Human resource management is one of the important parts of an organization.

It deals with
acquiring, training, appraising, and compensating employees as well as it takes care of their
labor relations, health and safety, and fairness concerns. The human resource management
process includes acquisition of an employee, training them, giving them appraisal,
compensation, taking caring of their labor relations, health and safety, fairness etc.
Human resource management is related to the management process in many ways.
There are more similarities than differences between management and HRM. HR
management is a continuing process of evolution and growth, in which more and more fields
of expertise are developed and integrated. The HRM procedures and techniques strongly
resemble management process, with the addition of the strategic context of HRM which
makes it more focused, related, and consequently more effective.
The management process involves planning, organizing, staffing, leading and controlling.
One of the major parts of management process is staffing which involves hiring people,
recruiting desired employees, training them, developing the employees, giving them proper
compensation, counselling them and evaluate staff’s performance.
The human resource management process mainly focuses on this part along with a detailed
process.
In human resource management, acquiring the desired employees, training them according to
the company’s need and per their job role, giving them appraisal and deserved compensation,
maintaining their labor relations, looking after their health and safety and managing all these
with fairness is required. This whole process is a part of management process. Hence, they
are related.
Job description is an essential part of job analysis. It includes the duties and responsibilities,
working conditions and other important aspects of a job. From my point of view, a company
can never really do well without a detailed job description. A job description involves:
 Job identification: This basically the tile of the job which gives a broader idea of the
job itself.
 The Job summary gives an overall idea on the nature of the job and the major
activities.
 Another part of job description involves the company’s location.
 The major mart of job description is roles and responsibilities: This is the heart of the
job description. It presents a list of the job’s significant responsibilities and duties.
Here, the tasks that the worker has to do might be listed in order of importance and
usually, the frequency and time required for each task is mentioned as well. In the
other parts, supervisory duties are listed. Under this is given the no. of persons to be
supervised along with their job titles, and the extent of supervision involved - general,
intermediate or close supervision
 Working condition: The physical environment of the job is described in terms of heat,
light, noise level, dust and fumes, etc. Time, day, night, overtime, and peak loads;
nature of risk (hazards) and their possibility of occurrence are also given. Moreover,
the names of major machines, equipment, and materials used in the job are also
described.
With such detailed information, if a company does not have a job description, it will hamper
in hiring the appropriate employee and the expectations from management side will also not
be clear. Job descriptions needs to be thorough and accurate when first crafted, it is vital that
they are kept up to date, as employees’ job functions may evolve. Inaccurate or outdated job
descriptions can even negatively affect recruiting and productivity, are a detriment to the
employer-employee relationship and can also pose serious legal risks for the company.
Without one detailed job description, the recruiter cannot hope to find a candidate that will
match the manager’s expectations for the position. On the applicant side, prospective
employees need specific job descriptions to decide if the position is a good fit for their
qualifications and their desired career. Well-written, accurate job descriptions will ensure that
the most relevant, qualified candidates apply for the job.
Moreover, having a comprehensive job description creates a concrete set of expectations for
the employer to communicate to the employee. The employee is aware of his or her
responsibilities as outlined in the job description, so there is less confusion about job
expectations. It can also serve as an evaluation tool for employers to measure job
performance based on pre-defined job duties.
For all these above reasons, I believe a company should have a detailed job description to do
really well.
Internal source of candidates means the candidates who are already working in the
organization. The main internal source of candidate is the organization itself. It refers to the
term ‘hiring within’. Which means hiring candidates of an organization for a role which has
new opening.
There are many positive and negative factors related to hiring candidates from inside the
organization, which are described below:
Pros:
a. Foreknowledge of candidates’ strengths and weaknesses: Whenever organizations
are hiring an internal candidate, they already have an idea of the candidate’s strengths
and weaknesses. This gives them an edge while choosing the right person for the role.
b. More accurate view of candidate’s skills: While hiring an outside candidate,
organizations have to rely on candidate’s words or few assessments to measure a
candidate’s skill. Within such short span of time, having a clear idea of that is quite
difficult. On the other hand, hiring manager can have an accurate view of candidate’s
skills not only by knowing it himself, but also asking their old supervisors.
c. Candidates have a stronger commitment to the company: When candidate’s apply
for internal roles, it gives the idea that they have stronger commitment to the
company. Which is why they do not want to switch the company and applying to the
same company for a different role.
d. Increases employee morale: When candidates are sourced internally, it increases
their morale by having an idea of promotion and rewards.
e. Less training and orientation required: When candidates are hired from within,
they already have a clear idea of the organization. They might only need a few
directions about the new role, but a full orientation or training is not required in such
cases.
Cons:
With all these above advantages, there are few disadvantages as well from hiring within.
a. Failed applicants become discontented: When internal candidates are not selected,
they can become discontented. Even explaining them, why they did not get selected
can backfire.
b. Time wasted interviewing inside candidates who will not be considered:
Sometimes a hiring manager already knows that the internal candidate is not
appropriate for the role, or they already know who they will hire. Still they need to
take their interviews as a courtesy which wastes a lot of time.
c. Inbreeding strengthens tendency to maintain the status quo: This is another
downside of hiring from within. It sometimes leads managers to maintain the status
quo.
Finding job candidates through internet side is a major practice by hiring managers. It gives
them a broader number of candidates, along side it is very cost effective. However, while
finding job candidates through internet sites, employers need to keep few things in mind,
which are described below.
a. Not reaching all type of candidates: Not all types of candidates are found in internet
sites. If the recruiter only focuses on finding candidates in internet, it can happen that
they will miss a huge chunk of applicants who do not apply through internet. This
category mainly includes, older generation and minority workers. Also, the people
who do not have constant access to internet.
b. Unqualified applicants can overload the system: As internet sites have no
restrictions, applicants who are unqualified, or not a fit for the job, can apply which
can lead to loosen the potential candidate in the mess.
c. Information distortion: Candidates can give distorted information, which might be
not updated or may be inaccurate. This can give recruiters a false idea on the
applicant.
d. Uninterested applicants: Often candidates apply for jobs online without having
intention of attending the interview or even joining. This might waste recruiters time
as well.
e. Personalized resumes: Many candidates personalize their resumes per the job
details. This basically gives a diluted idea to the hiring managers when they find
candidates from internet.
While finding the candidates on internet, employers should keep the above things in
mind.