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Question: Effective Recruitment is vital to the success of any organization briefly describe how an organization can use recruitment to support its business strategy and objectives.
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It is an important and essential task for any business organization that right employees are being selected for the right jobs. The human resource is the human capital for the business organizations and they are to be selected and recruited with enough care. It has been seen that effective strategies for the recruitment and selection helps to reduce the chances of turnover in an organization. The HR puts enough care in taking interviews of the aspirant candidates who could successfully become the part of the organizational success. Recruitment is the process of enlisting new aspirant candidates for the organizations. The HR of every organization lists the specific requirements for the skills and talents that could help fulfilling the duties of the jobs. If the specific criteria are listed in the advertisements for jobs then the organizations become able to recruit right personnel for right jobs. The requirements or the objectives of the organizations if clearly mentioned in the job specification and description then the chances of getting right personnel for right jobs gets enhanced. The HR can focus on the skills and talents of the aspirant candidates which could fulfil the requirements of the organizations through effective screening and interview procedures. Through effective screening and interview the HR portrays the objectives and vision of the organizations to the candidates. The employees being the most vital resource of the business ensure the achievement of the organizational goals and objectives. It is the responsibility of the HRM to align the organizational objectives with that of the HR strategies. The interview process has to be the one through which the interviewer representing the respective organizations can portray the needs and goals of the organizations to the candidates who are going to be the part of the organizations if get selected. So recruitment and selection processes hold an important place in supporting the strategies and objectives of the organizations. If the organizations select the candidates who can help the organizations in achieving the objectives and goals are being selected then the organizations can enhance the chances of achieving desired outcomes (Johnston, 2018).
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Recruitment is one of the most vital functions of HR. It ensures right and suitable workforce who can make the organizations achieve the desired goals and objectives. The recruitment efforts that the HR puts on behalf of the organizations help to support the organizational objectives and strategies. The employees are provided with induction programs and also with suitable training and development programs which make the candidates competent and ready for the organizational objectives. The training helps the employees to get required information and to become prepared for the working of the different strategies of the organizations. The HR monitors the progress of the employees and guides them in right directions. The HR comes up with unique strategies for attracting new skills and talents to support the organizational objectives and gaols. The successful recruitment enables the organizations to select the potential and best suited skills and talents for the organizations who can help in achieving the desired outcomes and objectives and who can work with the strategies of the organizations. The right pool of candidates can adapt with the strategies and organizational culture. The companies can achieve the competitive advantage with the help of right personnel. The HR has to shape the recruitment strategy in the most effective ways so that the supply can fulfil the requirements of the organizations and can meet the strategies demands of the organizations. The right candidates understand the demands of the organizational strategies and they act accordingly. The majority of the organizations in the modern time invest time and resources towards the recruitment because of the positive sides and benefits that an effective recruitment can give to the organizations (AHRI, 2018).
The Strategic Human Resource Management is ultimately responsible for the alignment of the HR strategies with the organizational strategies and objectives. It ensures the important functions of HRM like recruitment to get aligned with the strategic objectives of the organizations. It helps the HRM to develop long term strategies and to synchronize the same with the HR functions (Bagga & Srivastava, 2014). The business organizations are driven by the strategic objectives and the human resource management is inclined towards the achievement of such objectives and this aim gets initiated since the recruitment. Effective recruitment helps to organizations to achieve the desired goals and objectives of the organizations. The HR assesses the levels of competency of the candidates and tries to ensure the recruitment to take place in the most effective way so as to ensure the achievement of the strategic objectives of the organizations (Gravett, 2013).
The success of a business establishment is dependent on how well the recruitment process is conducted by the HR department of the organization. The human assets are considered to be the prime pillars of strength for an organization and therefore the organization must ensure that it recruits the right people for the right job. Thus, the process of recruitment and staffing should be done in a way that the investment made by the management of the company behind such processes is justified and yields positive returns. It is extremely important to have the right resources from where the HR can select the candidates for the organization. There can be various sources of recruitment like the placement agencies, manpower consultants, internal employee referrals, walk-ins, online recruitment, etc. Different organizations use variety of methods for the purpose of recruiting the required candidates for the desired job positions within the organization. The objective of every concern is to ensure that it can offer the products and services according to the tastes and preferences of the consumers. The products and services are developed according to the preferences and the market trends. But, in order to ensure that the right product is delivered to the right customer at the right place and at the right time, it is essential to have qualified, skilful, knowledgeable and sincere workforce that will be dedicated in serving the customers with the best. So, it cannot be denied that the growth, prosperity and sustainability of an organization is dependent on the quality of the human capital that the organization has for the purpose of conducting the daily activities of the business (Daly, Barker, & McCarthy, N. D.).
The essence of recruitment for an organization is pivotal because the success of an organization is dependent on the degree to which it can achieve retention of its employees. The employees are recruited by an enterprise such that they can be delegated various tasks of the organization and to ensure that they can do their respective tasks with confidence and sincerity. Hence, the HR must ensure that they implement successful strategies to achieve employee motivation. The employee motivation helps the employees to achieve job satisfaction that in turn helps an organization to achieve successful employee retention. The employees need to be retained by an organization if it has to ensure that it is able to offer the various products and services to the consumers effectively. The retention degree is also an indicator of success for an organization because the organization is able to achieve good reputation in the market as it is able to retain a large number of employees. It denotes that the management has effective strategies to motivate and retain the employees within the workplace. Thus, the effectiveness of recruitment can be better understood through the efforts of the organization in being able to retain the employees within the firm. The recruitment process cannot be termed as satisfactory if the employee turnover is too high. It might also indicate that the organization has followed unsound recruitment strategies due to which they were not able to hire the qualified employees needed for the required job positions. Thus, there is a deep connection between recruitment and retention (Richardson, N. D.).
Q2. What are the main challenges facing HR manager in today rapidly changing work environment?
In the modern scenario when the work environment is changing rapidly the HR faces several challenges. The HR faces challenges in job design and analysis, planning for workforce, training and development, management of performance, compensations and benefits and regarding legal aspects. The HR faces major challenges in complying with laws and legislative regulations. The changes in the management practices also pose challenge to the HR. The implementation of leadership tactics can be highly challenging for the HR. The training and development of the workforce is not an easy task. It is also challenging for the HR to formulate required strategies for the facilitation of the knowledge and education to the employees. Recruitment and selection process is also highly challenging for the business organizations. The recruitment of the right candidates to match with the requirements of the organizations is very important. Another important challenge for HR is to adapt to innovation. The technology is changing faster and it is highly important that the HR functions also get impacted by the changes in the technology. The HR strategies should implement the innovative elements into the HR strategies and policies. Changes are inevitable in any business organization. The change management is one of the major challenges of the HR. The employees have to be prepared for the changes and that is the fundamental responsibility of the HR managers to play the role of effective change agents and make the implementation of change a successful one. The change management is one of the vital responsibilities and duties of the HR managers. Today the organizational culture is highly impacted by the diversity in the workplace and it is the responsibility of the HR to manage the workplace diversity and to align the management practices with the organizational culture.
The formulation of right strategies for compensation and pay is another important challenge for the HR. The compensations must be structured in the effective ways so as to motivate the employees and to make them contented. Employee motivation and retention is also very crucial for the HR. The performance management is considered to be another major challenge of HR as it is directly related to the employee job satisfaction and retention. The HR has to adopt a bottom-line Oriented Approach to ensure integration between the HR functions and human resources. The control over the quality is also very important (Nayab, 2011). The human resource development is also a broad challenge for HR and it is expected that this is going to be another big challenge in the coming future. The HR has to ensure development of leadership skills for the organizations. The development of employees and leadership in an organization attracts many more talents and the organizations become an attractive place for the huge pool of talent and skill (Sharma, 2014). The role of HR is considered to be highly important for any organization and the contributions of the HR managers can never be over emphasized.
The modern corporate environment has become much challenging and dynamic in nature. With the effects of globalization, the society and the industries are developing by leaps and bounds. This has necessitated all the organizations to continuously change and update their existing strategies to be able to cope up with the environment. The customers of the modern era are extremely knowledgeable and quality-conscious. They only hanker after products and services those offer them with value-for-money. The consumers nowadays have a number of alternatives and substitutes to choose from. Therefore, in order to ensure that the competitive edge is gained and maintained in the industry, the management and the employees have to continuously face different challenges to serve the consumers and their array of demands and preferences. Thus, the HR personnel also have to face a challenging situation to control all the human activities within the organization. The HR is an inter-link between all the departments of an organization. The role of the HR manager is challenging as he has to coordinate and manage the activities of all the HR personnel and ensure that they are discharging their duties and responsibilities ethically. In this dynamic business environment, various projects have to be completed on time and there is immense work pressure on all the employees including those working in the HR department. There might be lots of issues related to employee dissatisfaction that the HR manager has to address and then come out with plausible resolutions. Thus, the task of an HR manager is extremely important from the perspective of an organization and it is challenging enough (Businessballs, 2014).
One of the other issues that might be faced by an HR manager is the resistance to change within the organization. The organization might consist of some of the employees in different departments including the HR department that might not be happy with the change management strategy that the management has to undertake in order to cope up with the changed business needs of the organization. This occurs because many of the employees do not want to get out of their comfort zones and try something new. Hence they are apprehensive of and uncertain about any change strategy that the organization has planned to undertake. They fear that their existing power and position might be lost or they might have to do some other works. Thus, they heavily oppose such change from happening. In such a crucial juncture of time, it is extremely essential for the HR manager to play the leading role. He must deploy prudent and smart strategies of convincing the dissenting employees that the proposed change will be beneficial not only for the business but also for each of the employees. It is a challenging task to convince those disappointed employees but once they can be successfully made to understand the need and effects of change, then they will no longer resist such change from occurring (Gill, 2003).
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AHRI. (2018). RECRUITMENT AND SELECTION. Retrieved from ahri: https://www.ahri.com.au/assist/recruitment-and-selection
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Bagga, T., & Srivastava, S. (2014). SHRM: alignment of HR function with business strategyStrategic commentary From: Strategic HR Review, Volume 13, Issue 4/5. Strategic commentary From: Strategic HR Review, Volume 13, Issue 4/5.
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Businessballs. (2014). Change Management. Retrieved from businessballs: http://www.businessballs.com/changemanagement.htm
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Daly, A. J., Barker, M. C., & McCarthy, P. (N. D.). PREFERENCES IN RECRUITMENT AND SELECTION IN A SAMPLE OF AUSTRALIAN ORGANISATIONS. International Journal of Organisational Behaviour, Volume 9(1), 581-593.
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Gill, R. (2003). Change management — or change leadership? Journal of Change Management; Vol. 3, 4, 307-318.
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Gravett, L. (2013, March 13). Using Competency Mapping to Align Recruiting Efforts with Strategic Objectives . Retrieved from strategichrinc: https://strategichrinc.com/article/competency-mapping-recruiting-efforts-strategic-objectives/
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Johnston, K. (2018). Importance of Effective Recruitment & Selection. Retrieved from chron: http://smallbusiness.chron.com/importance-effective-recruitment-selection-55782.html
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Nayab, N. (2011, June 26). Facing Modern HR Challenges Head-On. Retrieved from brighthub: http://www.brighthub.com/office/human-resources/articles/83254.aspx
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Richardson, M. A. (N. D.). RECRUITMENT STRATEGIES . Retrieved from http://unpan1.un.org/intradoc/groups/public/documents/UN/UNPAN021814.pdf
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Sharma, P. (2014, october 27). 9 Real Challenges Facing HR in the Future. Retrieved from theundercoverrecruite: https://theundercoverrecruiter.com/top-hr-challenges-warn-hiring-managers-attract-recruit-retain-best/
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