What Are The Contemporary Issues In Human Resource Management?

-


Figure 01

Today Human Resource Management (HRM) is adopted by most of the companies because of it returns back many benefits. But at the same time, plenty of issues remain with Managers of human resource department while performing their duties.
This article address most of those issues related to human resource management and its role within organisations. These issues involve in workforce planning, learning and development, performance management, and work flexibility.


How Recruiting An Issue To HRM?

Figure 02
People need jobs and organisations need people. It should be a win-win situation for both parties, but that’s not always the outcome. The world of recruiting is changing and the biggest recruiting challenges affect every business. The HR team need to overcome these issues using a strategic plan.
When it comes to recruiting, the final goal is to find the right person for the right job. Ideally they are a perfect match of the job description, are a fantastic fit with the organisation and the team, and they have both the experience and talent to do the job. Unfortunately, people like this are hard to find and the biggest recruiting issue is this.
As per Dessler (2013) to overcome above issue the HR Manager should recognise that filling a relative handful of positions might require recruiting dozens or hundreds of candidates. The employers therefore use a staffing or recruiting yield pyramid as shown below,

Figure 03


Given these ratios, the firm knows it must generate about 1,200 leads to be able to invite 200 viable candidates to its offices for interviews. The firm will then interview about 150 of those invited, and from these it will make 100 offers & finally 50 employees accept the offer & join with the organisation.
Described by Armstrong (2012) people resourcing is concerned with ensuring that the organisation obtains and retains the human capital it needs and employs them productively. It is also about those aspects of employment practice that are concerned with welcoming people to the organisation and, if there is no alternative, releasing them became a part of the HRM process too.
On such situations the Manager of human resource have to start recruitment process from very beginning & it is never ending task to him & his team.



References:
Armstrong, M (2012) Armstrong's handbook of human resource management practice, 12th Edition, Kogan Page, London
Dessler, G (2013) Human resource management, 13th Edition, Pearson


Figure List:
Figure 01 : http://thinketc.com/issues-with-human-resource-management-and-its-role-within-organisations/ access on 2018-05-17 at 9:21PM
Figure 02 : http://acsv.com.vn/Recruitment/RecruitLists access on 2018-05-17 at 9:57PM
Figure 03 : Dessler, G (2013) Human resource management, 13th Edition, Pearson, p-145



Comments

  1. UnknownJune 22, 2018 at 1:22 AM

    Please call me urgent and important 0702512512

    ReplyDelete
  2. Indika GuanthilakaJune 22, 2018 at 4:22 AM

    Dear Dr. Thanks for your all guidance & I will correct them & let you know soon.

    ReplyDelete
  3. Indika GuanthilakaJune 25, 2018 at 6:41 PM

    Dear Dr. Jaldeen, I have done the corrections as per your guidance. Can you please review this now.

    ReplyDelete
  4. Thameera galkaduwaJuly 5, 2018 at 7:10 PM

    Youhave done a good research. Keep it up

    ReplyDelete
  5. UnknownJuly 10, 2018 at 9:47 AM

    Well explained article, good job.

    ReplyDelete

Post a Comment

Popular posts from this blog

Talent Management Inclusive Vs Exclusive

-
Image
Why Talent Management An Issue? The talent management approach within a business seeks to develop, acquire, and retain talented and highly potential employees. The forward looking, improvement expecting organisations must develop an integrated approach to talent management to best harness talent.  Retaining talented employees is one of the critical issues facing organisations today and the biggest challenge faced by organisations in modern economy (Lathitha, 2012). Many surveys illustrate that HR leaders and business executive rate talent management as their top people issue, believing it has a very high impact on business performance (Reilly, 2012).  In today’s highly complex business environment organisations are focusing hard to survive and to gain competitive edge, talent management has the enormous potential of retaining and developing the most valuable assets of an organisation to gain key competitive advantage.  One good example of mismanage talent is th...
Read more

Workforce Diversity

-
Image
What is Diversity? Diversity is generally defined as acknowledging, understanding, accepting, valuing & celebrating differences among people with respect to age, class, and ethnicity, and gender, physical & mental ability. Over the past decade the work force in industrialized countries has become increasingly heterogeneous. These countries are spending huge amount for diversifying the workforce. Thus, diversity is increasingly recognized & utilized as an important organizational resource in regards to whether the goal is to be an employer of choice to provide an excellent customer service or to maintain a competitive edge. According to Dahm (2003), diversity within an organization can evoke an array of emotions. Many researchers view diversity as something to be dealt with rather than a tool to be used to improve the organizations. Researches on the effects of within teams & small groups indicate that diversity can have both positive and negative effects. Dom...
Read more

Impact on Employee Relation to the Business

-
Image
What is Employee Relation? ‘Employee relations’ is a term that has become widely used only in recent passed ,prior to this it is the term ‘industrial relations’ in common use.  There are debates for the meaning of two terms employee relation and industrial relations. Some people argue that there are identifiable differences between them while others are argue that the concepts and phenomena explained are to all intents and purposes interchangeable. Blyton and Turnbull (1994) discuss this in explaining why they have chosen to use the term ‘employee’ as opposed to ‘industrial’. They begin by arguing that they see no hard and fast distinction between the two, the difference being in the tendency of each to focus the subject inside different boundaries, but in reviewing various contributions to the debate they do state some of the more common views. Gennard and Judge (2002) mentioning Employee relations is a study of the rules, regulations and agreements by which employ...
Read more