Human Resource Management (HRM) is the function within an organization that focuses on the recruitment of, management, and providing direction for the people who work in an organization. Managers and HR professionals have the important job of organizing people so that they can effectively perform these activities. This requires viewing people as human assets, not costs to the organization. Looking at people as assets is part of contemporary human resource management and human capital management.
The human resources management team suggests to the management team how to strategically manage people as business resources. This includes managing, recruiting and hiring employees, coordinating employee benefits and suggesting employee training and
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However, these are not the only uses of information technology, there are various other benefits that shall be elaborated below.
It could be better explained by using some of the key Human Resource roles as examples to elaborate how information technology can be used to derive optimal results out of such tasks.
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There are three most important roles implemented by almost every Human Resource team in any organization:
1. Recruiting
One way in which human resources has been significantly impacted by technology is in the area of recruiting.
Before the Internet, HR recruiters had to rely on print publications, such as newspapers, to post jobs and get prospects for open positions.
Other methods such as networking also were used, but HR recruiters did not have the ability to post a job in one or more locations and have millions of people see it all at once.
Technology has made recruiting more efficient and, in the hands of the right recruiter, more effective as well.
Most organizations now have their own website that contains information related to their mission, vision and other data related to their primary business
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Examples of the most popular websites in the Middle East are American Chamber and Bayt.
By the usage of this media, Human Resource employees are now able to gather tremendous applications in a short period of time as well as being able to carefully filter and shortlist the most suitable candidates for the posted job.
Another advantage of using web recruitment is the ability to recruit candidates from different places in the world.
In case of recruiting international candidates (not based in the home country), job interviews need not to be conducted by a physical meeting because now it can be made virtually via the use of technologically advanced applications that allows people to communicate and see each other face to face online. A famous example for such media would be Skype.
This method proved to be very successful in terms of cost and time saving.
2. Training
Information technology makes it possible for human resources professionals to train new staff members in a more efficient manner as well.
The ability to access company information and training programs from remote locations eliminates the need for trainers to work directly with new hires on all
There are five primary methods of recruiting store associates used at Tanglewood: 1. Applicant- Job applications are completed through either the internet or an automated telephone process. Media expenses are a combination of initially setting up a contract with a media outlet, developing an advertisement, and the price of processing materials and interviews for each applicant.
The purpose of this article was to show employers the effect of technology on new generation workers. To make this analysis effective, he wrote with effective substance and organization to drive the main point to his audience.
Unit 1: Exploring Business: Features contributing to the success of contrasting businesses. My first chosen business is the Thorpe Park Resort. Thorpe park is ‘owned’ by Nick Leslau but also leased by Merlin entertainments which is the largest entertainment business in Europe running over 100 attractions. The ownership of Thorpe park is a public limited company (PLC), this means that it sells shares in the stock market so it isn’t owned by just one person instead it has shareholders.
Employers might not have trouble finding job candidates, however, finding people who already have gone through a phone interview and are ready to start work immediately, is not so easy.
Planned Parenthood is composed of numerous employees distributed throughout several departments in multiple locations. Depending on the area of expertise, employees are established in departments such as finance (accounting), human resources, information technology (IT), marketing, and administration.1 Employment of healthcare professionals includes physicians, nurses, pharmacists, various technicians, and mid-level practitioners. Dramatic increasing trends employment are apparent in these clinical positions. * Additional areas of employment include fundraising, clerical support, call centers, community outreach programs, educational programs, executive and legal departments, and online support staff.1 Currently the organization employs approximately
An example of this is the use of a new peie of machinery by operations may require human resources to hire appropriately trained workers or train existing workers who are able to operate it. This may include having to terminate existing employment contracts in order to accommodate new workers. The performance of human resource management affects the performance of other KBF’s especially operations. It is the role of HR management to ensure that workers are skilled enough and have the motivation to complete tasks set by managerial staff. If this is completed to a high standard, the business will be able to operate at its highest efficiency rate therefore affecting the other KBF’s than operations.
• Cost: Adapting high level of technology in an organization requires large amounts of money. • Security concerns: As hacking is becoming more of a common phenomenon, data stored in HR systems is facing larger risk of being exposed or misplaced. Recruitment and Selection Process Recruitment Process External vacancy: The Search and Apply page on Primark website leads to a number of search criteria which can be used to find the job the candidate is looking for. The applicant can apply to as many vacancies as he wants. Internal vacancy:
Introduction Strategic human resource management is an approach to the development and implementation of Human Resource strategies. The best way to understand strategic human resource mamagement is by comparing it to human resource management.strategic human resorce management is seen as a partner in organizational succes. It utilizes the talent and opportunity within the human resources department to make other departments stronger and more effective. Strategic human resource management is the practice of attracting,developing,rewarding, and retaining employees for the benefit of both the employees as individuals and the organizations as a whole. Hr departments interact with the other departments within an organization in order to understand their goals and then create strategies that align with those objectives, as well as those of the organization.
A polycentric staffing also has its drawbacks. Host-country nationals have limited opportunities to gain experience outside their own country, and thus become difficult to progress beyond senior positions in their own subsidiary. Furthermore, in the event of over relying on locals, there may be some disconnect in perspective and interests with the headquarter because locals may put local interests above the headquarters’ boarder interest. iii)
In this essay, I will speak about the International HRM Case Study - Brunt Hotels by Fiona L. Robson, complete the activities A, C, E, and G, and answer to the questions provided in the assignment. First off, let's see what is about this case and his purpose. The case provided is done with the purpose of understanding the issues involved in domestic and international recruitment and selection in different types of industries. In hotel industry for example, as we have the Brunt Hotels case that helps us to understand and learn how to logically apply the theory to the practical situation in other industries too. Industries that prepare to expand their markets internationally, industries that need to evaluate well and analyze the implications
The company uses promotions, transfers, and trainees/interns as the main internal recruitment sources for HR needs. On the other hand, the external recruitment sources at Google include educational institutions and respondents to job advertisements. Most of these ads are available through the Careers section of Google’s website. Through these recruitment sources, the company facilitates a continuous influx of qualified workers, while matching these employees’ capabilities with human resource needs. 1.2.
Organisation also have to make a decision as to whether it is better to recruit internally or externally, and both come with advantages and disadvantages. There are also legal consideration to take into account when associated with recruitment and selection process which is imperative that an organisation sticks to (Aylott, 2014) Recruitment and selection bests practices The first few steps in recruitment should be fairly straightforward. It is important for the organisations HR department to know how many position within the company are free, and what necessary skills and abilities are needed
With the company’s culture in mind and want for success, they will select the best candidates to fill these positions. Companies that promote within instead of through external sources also builds long-term growth and satisfaction. It also reduces recruiting and training costs. An organization could use bulletin boards in break rooms, intranet sites, and by electronically notifying them (Snell, Morris, & Bohlander, 17). Maersk decided that they would recruit from the inside, this does save money and time.
The research noted that recruitment procedures that provide a large pool of qualified applicants, paired with a
P2) Explain the Strengths and weaknesses of different approaches to Recruitment and Selection Recruitment and Selection Recruitment can be defined as searching for and obtaining a pool of potential candidates with the desired knowledge, skills and experience to allow an organisation to select the most appropriate people to fill job vacancies against defined position descriptions and specifications. (Ref-Green, Paul C. Building Robust Competencies: Linking Human Resource Systems to Organizational Strategies. Jossey-Bass, 1999.) External recruitment brings new blood, new face to the organization.