Question 1
During HR management, there are systematic approaches, which are observed. When considering this actuality, there are three cycles, which are prominent during HRM and influence directly or indirectly the management systems in HR. The cycles are essential since they ensure that the HR managers are effective in their duties translating them into positive results for their employers. One of the cycles in HRM is planning. This means that there should be preparation to ensure that the mandate of the HR department complements the goals of an organization. This will involve the formulation of strategies, which consider the long term, and immediate goals of the company. The second cycle involves acquisition. Acquisition refers to the mandate of the HR in identifying an organization’s staffing needs. This will enable the HR select the appropriate staff in accordance to the identified human resources needs. The identified staff will then be recruited through interviews and absorbed into the company’s human resource. Development is also another aspect of the mandate of the human resource. This involves training of the staff in order to augment their skills. This will benefit the organization in the long term since they will compete effectively in the market.
Question 2
In order to comprehend the significance of HRM, it is crucial to explore the meaning of the practice. The term HRM is used to depict the process of managing the human resource. The mandate in this practice involves attraction, choosing, training, appraisal and rewarding of the human resource. It is also the mandate of the HRM to ensure that the organization or company is compliant with legal regulations concerning human resource. HRM has evolved over time. In the contemporary scenario, HRM is now entrenched into the operations of a company. The strategies of a company either long-term or immediate are linked to the human resource. This correlation may appear to be inconceivable; however, the management process is related to the mandate of the HRM. This correlation is evident in the mandate of the HRM in attracting and maintaining staff. The human resource is essential for companies since it provides the required expertise and input required during its operations. Therefore, HRM ensures that the management identifies and recruits staff, which is best placed to facilitate the realization of the company goals. This means that it is essential for an organization to have an effective HR department to ensure effectiveness and optimum results. An example of a HR technique, which is essential for managers and supervisors, is the appraisal of employees. There are benchmarks in companies, which are used to determine the success of the staff. HR appraisal techniques are used to determine the output of the human resource in order to determine if it is positive for the company.
Question 3
The public and private sectors characterize the job market. These sectors differ in numerous perspectives, and this is influenced by the ownership and objectives of the stakeholders in the aforementioned sectors. Some of the fundamental differences, which are evident in the sectors, include the following. Firstly, the government owns the public sector. This involves the numerous branches and levels of government, which are existent. The private sector, on the other hand, is owned by organizations or entities, which are privately owned. Another fundamental dissimilarity between the two bodies is that the private sector has the objective to obtain profits during the operations of companies. This is with the exception of nonprofit organizations, which are also part of this category. When considering the mandate of the public sector, their objective is service oriented. The ownership and objectives of these sectors is instrumental in influencing the HR strategy. Some of the effects that are experienced due to the differences between the two sectors include the following. During the hiring process, the public sector employs a more open process of recruitment. This means that the process is fairer as compared to the private sector, since the recruitment is merit based. In the public sector, the recruitment process is not open to the public; hence, it does not ensure hiring on merit. In the private sector, the human resource employed has to complement the objectives and goals of the company. This means that the recruited staff has to be able to satisfy the requirements of the HR departments concerning their strategies and approaches. This means that an individual can be dismissed when there is failure in meeting the benchmarks provided by the HR. In the public sector, there is more flexibility in that the HR department is dedicated to developing and maintaining the staff in the long term. In the public sector, the staff can be only dismissed when there is a cause. This is not the same for their private counterparts whereby the employees can be dismissed at will. Despite the differences in the HR strategies of the two entities, the primary objects are similar, and this is to recruit, nurture and retain talent in the job market.
Question 4
The hiring process is a mandate of the HR department. This process enables a company to identify staff that complements their needs effectively. However, there are numerous challenges, which are encountered during the hiring process. Some of these paradoxes involve the following. The interview process is not proficient in measuring the skills, which a candidate encompasses. The questions that characterize the interview process are scripted and may be irrelevant in some instances. Another issue, which is encountered during the interview process, is that historical information and background is used to determine an individuals future performance. This approach is oblivious of the dynamics involved in the job market. Since the questions in interviews are scripted, the interviewees are also providing scripted answers during an interview. This means that the interviewees will be inclined to give the answers that the interviewing panel wants to hear. This compromises the interview process since the pre-identified goals of the process are not achieved. During the interview, an individual may be also rejected based on several prejudices. It is human to judge individuals based on the first impression. This makes the process unfair to other individuals since they might be rejected due to their appearance, as opposed to their skills and proficiency in the workplace. This paradox means that the interview process has the weakness of losing talented staff due to prejudices based on race, social class and religion among other social inclinations. It is essential for these paradoxes to be addressed in order to ensure that the interview process is an effective tool for the recruitment process.
Question 5
Training is an essential aspect of the HR department’s mandate. Despite the advantages of training, there are reservations due to the costs involved in the practice. Companies are reluctant to invest in this endeavor citing that the staff will leave for better positions in other companies or that the trainings might not translate to visible results in the organization. Despite these concerns, it is detrimental and retrogressive to undermine the significance of training the human resource of a company. The human resource (the skills and knowledge of the workforce) has a significant influence on the progress of a company. However, the job market is dynamic. This means that the company needs to keep on evolving in time. If the workforce does not evolve with these changes, then they will be ineffective in the mandate of the organization. Some of the changes that can be experienced in an organization may include technological developments and procedural adjustments among others. The workforce should have knowledge of these changes in order to facilitate their adoption in a company. Training is the best approach to ensure that the staff is well-versed with the changes influencing the job market. Therefore, for a company to retain a competitive position, it is imperative that they train the staff to be proficient with the development. This will translate in positive results for the organization and correspondingly facilitates the realization of the organizational goals. Therefore, that argument of the division manager concerning training is not feasible and is detrimental for the progress of the company.
Question 6
Communication is essential in the mandate of the HR. This is since the HR provides a link between the employees and the management. In the communication process, feedback is an essential tool in the mandate of the HR. Some kinds of the feedback, which are received by HR mangers, include the following. During interviews, the HR manager makes a decision based on the feedback of the candidates. The responses of the candidates will determine the character and preparedness for the offered vacancy. The HR also uses the responses of the workers to determine their working conditions. When considering the role of the HR in creating a performance oriented environment, communication of the organizational goals is essential. Honest feedback from the HR and other departments is essential to ensure that these goals are realized. This is due to the reality that feedback will facilitate the creation of benchmarks for performance appraisal. The HR also has to engage feedback from the clientele in order to determine the state of customer satisfaction and relations. This is essential since the mandate of the HR has evolved over time, and the customer is an integral part of HRM. Feedback from this group will ensure that the HR develops strategies, which are consumer oriented and hence facilitate customer satisfaction. With these considerations, it is essential that HRM make feedback an essential part of its operations. This will ensure that there is an effective communication within organizations and other stakeholders, which consequently enhances the operations of the company or organization.
Question 7
Reclassification involves the designation of an existing vacancy to a different class because of alteration of permanent and substantive duties. Therefore, concerning the case of the employee in question I will justify her reclassification by completing a description, which involves the purpose of the job and its duties. It is my duty as a manager to ensure that all employees who work for my firm feel satisfied and fulfilled in their duties. Therefore, since the employee was considering leaving the company and being among the best staff we got I will ensure that she is maintained in the company. Therefore, this change of duty will be on the higher level and will substantially justify a higher pay through reclassification. I will ensure that I justify the reclassification through the structure that given responsibilities require equal pay. This will ensure that I prove that the job, which the employee is currently undertaking, is much greater as compared to the present job description. Therefore, the advantage of a reclassification is that the employee and her job description will be reviewed to make certain that emphasis is made on the technical specialization, the security requirement for her work to similar phases as those professionals in the similar field. However, reclassification can have dire consequences for the company. For instance, since I am concerned with one employee, I am aware that a reclassification can cause an overhaul in the whole company. This is because I realize that a change in one position can easily result in the alteration of other positions in the company. It will prove to be a difficult task as requesting other organizational departments to make available information concerning similar ranks in their departments. This will result in the HR department reviewing and updating the existing positions. It can be sometimes tedious, inconveniencing, and tasking to the company. Therefore, there are challenges when the HR attempts to maintain staff through attractive rewarding schemes.
