidates. This is because foreign exchanges are beneficial (Lawler & Hundley 2008).
Human Resource Development
Human resource development is a theory concerned with the growing of the human force in an organization. The growth is concerned with improving the value and skills of employees among other things in an organization (Armstrong 2009). There are things which give human resource development in an organization its backbone. Some of these important factors are training, organization; career development. It is worth noting that human resource development is a very useful tool in ensuring that change happens in organizations. According to Armstrong (2009), Human resource development is known to create a very positive impact to organizations.
Human Resource Development in CC MTL
In CC MTL, human resource development has been one of the many areas where the management has put enough focus on. There are other aspects of human resource development which have proved to be quite useful to the organization. Giving and improving the employees’ skills on supervision is one of them. This equips the employees with high standards of supervisory level. Orientation of new employees is also grouped under the best practices in human capital development. This is because a well oriented employee will always be better in an organization than another one who was not oriented. The improvement of the employees skills related to a given profession is another good practice. It has been found that this refreshes CC MTL employees’ knowledge on specific professional areas. Another important thing is training employees on customer service. This is usually motivated by the fact that the customers of a business are part of its backbone. It is important to note that without customers no business; thus the need to improve the employees’ skills on customer service.
Conclusion
Recruitment and Selection
Recruitment and selection is one thing that an organization cannot do without. Attraction of candidates initiates this process (Foot & Hook 2008). Qualified candidates are supposed to be notified on time so that they prepare. The print as well as electronic media form good tools for advertisements. The period between interviews and feedback gives room for deliberations and decision making. The several approaches of recruitment and selection provide an opportunity for having an excellent exercise.
Human Resource Development
Human resource development adds unequaled value to an organization. This process should be a priority for all organizations. The development helps in fostering success of an organization. The best practices are employed to ensure that all the employees are well equipped. This process ensures that the employees are able to map an organization well.
Recommendations
Recruitment and Selection
So that an organization may benefit from recruitment and selection, it is important for an to put the right human resource recruitment systems in place. It is important for an organization to come up with policies and procedures which support proper recruitment and selection. This will end up making the success of a company an easy thing to achieve. It is necessary for an organization to explore all types of recruitment; whether internal or external (Beardwell & Claydon 2010). This will offer the organization an opportunity to attract a variety of candidates. With a wide variety of candidates for a recruitment and selection process, the probability of identifying highly qualified people increases. Human resource recruitment and selection process should be free from all types of malpractices. Many a times, the recruiters in various places try to influence the progress and results of this process. An organization should be able to hold transparent recruitment and selection process. It is very important for a firm to apply the most advantageous strategies in recruitment and selection. With the emergence of reliable technological advancements, each organization should make it possible for interested candidates in an advertised vacancy apply online. This will be a way of creating efficiency and convenience in the process.
Human Resource Development
Human resource development should be done regularly to ensure that it is a continuous thing. All the best human resource development practices should be explored to ensure that optimal results are obtained (Kandula 2001). It is important for an organization to rely on the services of experts in this area. The experts will be able to offer important information on how to go about these processes. It is important to do serious competitor analysis to ensure that the competitors do not get too far in terms of developing their human capital. It is worth noting that employees who are improved and developed in terms of their skills among other things add value to an organization (Morley, Linehan & Walsh 2002). So that this process may be smoother, it is important to create the right attitude in the minds of employees (Buchanan & Huczynski 2010). The available toolkits on workforce development should be explored for possible use in an organization. An organization should be able to show employees why it is important to respect this process (Sims 2006). This will create the necessary environment for successful improvement sessions. This is because the employees will not resist the programs aimed at creating the development of employees.
Appendixes
Appendix A: Some Elements of Recruitment and Selection
Appendix B: Some components of Human Resource Development
Appendix C: The Human Resource Structure at CC MTL
| Human Resource Director |
| Human Resource Manager |
| Human Resource Assistant |
References
Armstrong, M 2009, Armstrong’s handbook of human resource management practice, Kogan Page.
Arnold, J, Silvester, J, Patterson, F, Robertson, I, Cooper, C and Burns, B 2005, Work Psychology: Understanding Human Behaviour in the Workplace,FT Pitman, 3rd edition.
Beardwell, I & Claydon, T 2010, Human Resource Management. A Contemporary Approach, Prentice Hall, 6th edition.
Beardwell, J, Claydon, T 2010, Human resource management: a contemporary approach, Prentice Hall.
Buchanan, D & Huczynski, A 2010, Organisational Behaviour.An Introductory Text, FT Prentice Hall, 7th edition.
Foot, M & Hook, C 2008, Introducing Human Resource Management, Addison Wesley Longman: Harlow, 5th edition.
Kandula, S 2001, Strategic Human Resource Development, PHI Learning Pvt. Ltd
Morgan, G 2006, Images of organization, Sage.
Sims, R 2006, Human Resource Development: Today and Tomorrow, IAP.
Torrington, D, Hall, L & Taylor, S 2008, Human resource management, Prentice Hall.
Wilton, N 2011, An introduction to human resource management, Sage.
Shyni, K 2005, Change Management Vis–Vis Human Resource Management, Discovery Publishing House.
Morley, M, Linehan, M & Walsh, J 2002, International Human Resource Management and Expatriate Transfers: Irish Experiences, Blackhall Publishing.
Lawler, J & Hundley, G 2008, The Global Diffusion of Human Resource Practices: Institutional and Cultural Limits, Emerald Group Publishing.
Flynn, S 2010, Linking Human Resource Strategy and Operations: An Integrated Framework, Troubador Publishing Ltd.
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