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" HRM .............It's a posh way of describing a personnel manager......but it goes a bit further than that."
So from the above quote its clear that human resource management(HRM) is concerned with personnel manager. The term personnel manager includes some functions like workforce, motivation, planning, recruiting the staff, doing the right thing as well as doing the thing right, good understanding etc.....Human resource management have some responsibilities for example;
how to manage the organization: The main job of HRM is to manage the organization. In these huge competition in corporate world . So it is very tough to maintain the top position of organization. if the management is strong then they maintain their organization value in market. So it is all depends on HRM , how they manage their organization, what resources they use for future aspects.
select the right person for right job: It is a duty of HRM to recruit, select the right candidate via interview.
staffing: to provide the right person on right position to enhance the growth of organization.
Maintain understanding between employee and management: In an organization relationship between employee and management, matters so much. So encourage the employees for their talent, take feedback from the employees
Monitoring the work performance of staff: Management have to make sure that their employees or working or not. so it's essential for HRM to monitor the work performance of their staff.
provide training : when they recruit new candidate, first provide the training.
controlling : Total control of organization is in the hand of HRM. they have to consider on their employees suggestion.
problem solving : It is HRM duty to solve problem on time by time because if they cannot solve then whole organization is in trouble.
The main agenda of human resource management is to increase the growth of their organization by carry out the right solution of their targeted problems.(Legge, K. (1995) 'Human Resource Management', what is human resource management?, pp. 62-95)
human resource management focus on individually work done. human resource management have some objectives likes ; personal objective, functional objectives, societal objective, organizational objective.
personal objective means employees have some target to achieve.
functional objectives means organization business consist some goals to achieve in future.
societal objectives means that focus on customer need or customer satisfaction.
organizational objectives; its a planning for long term goals . HRM divided in two types
1.human resource management in small-scale unit
2.human resource management in large-scale unit
SMALL SCALE UNIT
owner-manufacturing or production manager, sales manager, accountant, administrative manager
LARGE SCALE UNIT
managing director and chairman-manufacturing or production director, marketing director, sales director, finance director, personal director, industrial relation director. In simple words HRM is defined as "it is a art of speaking in that way on which you convince other people or your colleague 'what you belive', 'what you are'." (Aswathappa, K (2006). Human resource and personnel management 4th ed. The macgraw hill publishing company ltd, New delhi)
HRM plans for knowledge and set of policies and practices that define the nature of work and underline the employment relationship. The HRM functions are :
Planning: HR needs in an organization to plan for its mission, strategies, and internal strengths and weakness, objectives, including its structure , culture , technology and leadership.
Staffing: Another important term for HR in an organization to select people with good skills, abilities, knowledge and experience to fill jobs in an organization.
Developing: HR analyses learning requirement to make sure that employees have good knowledge and skills to perform satisfactorily in their jobs .Performance of employees are appreciated with their skills and competencies.
Motivating: HR include job evaluation, performance appraisal, pay and benefits.
Maintaining: HR monitors the workplace safety, health and welfare policies to have a strong workforce.
Managing relationships: HR manages employee involvement in non-union or union workplaces as they organizes the fun and some other activities during weekends and organizing parties and functions which give good chance to employee to meet and know other employee of the organization.
Managing change: This helps to envision the future of employee, setting expectations for performance and developing the talent of employee to reorganize people and reallocate other resources.
Evaluating: It evaluate the value-added component of HR practices and entire HR system to an organization (Bratton, J. and Gold, J.(2003).Human Resource Management: Theory and Practice. 3rd. ed. pp. 3,6,7,15).
Employee selection purpose is to choose effectively a right candidate for a right job. the employee recruitment or selection is held by manager. Its a very tough and stressful job to appoint the right person for manager. One wrong selection can extremely harmful for whole organization. For example; customer unsatisfaction, not timely delivery of product to suppliers. All these things have matter for organization good will. So its very important to choose right candidate.( Dale, M. (2003) A manager's guide to recruitment and selection, 2nd ed. introduction : successful recruitment & selection. pp. 1-11)
The recruitment process
Recruitment is responsibility of an organization.
Organization frame their job profile for the vacant position to fill.they provide complete details of job profile and requirement for the position,they specify terms and conditions of the organization.these all are documented what kind of job is issue for vacant position Candidate have a curriculum vitae in which candidate details are mentioned such as personal and professional details ,qualities, qualifications,experience,
If organization have any vacany they post the advertisement via articles,online,media ,newspaper.they mention the job details and package,location,scope of job and essiantial qaulifiaction.
The HR examine the cv of the candidate and they get all details of the candidate and get clear idea is candidate eligible for specific job or not ,than they decide for candidate selection.HR have cross question about candidates to verify the cv details. Consider the candidate in a comprehensive way.HR follow and discover the candidates mental approach
In which some techniques are used like aptitude test,personality test,examine their previous work and they test those qualities which are mentioned in their cv.
Role Of Candidate And Interviewer
The job of selecting a right person for a right job is very stressfull. There are many responsibilities related to selecting the person.
Eventhough candidates are under in pressure but they have to relax their mind during interview session. Everybody have their individual identity so do not get tensioned.
In interview session most important thing is relationship between candidate and interviewer. Interviewer have a dynamic nature so candidate have make a friendly environment. Everyone have there different ideas and thought related to social, cultural, emotional factors. so its candidate duty to do not make a cofussion. Pay attention on every questions. Listening is very must during interview session. Avoid quick jugedment on the interviewer questions. Do not get temper , be polite.
Some factors which are essential for candidate behaviour are: Inconsistency, non-cooperation, avoidness of an unpleasent truth, inaccuracy in recall.
Interviewer analyze candidate eye contact, confidence so candidates body language is very important part of interview. Also inspect communication skills. Verbal communicals matters so much. Candidates have to show their adoptation guality, learning quality, flexibility, nature etc......... Interviewer examine the cognitivty . they considered this by includind awareness, perception, reasoning,intuition, mental process of knowing.
Relationship between candidate and interviewer is a very intersting part of interview. Interviewer evalute your whole activites, your answers during interview.They interpret how well you give response to them, Your nervousness, is you avoid giving the true answers. On the basis of this they select. So keep in mind that first impression is last impression. So candidate have to be relax their mind, make a smiling face, listen carefully, give answers confidently. (Keats, D. (2000) Many types of Interview. Interviewing: a Practical Guide for Students and Professionals. pp. 6-19)
In the recruitment process there are certain terms to be used for selecting the employees. The following mention approaches are used for recruitment process:
Create a job specification: Organization have some official documents including all requirements of related job, what type of task to be done by the employee. In which organization's certain terms and conditions are mentioned for employee. It's like documented agreement which is done between organization and employee.
Create a job holder profile: It included job holder personal details for example; name of job holder, his/her address, qualification, skills, qualities, job holder's required experiences. Mostly job holder have their curriculum vitae which shows about their self very clearly. Its all about employee personal and professional details.
Obtain applicants: It's very hard to find a suitable candidate for a particular job. So whenever organization or company have vaccancy for a job they placed an advertisement through internet ,newspaper, magzines, articals etc..........They included details of related job, job location, salary, scope of job, about any training if they provided.
Examine CVs: Candidate have there cv(curriculum vitae) which give evidence that the particular person is worthy of being choosen or not. After considering the details of candidate and as well as looking or inspecting the cv they call candidate for interview.
Interview is a core part of the professional.It's an analysis in order to discover the candidate skills , his/her nature, ability to do work, knowledge, analyze their real motives........ In this category aptitude tests, personality tests and they have some set of questions evaluating candidate skills or knowledge. interview is a detailed inspection of candidate conscience. interviewer also ask some technically based questions. They also verify that details which are in the CV of the candidate.
Its manager's responsibility to select right person for a right job and after that instruct those persons in the best methods and also motivate them for their work and give higher wages to the best works. Manager look that type of employee who can communicate very well among managers, other employers as well as with customers. So in whole interview session communication is very neccessary for candidate. Employee should be a good speaker. interviewer also check the quality of team management in a candidate because team management is very neccessary for a organization growth. interviewer ask questions in interview session like :
1.About yourself - candidate education, his/her extra curriculum activites, extra certification, about previous jobs, experience what have you got from the past jobs.
2.about skills- candidate area of interest, his/her hobbies etc......
3.candidate qualities- quality of adoptation, communication skills, confident enough to work as a team, body language have good etiqates and sense of humor, positiveness with responsibility and understanding towards the working enviornment, willingness to work, can provide with maximum or extreme work performance, knowledge about job that how things are done, likes to work as a team mate and have good team spirit, respects the hirarchey provided to the team by the organisation working for, awareness of problem solving techniques, tacts and should have sense of responsibility for the junior staff, helps in training sessions, always egar to extend andthe range of knowledge and tacts known as continuning education, very particular regarding the policies and the amendments with the organisation, consistensy and sincerety towards the work given, should accept criticism and try to cope up with his/ her abilities to come out of all the criticsm by giving his/ her 100% next time leaving behind what happened and try to improve and leaving no margin of error, have great sense of adjustability while working as a team member or try to develop the qualities like team leader by engraving the skills and knowledge and experience as well should be encountered and taken in to practice using reflection. the last and the most important of all the person or candidate attending interview should have a hogher level of confidence regarding his abilities, knowledge and skills.
Types of interviews:-
There are many different types of interviews going on these days, which depends upon the status and reputation of the company or the organisation and also depends upon the sitiuation as well. The reputed company going for an interview will go for pannel types of interviews and for college or campus recruitment. if we discuss according to situation as in emergency when company wants to recruit someone urgently then the most commonly they prefer face to face type of interview techniques or can go for an online interviews. No I will explain the types one by one showing how these are caaried out and what are the contents of each and every type of interviews and they are as follows,
Pannel types of interviews:- In these types of interviews the contents are the numbers of members deligated for carring out the interviews and they act as the interviewers and the other content is the person who is to be interviewed. In this type of interviews the number of interviewers depends upon the mangement of the organisation and the managementecan deligate as much number of interviewers they can. These interviewers are deligated in order to interogate the person or they ask those question through which they can find the appropriate person for the particular post for which they are deligated by the management. The questions asked by the deligated authority reflects the experience of the interviewers in combination with their knowledge and their quality to get the accurate person matching all the configuration required to hold that position or post in their company and they can rely on that person's knowledge, experience and all that can be done by the deligation by putting all their work experience into practice at that moment of an interview.
The pannel type of interviews provides the organisation with the person who really can lead their staff to achieve the desired goals put infront by them. These types of interviewes really provides a solid base of experiences and knowledge which can help in finding that person who resembles that experience and knowledge and fulfills all the requirements of an ideal team member ready to work with other team mates providing them with the support for which he is being interviewed.
The other type which I am going to discuss is the campus recruitment which indirectly resembles the pannel types of interviews, the only difference in both the types of interviews is the pannel type interviews most of the time prefer the candidate who is somewhat experienced and have some work expeience related to the jod he is applying for the job but in the case of campus recruitment the deligated authority moves to a reputed universities or collges in different cities or counties to get the persons who are not experienced but they have all that knowledge and they are perfect in their practical knowledge at their university level.
The campus recruitment provides the organisation with some of the freshers who then after their selection are put for practical training in various of the organisation or in the fields they have their expertise concerning their knowlegde which they gained from their education providers, the purpose behind that is that the company at the time of need can recruit the desired candidate who according to the faculty is accurate or is suitable for the position the company is recruiting for. These types of interviews provides the students with an exceptional oppertunity which helps them in development of their intellectual skills, knowledge, practical work and their managerial skills as well.
Face to face types of interviews:- In this type themember who is having a higher post in the hirarchy of an organisation is usally the person who is going to conduct the interviews. This method is prefered by the organisation working at lower levels means small, or semi government organisations etc. This typeis quite better than the othwr two types mentioned above as this does not affects the confidence level of the candidate as he has answer all the questions related to only a single person's experience and knowledge. In this type of interviews there is more chances of having bias, means that the person who is interviewing the candidate according to his/ her experience might can have the wrong desicionduring selection of one candidate from all.
In face to face interview there is a panel of interviewer who held the interview. In face to face many processes are used like aplitude test, personality test, communication skills, candidate body language. They look candidate very deeply. The physical positioning of candidate also matter during the interview session. Interviewer held a group discussion from that they the candidate views, thoughts also about his/ her vision. Interviewer also know the actuall motive of candidate during face to face interview.
There is benifit in carrying out or using the two ypes mentioned above is that there is a pannel group of person or a team which through their work experience and their talent can give their organisation, the candidate which their organisation is looking for and who can lead their working team through his knowledge and his tendency to perform at extreme levels even under pressure situation. These types of interviews are time consuming as candidate has to provide answers to all the question asked by the delegated pannel form the organisation but now a days these types of interviews are commonly used now each and every organisation is having their own special team which represents them during the interview or at the time of recruitments from the campus, and these are providing the organisation with the desired person on whom the organisation can rely and depend upon.
Online interviews:- This type of interview is recognised as the most time consuming or is the longest process of all the above types of interviews. In this type the candidate does not come face to face with the pannel or the manager of the organisation for an interview, in this the candidate applies online by getting all the required information from online and has to send all his certifiactes or experiences using online services. This is not transparent type of interviews as the information provided by the employer or the candidate might be fake and the major drawback of this type od interview is that the information provided by the can didiate or employer can also be misued.
(Hughes, B. and Cotterell, M. (2006) Software project management 4th ed. Tata macgraw-hill publication, New delhi pp. 232-237)
Telephonic interview: In telephonic interview they make a call to candidate. Interviewer ask some question about personal and professional.
INTERNAL OR EXTERNAL RECRUITMENT
In internal recruitment process the vacant position is filled by recruiting the candidate with in organization,this helps the organization to get well knowledge and organization policies related employee.the process of internal recruitment helps to save time and cost of conducting interview.the added advantage of internal recruitment is that the company is better to know about the past experience of his own employee and his talent to do job.on other hand company loses new candidate with innovation and fresh idea which can help for company growth. External recruitment helps to strength their senior management team by increasing diversity, ethnic. Internal recruitment causes confilict between employee with in the organization. If candidate is recruited externally he has wider range of idea and skills to implement for organization growth. On other hand external recruitment brings down the morale of the employee within the organization. The new employee may not fit to the organization to get adjusted to certain norms and policies of the policies (Souza, F. and Zajas, J.(1995) Recruiting executives in business.Vol.8, pp. 24)
this is important to build rapport while interview between employee and candidate,HR should initiate this and make candidate calm and relax.the information given by the candidate should be kept confidential and should not be disclosed.Candidate also obey the instruction given by the HR.If candidate dont know any answer he or she should refuse and argue for it,she or he shuold say politey " can't remember or no comments"
all organization looking a candidate with positive attitude who can deliver for organization growth.due to high competitin among organization they follow their policies and norms very strict to maintain their reputation.
A tqm approach pay importance and attention in selectin employees based on their ability and motivation to do perform effectively.quality management is a multi-dimensional concept which focused on quality improvement principles.such quality management includes:
Customer focus,this measure the customer involvement and responsiveness.
Feedback which is updated on time.
Process control which includes statistical process control in production to monitor and reduce the process alteration.
Supplier involvement ,it includes long term relationship and product development(Ahmad,S. and Schroeder, R(2002) Sustainability of total quality management.Vol.19, pp.540-547).
During recruitment and selection process some selection turn out be the suceessfull and some not..problem arises during the entry level of the job for a candidate.some people enjoying working with the new idea an dsome some prefer to work for numbers.in downsizing and outsourcing world executives should be effective and innovative by achieving more with less.factors which are work related defines the abilities,such as knowledge,skills and qualification(Georges, D. (1996) Improved employee selection and staffing through meta programmes. pp. 5).
to critically analysed on topic selection of employee via interview books, journals,articles.the relationship between employee and candidate should be maintained.all organizations maintain their policies and norms during interviewing a candidate and try to conduct fair selection of employee.various class of intreview is conducted toselct the employee for organization grwoth.the HR should be impartial and truth to conduct interview.there are various class of interview and these interview classes give fair idea that organization is taking process seriously to follow and analyze the talent of candidate for organization growth.thus the process of recruitment and selection should be continue and this helps to judge the new innovation and ideas of candidate.