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Human Resource is not like a rocket science but it is a quick format of developing business function where a person of business sense can swiftly justify the basic of HR management. Same story happens with HR strategy. It reflects the convolution of the organization and its HR processes. In HR planning process the manager is concerned with motivating his employees; they try to classify the organization's existing and future HR requirements, developing and implementing different plans to assemble the necessities and monitoring the overall effectiveness. According to Rothwell (1995), a survey found that 54% of different companies follow the HR strategy where only 15% do that in broad way as they are suggested in the company's literature. The process of strategy formulation is very hard. The process of forming corporate strategy is complex and complicated, for this reason HR strategy also facing some limitations. They are -
Long term process: Corporate strategies are useful for varieties problems; they are not effective to overcome current problems. This is a very big limitation for HR strategy to solve the problem.
Financial problems: For the proper achievement of the HR management financial resource is necessary. It is the most important requirement for recruit a person in a company. If the corporate level doesn't permit the minimum budget for training and other things it will decrease the productivity.
Hard to control the labor market: Labor market is changing day by day for many reasons like government policy, age, gender, changing opinion of manpower, level of education and etc. Again globalization also influences the labor market. Labor from different countries struggle with local labor, as a reason the company's have lots of choice but this labor is unbalanced and hard to control.
Job satisfaction: Job satisfaction is also another limitation for HR strategy. Sometimes employees don't satisfy with the job for many reasons like salary, environment of the company, behavior of the superior etc. Then it is hard to tackle the situation for the HR management.
Nature of the human: The nature of human being is very complicated. They change their mind habitually for different reasons. So in HR strategy the planning is also need to be perfect and sufficient otherwise some unpredicted reason of the employees the whole plan will be collapsed. So the HR process is limited by the influence of human nature.
Shortage of Jobs: It is a key problem for implementing HR management strategy. Job shortage can not be remedy by giving training, education or posting from the current job holder within the organization; if the corporate level doesn't allocate required people for the proper post it will decrease the productivity.
Arrange remuneration system: Remuneration system is helpful for increase the productivity of employees. It may be economical or non-economical reward like bonus, performance incentive, pay system, providing shining stars etc. Sometimes HR management proposed to raise the productivity of the employees but corporate level does not agree with the scheme of HR department which impact of smooth running of human resource management.
To overcome those limitations some suggestions are given below -
HR management as a strategic business partner has taken a big role for the direction and success of the company. Generally the responsibilities of this department is planning the work force, staffing employees relation, train the employees properly which helps the corporate strategy. So to run the HR strategy it is better for the hr department to discuss with corporate level for effective solution.
Recruitment policy & its effectiveness:
Recruitment or selection policies are playing a central role in the running and long-lasting success for a company. The main aim of recruitment is to draw the attraction of the employees who can express relevant skills and experience, to make a positive and valued contribution towards the work of the company. Every individual employee must be selected on merit. The aim of any recruitment exercise is to find the best person for the job. So whatever the person or the employee is good in work the company must provide them the work basis on their merit.
In the case of Ashley Jones, she was appointed in ABC Company by the reference of one of the director in marketing department but she has the experience in administration field. As a result she is missing her monthly target which also causes a momentous decrease in the productivity.
The company must need the information about the applicant in terms of experience and capacity to ensure a match between the requirements of the post and abilities of the applicant. This requirement is met by CV, application form and testing for skills.
Again job analysis and training is also an important part of recruitment. If ABC Company follow their job analysis and trained Ashley Jones in a proper way then the problems may not occur.
After that she was demotivated to work by the remuneration system of the company. ABC Company's reward and payment system is not well known as a result the performances of the employees are going down.
Later ABC Company appointed her internally but recruitment should present in publicly like newspaper, online, TV, Radio, link to different Universities, agencies etc. As a result lots of skilled person can't get the opportunity to do the job.
In term of to improve effectiveness and good employee recruitment in future some policies are given below -
A manager can recruit in two different ways -
i) Internal Recruitment
Internal Recruitment: It is the most favorite source of applicants in stable and developed companies. It needs a strong support from other HR Processes; because of these the unmanaged internal recruitment process can guide to disappoint the managers and employees in the organization. The succession planning and strong performance management is needed to make sure the success of the internal recruitment.
The most obvious advantage of external recruitment is the availability of a greater pool of applicants. Thus, only those applicants who have the exact qualifications will apply and be selected the company. This has cost for the organization's training budget. Whereas external recruits will require orientation upon being hired, as they will not require any extra training. It also brings new ideas and external contacts to the company for hiring them. Also, if political backbiting over a promotion might be a possibility, then external recruitment is one way of eliminating that occurrence. Under external recruitment the effectiveness are given below -
Recruit online and given ads in newspaper: A company can hunt employees on online which will help to reach a lot of people in short time. Again if the company's give ad in newspaper and industry trade journals many skilled job searchers who has less technical support can applied for the post. For this it will emphasized on qualification of different people.
Use the best employee: If the company uses its best employees for the interview of the people for the business, then they can collect the best candidates from the applicants.
Documentation: Recruiters must maintain the suitable documents for recruitment process. They must follow the jobs purpose, duties and responsibilities, proper knowledge for the job. This will help the HR division to make a short list from the candidates.
Search in Schools: The Company must build a good relationship with local schools, colleges and universities to attract graduates for trainee positions and always be ready to interview the candidates.
Analysis the job: To make a recruitment successful job analysis is the most important part. It makes the recruitment process effective.
Use Job Center Plus: A company can use Job Center Plus for recruiting people cheap and fast way. It is useful for finding permanent and temporary employees with no charge and they can shortlist the applicants for the company.
If the ABC Company follows this process it can be more effective and beneficial for the company.
Employee redundant is a nightmare for every employee who works in the corporate world. It may reduce the size and scope of the business for improving the company's financial performance but it has a negative impact on the employee's moral like employee's behavior, mental stress, emotion, productivity and attitude and so on.
Employees are always anxious about their job security. So it is stressful for them and they might be angry with the redundancy process that has been executed.
Again for the redundancy decision the employee's productivity is decreasing day by day. They loss their eagerness to work which leads to change their work attitude and they lost the job satisfaction also.
After that when the redundancy decision is made then the employees are more concern about their personal life rather then the organizational work. As a result the relationship between the employees and the management decrease. Due to redundancy program as like as employees the company also get shock because of that the company lost their valuable employees and face with apathetic, lack of satisfaction and commitment less employees.
Now if the ABC Company runs this redundancy program then employees will face these problems and the employees can't work properly and for these ABC Company's profit goes down.