Human Resource Management is one of those departments that are required in every organisation irrespective of their scale. The HR professionals are responsible for hiring, training, managing, and directing the workers. This report is prepared to emphasise the importance of HRM in an organisation. For this purpose, various duties of HR in seeking the best talent for the company are mentioned. In addition to this, the advantages and disadvantages of different recruiting processes are enlisted and explained. The second part of the report talks about the perks of having an HRM department for employers and employees. Furthermore, various methods employed in HRM are critically evaluated. Apart from this, an analysis of factors affecting the HRM both internally and externally is done. The principles of HRM and their applicability is also talked about.
As given in the case study that the management of ‘Say it with Chocolate’ has taken the decision to expand the business. Therefore, for this purpose, the organisation is looking to hire a number of employees. This job cannot be served any better without an HR department. The HR people are responsible for the various roles, such as recruiting and directing the employees on board. In addition to this, they are also responsible to formulate policies regarding the contract of employment, health and safety provisions, training, office conduct, performance management, etc. In addition to this, the HR manager is responsible for keeping the morale of the workers high and motivate them to fulfill the organisational goals (Alfes, et.al, 2013). This can be done either by promoting a healthy working environment or by training the employees to hone their skill sets. Another way to motivate the employees is to promote a healthy working competition and set up a reward or appraisal system.
HR Managers play a wide variety of role, such as hiring manager, service center coordinator, HR classification analyst, HR recruitment analyst, etc., (Alfes, et.al, 2013). Therefore, they have a large number of duties that are given below:-
Employee selection process is all about hiring the right person for the right job. In other words, it is a process of matching the company's requirement with the qualification and skills of an individual. The selection process is said to be effective only when there is relevant matching. Selection processes are quite different from that of the recruitment process (Bratton and Gold, 2017). The latter is often considered to have a positive influence as it drives the aspirants to apply for the job opening. On the other hand, the selection process has a negative influence as inappropriate aspirants are discarded from the selection drives. As it is mentioned in the given case study, the organisation is selecting the candidates on the basis of their performance in maths and the English test which is followed by an interview. There are many methods to select the right candidate for the firm. A comparison of the methods that can be used by the ‘Say it with Chocolate’ is given below:-
The interview method helps in identification of the internal qualities of the candidates.
It promotes a healthy relationship between the interviewer and interviewee.
One can even collect the fresh primary data.
It is time-saving and cost-effective as well.
The method is highly flexible as one can frame the questions according to their needs.
It helps in negating the cultural effects as it puts all the aspirants on an equal platform.
It helps the organisation in making sound decisions based on the comparison between the performances of candidates.
One can expect reliable and valid results from these tests as most of them are reliable.
It cannot test the mental ability of candidates.
It can lead to future confusion as the conversation is not recorded.
Sometimes it may have biases of the interviewer.
If the interviewer is inefficient, then it may have misleading results.
Judging someone’s abilities through aptitude test has been criticised by many organisations.
It mostly favours those who are good at memorising things.
These tests are highly influenced by the cultural biases.
Even if the aforementioned methods are widely used across the world, but there are many improvements that are needed to be done in these selection procedures. If ‘Say it with Chocolate’ wants to hire the efficient employees and increase its turnover rate, then it has to do some amendments in current selection criteria. This would help the organisation to fulfil not only its short-term goals but its long-term goals also. First, there should be an online screening and shortlisting in order to filter the best out of the rest. It can be done by making use of Applicant Tracking System (ATS). In addition to this, instead of conducting an informal interview, the company should carry out a formal one (Bratton and Gold, 2017). This would help in exploring the candidate’s capabilities to perform in a corporate environment. Furthermore, to test the mental abilities, there should be a psychometric test that emphasises on aptitude and abilities testing and personality profiling.
The job description is a formal written statement that is developed for a particular post depending upon the outcomes of job analysis. It generally comprises job title, working condition, relevant criteria needed, role and responsibilities, scope and purpose. In short, it is the job description states. A job description for the post of the receptionist is given below.
Associate’s degree or bachelor’s certificate in related area.
Bachelor’s degree with distinction in the relevant field.
Minimum of two years of prior work experience as a receptionist.
Must be able to handle the telephonic conversation with the clients
Skills and knowledge
Excellent written skills
Competent in MS office.
Good time management skills.
Outstanding telephonic skills
Top-notch verbal communication
Good listening skills
Ability to handle the pressure
Should be able to greet clients with a helpful attitude.
Take care of workplace security by issuing badges.
Maintaining the records of the visitors’ time in/out.
Contributes to team efforts.
Maintaining the meeting rooms.
Helping employees in administrative work.
Self-efficacy and self-assessing
Polite and welcoming.
Consistent, mannered, and professionally dressed.
Experienced with clerical tasks.
Since the ‘Say it with Chocolate’ is planning to start the recruitment process, the company aims at grabbing large public attention through the paid media announcement and advertisement. The choice of choosing the right media depends on three important factors (Breevaart, et.al, 2014):-
Selection is important for the success of the advertising process. Each method has its advantages and disadvantages that would be discussed in the next section. Since the company is rapidly growing, it requires a talented set of employees to keep up the pace. For this purpose, the company should advertise through a suitable media among those given below:-
Newspaper: It is one of the oldest modes for advertisement. It has the largest reach among other print media modes. The best part is that advertisement can be done in different regional languages. This method is more economical.
Social Media: Nowadays, most of the people are on social media. Due to this, social media platforms have emerged out as a great form of advertising media. It is cost-effective and has high reach. All that is required from the company is to post their job opening advertisement on some widely followed pages on these social media platforms.
Online Portals: Most of the job seekers have their account on various online job portals. Employers post their requirements on these portals and seeing their area of interest, candidates can apply for those post.
Referring to the case study, ‘Say it with Chocolate’ was earlier recruiting the employees via internal sources. But, this recruitment route may have certain negative impacts on the business. No doubt that internal recruitment could be very effective for any organisation and for some roles, but this is not the complete fact (Breevaart, et.al, 2014). So before boarding the employees, the company should carry out an analysis of advantages and disadvantages
In today’s time, many organisations are launching their internship and apprenticeship schemes. In addition to this, some companies are offering paid internship programs. The benefits of hiring interns are many for both the organisation and for the aspirants. The reason behind Microsoft offering the training program to the talented youth are many. The company can have extra sets of hands to accomplish the project that too at a very lower cost. On the other hand, the applicants have the opportunities to develop new skills, learn more about the corporate world, their working style, and gain experience (Chang, 2016).
Companies can even retain some of them for entry-level jobs. Internship and apprenticeship can help the organisation to train their employees in mentoring. This is beneficial for a healthy business culture. Furthermore, the companies can enhance their social strategies by offering internship opportunities. It is also a part of the Corporate Social Responsibility (CSR) plan. By training the youth, the firms can help in community development (Dipboye, 2017).
There is two way by which an employee can offer his/her services to the employers, namely permanent and temporary job. Normally, it depends on the convenience of the employees and the needs of the recruiter. Some candidates are happy with working temporarily while others seek permanent jobs. The two options have their pros and cons. The permanent jobs have the following advantages:-
Microsoft is among those organisations that follow the flexible working arrangement. This technique has benefitted the company largely. The management believes that if an organisation forces employees to stick to their desks, then it can miss out numerous benefits. It believes that for employees to be effective, it is not mandatory always to be in the office (Dipboye, 2017). Therefore, the management is providing the employees an opportunity to take the benefits of the flexible working hour. It benefits the company too that are given below:-
Microsoft is known for its good retention rate, intrinsic, and extrinsic reward strategies. The rewards can be promotions, bonuses, incentives, salary hike, etc. There are many advantages of having a reward system in an organisation. It attracts employees from other organisations, helps in fostering the relationships between the organisation and the employees. The total reward system sets the performance standards for employees and motivates them to achieve them. In addition to this, these programs can also lead to training and performance management and professional development. This enhances the employees’ wisdom and knowledge at work.
Management can also manage and monitor employees’ performance. Reward system also helps in retaining the valuable employees. The distinct fact about Microsoft is that it follows the task-based work system in order to give equal opportunities to workers. This help the management to monitor and analyse the employees effectively.
Employee engagement is the concept of the workplace that is characterised by the most suitable conditions for all members working in a company to contribute their best every day. Researchers have expanded it meaning further by including the employee’s commitment towards the organisational goals and objectives. In simple words, employee engagement talks about being zealous, sighted, and understanding of one's responsibilities in order to accomplish the organisation's goals. Employees are required to be motivated towards organisational success with a sense of own well-being.
Companies try to increase employees' engagement by building long-lasting relationships, bringing trust factors, promoting integrity. This approach has led to higher success and improvement in the individual performance and productivity. The employee engagement can be rated as poor or great. There are many factors that can affect the employee’s engagement that is discussed below in this section:
In today’s day and age, the employee engagement is one of the key emphasised areas in the managerial strategies. This is done to align the employee’s career goals with the managerial goals assuming that this would lead to enhancement of organisational performance. It is believed that workers who are said to have high job engagement behave in a more professional and positive way. This indeed benefits both the employees and the organisation. Such workers outperform others by virtue of their dedication towards their work and their willingness to go the extra mile for the firm. In addition to this, highly engaged employees are more satisfied and they are more meaningful and accomplishing. Hence, one can say that employee engagement is directly linked to organisational and individual benefits.
In one of many research studies, it was found out that a highly engaged worker is more time-efficient and cooperative. Such people are valuable assets for the company and they stay with the firm longer. In other words, having an engaged employee can have many benefits for the company, such as customer loyalty, employee turnover, profitability, and productivity. It has been found that most of the organisations fail in defining the employee engagement. HR managers are inefficient in formulating a program to increase employee engagement. Some ways to increase it is by creating a culture with an aim of how workers and customer relations intersect. Another tactic is to map the worker’s journey.
There are numerous approaches to increase employee engagement. In fact, every organisation has their own modus operandi to engage employee. But, there are a few common approaches followed by the majority of the organisations that are discussed below:-
The business world can also have certain malpractices and to avoid them in the first place, legislations are required. The English legal system is pretty much efficient in dealing with various types of issues the employees, employers, and organisations can face, such as discrimination, minimum working hours and wages, health and safety, compensation, child labour, etc., (Banker, et.al, 2013). A few laws are discussed below in this section:-
This report is prepared to emphasise the importance of HRM in an organisation. For this purpose, various duties of HR in seeking the best talent for the company are mentioned. In addition to this, the advantages and disadvantages of different recruiting processes are enlisted and explained. The second part of the report talks about the perks of having an HRM department for employers and employees. Furthermore, various methods employed in HRM are critically evaluated. Apart from this, an analysis of factors affecting the HRM both internally and externally is done. The principles of HRM and their applicability is also talked about.
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