Human Resource Management: Communication Skills Essay

Question:

Discuss about the Human Resource Management for Communication Skills.

Answer:

Introduction

The recruitment and selection is one of the most important jobs of the human resource department, which is responsible for reduction of turnover in the company (Beardwell & Thompson, 2014). The process of recruitment is concerned with the creation of a suitable pool of employees and selecting the best candidate from them. The organizations employ number of background checks as well as recruiting methods for employing the best possible candidate. These processes ensure that the organizational productivity is increased and the employees contribute to the organizational success (Beardwell & Thompson, 2014). This is a changing business world and companies need to recruit people who are loyal, adaptable, confident, dependant and knowledgeable in their own aspects. There is also the requirement of good team bonding and good communication skills, which have become pre-requisites of getting employed in multinational companies. This essay would discuss some good literary works by implementing critical or analytical thinking. The corresponding HR theories and concepts would also be discussed.

Discussion

As defined by Beardwell and Thompson (2014), the strategic human resource management of the firm is concerned with the process of linking the social, human and the intellectual capital of the employees by fulfilling the strategic needs of the company. The screening process should be a powerful one in which the candidates are judged on the basis of what they can offer to the company (Beardwell & Thompson, 2014). The company should use strong judgmental capabilities to determine the strategic fit of the concerned candidates and if they are able to fulfill the organizational goals. It is important to understand the “job hopping” tendency of the candidates, which is concerned with the tendency of the candidates in moving quickly from one job to the other (Chelladurai & Kerwin, 2017). The recruiters should pay attention to the duration of the concerned candidates at their previous jobs as well as carefully monitor their references (Beardwell & Thompson, 2014). This would make them retain these candidates for longer period of time by eliminating the employees who have a tendency of switching jobs frequently. As argued by (Brewster, Mayrhofer and Morley (2016), the employees gets demotivated if they are faced with a gradual decrease in their responsibility. In such instances, the employees feel insulted and they tend to disconnect with the organization.

As opined by (Leong (2014), the Krumboltz theory focuses on the fact that there is a need of the people to change within the transforming labour market. The management of the life transitions is an important consideration in the career management skills of the employees. This theory focuses on the need of planned activities in recruitment process from the point of view of the candidates (Beardwell & Thompson, 2014). The planned recruitment as well as selection of the employees would makes sure that they stay in the organization As opposed by Patton and McMahon (2014), the Holland’s Theory of Career Choice, the employees are known to prefer jobs in which they find similar kind of people around them or there are employees in the organization, whom they like them (Beardwell & Thompson, 2014). The employees choose job roles and prefer the work environments in which they would be able to use their abilities as well as skills in a better way. This theory is helpful in the recruitment and selection of the people in which the employees are free to express their values and attitudes, while they have an effective affinity between the environment and the personality (Beardwell & Thompson, 2014). The employees who have favorable job environment in the organization are more likely to be loyal in the organization and this is because of the fact that the employees tend to enjoy their stay in the firm. The Holland theory is concerned with the personality types such as investigative, realistic, social, artistic, conventional and enterprising (Beardwell & Thompson, 2014). It is presumed that while recruiting, if the candidates possess such qualities, then there would be less attrition rate of the organizations.

The good recruitment as well as selection of the employees would lead to understanding of the attitudes and mind set of the employees (Call et al. 2015). The fresh talents should be scrutinized well and their value system should be measured. An effective HR would come to known if the employee is grounded enough and his individual objectives are aligned to the organizational objectives or not. The recruitment process prepares the candidates well so that they can perform their duties well in the organization (Beardwell & Thompson, 2014). This would automatically lead to a subsequent decrease in the turnover level of the firm, since the employee is likely to continue in the organization for longer duration (Call et al., 2015). In the instance that the right candidate is not recruited, then it may result in the creation of chaos as well as imbalance in the organization. The recruitment process plays a vital role in creating balance as well as harmony in the organization.

As commented by Breaugh (2017), an effective recruitment process would also enable the employees to understand if they would be able to work in the organization. The recruitment process should not only check the quality of the candidates, but it should also provide adequate information to the candidates regarding the organizational mission, values, culture and the reporting types (Call et al., 2015). This would also increase the chances of employee remaining in the organization for quite some years. This is because of the fact that if there is a match between the organization and the employees, then there would be positive recruitment and if the employee is unable to accept the terms and conditions of the employer, then he or she would simply not join the organization (Krueger & Casey, 2014). This would automatically indicate the fact the organization would be having a stable and low attrition rate.

As stated by Glaser (2017), the grounded theory methodology often helps the researchers in expanding the knowledge as well as application of the HR practices in the process of recruitment and retention. This theory enables the interviewers to let the candidates express freely and hence follow the path of the interview (Call et al., 2015). This kind of interview has no rigid structure and hence it leads to the development of new knowledge as well as comprehension. If the interviewee is subjected to more liberal approach in the interviews, then he or she should have the perception that the organization is considerate about them and would support them whenever required (Call et al., 2015). This would increase the overall employee satisfaction and there would be good organizational culture. This would also mean an increase in the productivity as well as loyalty factor of the employees (Gentles et al., 2014). The recruiter should be aware of the strengths as well as weakness of the employees so that they can be channelized in the right direction. This factor would also lead to less attrition rate of the employees as they would be enjoying their stay in the organization.

The views of Palinkas et al. (2015) indicate that the recruitment and the selection process also implies the internal recruitment methods used. This primarily comprises of the internal promotion method selected and the transfer of the employees into more suitable job roles. The internal promotion is always positive for the company and it boosts the employee morale. If the internal recruitment is done in a correct manner, then it would surely affect the wellbeing of the employees and they would be delighted to perform better at the new job role (Call et al., 2015). This also implies the fact the employees would be satisfied to give higher productivity in their new job roles. This implies that the organization would be able to retain the employees for a longer duration.

The recruitment process should make the business profitable and it should be efficient in the long run. This process should identify the candidate who would be useful for the organization in the long run (Call et al., 2015). The recruitment process should not only match the qualification of the candidates but it should also look for candidates who are aligned with the core values of the company (Bartneck et al., 2015). The recruited candidate should fit into the organizational culture in a perfect manner. The organizations should also look for the fact that if the concerned candidates are able to adjust with the organizational values. The organization should understand the fact that if there is improper recruitment and the selection of the wrong person, then there would be high turnover of the company. This would not only imply a great financial loss but it would also damage the reputation of the company.

(Anitha, (2014) states that the recruitment process should enhance the career path of the employees. This is because of the fact that the job should be vital in shaping the career of the employee and this should act as the guiding factor. The positive attitude would help in the higher performance of the employees and hence there would be improved customer perceptions of the firm. The positive attitude would also mean that there would be enhanced customer satisfaction as more number of customers would be eager to purchase the products or services of the firm (Call et al., 2015). This also makes it sure that the employees are given perks and benefits, which would help them in increasing their motivation levels. This would also ensure that the employees would not be eager to leave the organization and join some other firms.

Conclusion

The recruitment and the selection process would comprise of the effective tactics that would be needed to deal with the process of attrition. It is important to make the employees stay for longer duration by providing those adequate facilities as well as career progression paths. The recruitment and the selection process would be altered so that it satisfies the interests of the firm in the best possible way. The organizations should strive to make more effective recruitment policies so that they are able to retain the candidates for longer time period. It is important for the companies to focus on retaining the new candidates for longer time period so that there is an overall increase in the organizational productivity.

References

Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance. International journal of productivity and performance management.

Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Bartneck, C., Duenser, A., Moltchanova, E., & Zawieska, K. (2015). Comparing the similarity of responses received from studies in Amazon’s Mechanical Turk to studies conducted online and with direct recruitment. PloS one, 10(4), e0121595.

Beardwell, J., & Thompson, A. (2014). Human resource management: a contemporary approach. Pearson Education.

Breaugh, J. A. (2017). to Recruitment. The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, 12.

Brewster, C., Mayrhofer, W., & Morley, M. (Eds.). (2016). New challenges for European resource management. Springer.

Call, M. L., Nyberg, A. J., Ployhart, R. E., & Weekley, J. (2015). The dynamic nature of collective turnover and unit performance: the impact of time, quality, and replacements. Academy of Management Journal, 58(4), 1208-1232.

Chelladurai, P., & Kerwin, S. (2017). Human resource management in sport and recreation. Human Kinetics.

Gentles, S. J., Jack, S. M., Nicholas, D. B., & McKibbon, K. (2014). Critical approach to reflexivity in grounded theory. The Qualitative Report, 19(44), 1-14.

Glaser, B. (2017). Discovery of grounded theory: Strategies for qualitative research. Routledge.

Krueger, R. A., & Casey, M. A. (2014). Focus groups: A practical guide for applied research. Sage publications.

Leong, F. (Ed.). (2014). Career development and vocational behavior of racial and ethnic minorities. Routledge.

Mowday, R. T., Porter, L. W., & Steers, R. M. (2013). Employee—organization linkages: The psychology of commitment, absenteeism, and turnover. Academic press.

Palinkas, L. A., Horwitz, S. M., Green, C. A., Wisdom, J. P., Duan, N., & Hoagwood, K. (2015). Purposeful sampling for qualitative data collection and analysis in mixed method implementation research. Administration and Policy in Mental Health and Mental Health Services Research, 42(5), 533-544.

Patton, W., & McMahon, M. (2014). Career development and systems theory: Connecting theory and practice (Vol. 2). Springer.

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