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Question
| Read through the notes and show understanding of concepts, show and use the concepts that from the notes, Provide actual realistic examples for each concepts for each concept provide a real like example, create a real life problem and use one of the concepts to provide a solution provide a title for each concept |
| Dear writer, If 3 pages are not enough to do everything then that’s fine, you don’t need to cover all the concepts. So you can use points in a more general format, the essay is more of an explanation. So if the example that covers several concepts simultaneously that’s great. But please provide a problem and use one of these concepts to provide a solution. Thank you in advance |
Answer
Human Resources Management: Recruitment
As industries and economies continue to change and develop into new dynamic units, the labor and employment sectors have also simultaneously shifted in accordance with these adjustments. Human resource functions have been widely modified to accommodate new trends in recruiting and employee management. Some of the core concepts of recruitment and labor include diversity, recruitment methods, and advertisements for employment opportunities.
Diversity at the workplace has become acommon area of concentration for most employers, organizations, labor unions and constitutions. It entails the incorporation of different age groups, religions, cultures, gender and ethnicities. In Western countries, the older generation holds more capacity and power in the labor market. In comparison, Asian and African regions have extremely high numbers of youth in their populations, resulting in high rates of unemployment. This growing need continues to sustain the need for expatriate employment especially in Arab countries that mostly lacks highly skilled laborers to match market demand. While this may provide employment for a group of people, the present challenge lies in ensuring equal inclusion of different groups. Through human resource departments, employers have to design new campaigns that specifically target marginalized groups and provide suitable conditions in these organizations.
Effective recruitment is at the center of efficient HRM. First, it is important to understand the complexities of recruitment and align them with the initial objectives of the organization. In most cases, a centralized recruiting technique allows the company to source employees through a uniform and integrates method that represents the organization and its structures. Furthermore, the strategies can be implemented evenly using a company-wide approach. After a suitable recruitment method has been fully rolled out, it must then be monitored and followed by measuring techniques that can quantify the performance of these methods. For example, the Al-Futtaim in Dubai has developed a technology-based process that aims to attract international applicants who are carefully matched to different positions. To improve the quality of recruitment, this technology has emphasized the process of role organization and development to ensure that potential employees are well matched and that the organization obtains specific skills that are required.
The two main methods of sourcing labor are internal and external approaches. Internal sourcing of employees is cost-efficient and, in many cases, saves time. If an organization is highly cultured, then its employees are equally cultured and accepting of the organizations’ principles and expectations. Sourcing internal employees saves time and resources in attempting to train new employees of thee subjects. In addition, the transition may be easier and more productive based on the structure of the organization. Even so, those who do not qualify may be unsatisfied and may produce negative results. Overall, this negativity may affect the employee relations, and, by extension, organizational productivity. To stem this problem, an organization can find internal candidates or rehire previous employees. Succession planning also holds great importance in most organizations that are focused on continuity and preservation of management culture. This process arises from a projected need for managers or senior leaders based on the long-term goals of the company as well as its expansion prospects. The current management team should also evaluated to ensure that acceleration programs are well matched with the current and future needs. Succession planning software may offer a sophisticated procedure of auditing succession plans and ensuringthat fairness and equality are maintained throughout this process. For instance, the HRIS software is being extensively used in the Arab world to develop a community within organizations that facilitates effective succession based on qualification and ability.
Meanwhile, outside or external sourcing methods are also gaining popularity in the wake of globalization, labor or market trends that continually enhance the need for diversity in skills. Recruitment via the Internet has perhaps been the fastest method to develop in the last ten years. It is cost-efficient and provides a wider pool of professionals. Even so, this pool may prove to be a major limitation in sieving through huge numbers to find well sled and qualified people. Employment advertisement is equally used in different media pathways. Copywriting has become an important part of recruitment advertising as it ensures that these advertisements target the specific group that the company hopes to attract.
Employment agencies are also being used in the search for more specific and targeted employment opportunities. Whether private or temporary agencies, market conditions influence the cost of these procedures and the subsequent success of these matches. Offshore outsourcing is perhaps one of the fastest growing adjustments in employment. The biggest issues surrounding outsourcing especially in large numbers is the security concerns and legal considerations. In countries undergoing military and political wars, the immediate security of these individuals is places at risk. Growing terrorism also makes it difficult for countries taking large numbers of international employees due to the immigration considerations related to terrorism. Local protests may also arise if the local people remain mostly unemployed while opportunities are given to other people. Finally, cultural misunderstanding and ambiguity at the workplace is common challenge. Headhunting which has been a recruiting method for many years has also evolved into a highly sophisticated procedure guided by its own setoff guidelines.
Lastly, current labor laws and cultures are beginning to yield benefits for organizations, whereby more value is being put into human skills and labor even with the incorporation of technology. Whether the selected recruitment method involves internal or external sourcing, organizations have to tailor their processes to suit their objectives, serve labor ethics, promote effectiveness, ensure equality, and support growth for both employers and employees.
