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Human Resource Management Essay

2870 words - 11 pages

Numerous authors have emphasised the importance of integrating the recruitment and selection processes into organizational strategies and HR systems as well as the necessity to respond to changes in the organization's environment (e.g. Stone, 2002, p.174, Nankervis, Compton & McCarthy, 1999, p.190, Compton, Morrissey & Nankervis, 2002, pp.16-17). The organization is constantly changing to respond to changes in its environment, for instance, the structure of the organization may change and jobs redesigned to improve efficiency or reduce costs. However, one of the fundamental mistakes made by management is the failure to allocate "the right people to the right jobs" (Stone, 2002, p.124) once these changes occur. Such "economically" inspired" tactics have been criticised as having a detrimental impact towards the productivity of the workforce and this could be related to the failure in acknowledging the job requirements needed after such fundamental organizational changes have occurred (ACIRRT, 1999, pp.16-17).As organizations vary in size, aims, functions, complexity, construction, the physical nature of their product, and appeal as employers, so do the contributions of human resource management. Recruitment and selection is vital to the organization in implementing change and counteracting changes in the environmental context (Stone, 2002, p174). Jobs change accordingly as organizations respond to economic and technological pressures (Nankervis, Compton & McCarthy, 1999, p.190). But, in most the first and ultimate aim of the function is to: "ensure that at all times the business is correctly staffed by the right number of people with the skills relevant to the business needs" that is, neither overstaffed. (Compton, Morrissey & Nankervis, 2002, p.17).According to the specific request of the personal report, the five key points of Human Resource Management Practice within an organization include human resource planning, recruitment, training, motivation and involvement.1. HUMAN RESOURCE PLANNINGHuman resource planning is usually seen as an essential feature of the ideal-type model of human resource management, even if it does not always appear to be given high priority in practice. An ideal-type feature of human resource management is the assumption of a "developmental" approach to employees, which appears to imply some form of systematic management of the assessment and augmentation of their ability, in relation to business needs2. RECRUITMENTIt is, then, pertinent to incorporate one of the key factors for successful recruitment - job analysis (i.e. an analytical study of the tasks to be performed to determine their essential factors) and job design. Compton, Morrissey & Nankervis acknowledge that this activity should be responsive to "changes in organizational structures and strategies, employee skills, competencies...it is the main source of information about the position to be filled and type of person to fill it"(2002,...

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