HUMAN RESOURCES MANAGEMENT

1. What are the stages of recruitment in an organisation?

STAGES OF RECRUITMENT
Stage 1: Understanding and analysing the requirements
The first recruitment stage of the recruitment is to gather the requirements from the hiring manager and conduct an
examination (e.g., gap analysis) to identify what's the best way to meet their job position-related expectations and
needs. 
It is essential to get this step of the recruitment process right because it will determine the rest of your recruitment
process. Be well-prepared and define what it is that the next hire should fulfil and what type of person is the best for
that role. If you want to ensure you are on the right path, consider what kind of experience, qualifications, and
education should that employee have. Thus, think about whether they should be flexible and open to remote work,
how much will they receive as compensation, and what will they get by working in your company.
The main focusable points are:
 Size of organization
 Salary range and structure
 Company culture and work environment of the organization
 Growth percentage of the company
 Number of requirements
 Skills, qualification and experience#
 The current state of employment

Stage 2: Preparing the job analysis which includes job description and job specification
Job analysis is therefore the total process by which you derive, first, a job description, leading to second, a person
specification. Information about a specific job is obtained through observation, questioning, using tests, critical
incident analysis and so on. This information is typically assembled to gain a full understanding of the critical
component of the job and the context of the job. The entire human resource management function rests on effective
job analysis.
Job analysis includes;
i. Job description
a. Major duties and responsibilities
b. Reporting relationships
c. Working conditions
d. Supervisory responsibilities
e. Job title, purpose of post
ii. Personal specification
a. Age and sex
b. Qualifications
c. Experience
d. Skills
e. Abilities
f. Personality

A job description tells you about the total requirements of the job. It tells you precisely what a job is, its purpose, the
duties, activities and responsibilities attached to it, and its position within the formal structure of an organisation.
A person specification is an extension of the job description. It not only tells you about the job, but also provides a
blueprint of the 'ideal' person to do the job. Typically, it details the personal attributes and qualities associated with
successful performance of the job, for example;

Stage 3: Sourcing
After identifying the vacancy and choosing which strategy works best for finding the most qualified candidates, the
recruiter can advertise the job. Typically, there are two main ways in which a hiring manager or recruiter can do this:

a. Internal recruitment
Internal recruitment involves advertising the job via the company's internal communication channels, such as monthly
company newsletters. Employers may choose to prioritise their existing employees because they're familiar with the
company's culture and may require less time during the onboarding stage. It's also a way to appreciate employees and
give them a chance to advance within the organisation and get promoted.

b. External recruitment
Recruiters can also actively look for suitable candidates and reach out to them via social media or post job ads on
platforms like Indeed. They can also advertise jobs in local and national press, job centres or let external recruitment
agencies know about the vacancy. This allows the recruiter to reach potential employees outside the organisation.
These external candidates may bring a new dynamic to the team.

Stage 4: Application screening

One of the most time-consuming and demanding stages, screening stands for going through and evaluating all the job
applications. While it's challenging, this step is also critical to identifying the best talent, and you need to analyse each
resume and cover letter carefully, paying attention to the detail. As you seek a resume that points to a candidate who
would be a perfect fit for the job role, you can also conduct a brief phone interview to weed out incompatible job
applicants. That's also a great way to get more insights into who are the persons behind the resumes.

Stage 5: Selection and Shortlisting

Another critical stage of the recruitment process, the selection includes conducting thorough interviews with the best
talents who passed the screening phase. The ultimate objective of recruitment should be to produce a shortlist of
candidates who are worth selecting. A good recruitment drive should provide you a degree of choice, to enable you
match the information on the application forms against the person-specification. You would need to sort out the
applications into three categories of 'Probable', 'Possible' and 'Unsuitable'. Shortlists can then be made up from the
first two categories, while the unsuitable applicants are politely declined. It is vital that you promptly and courteously
notify unsuitable candidates. A sloppy attention to this aspect of the process does nothing to enhance the reputation of
the organisation in general. After shortlisting of candidates, selection

Stage 6: Hiring
Hiring is another stage of the recruitment process. As you finalize the selection phase, you will probably already have
an idea of who is the ideal employee. The final decision comes after going again through all the insights and data. It's
recommendable to talk about the decision with other team members and departments.  Once you have the decision, it's
time to invite the candidate and give an official job offer. 
Include all the terms of hiring, including the salary, schedule, working hours, and potential deal-breakers. Be aware
that you might have to negotiate these terms, which is why you need to determine beforehand what is non-negotiable.

Stage 7: Onboarding
Upon the candidate accepting your offer, you will want to start familiarizing him or her with your organization.
This may include everything from a formal orientation and mandatory training programs to an organized lunch with
the new hire and their colleagues. Don’t slack on this stage, as it is extremely important to the future success of your
new hire.

2. The study and management of human resources in organization seems controversial to achieving
organizational goals. Attempt a lucid discussion on the above assertion.

Human Resources Management plays an important strategic role in shaping organizational culture and core values in
accordance with organizational goals. Basic HRM activities include but not limited to recruitment and selection, talent
management reward management, performance management, leadership, employee relationship management and
training & development. Effective HR system mainly needs to understand, align and deliver the business they support
in every aspect including operations, functions, competition and environment. The real strength of HR department lies
in fact that it improves overall organizational resilience through leadership, flexibility, learning and continuous
improvement.

HR is also responsible for developing and implementing HR best practices, systems, tactics and procedures across the
organization that aligns with the overall business strategy and goals to passionate employee goals. HR helps in
bridging management and employee relations by addressing demands, grievances and other issues. The effective
management of interpersonal relationships at all levels of the company improves not only employee performance,
motivation and engagement but also contribute in development of employee branding and employer branding which
ultimately helps in attracting and retaining potential pool of employees. Hence, talented workforce directly impacts on
business profits and growth through innovative management of human capital.

HRM is substantially potential segment of organization that can be used as strategic tool for gaining competitive
advantage. But unfortunately most of our public and private sector companies neglect its due importance and its
potential role in driving business profitability. They just consider HRM as cost center for their Companies. On the
other hand, Companies that understands the true value of HRM, are utilizing its best practices and strategies to cope
with dynamic business environment needs and grasping untapped opportunities in the market. A proper HR system
can yield its utmost benefits to the organization only if it’s given proper authority and decision making power, which
facilitates to translate its knowledge into actions that helps to gain competitive advantage.

3. What are the management skills of human resource manager is expected to possess?
a. Human Resource Proficiencies – these represent traditional knowledge and skills in such areas as employee
selection, training and compensation.
b. Business Proficiencies – these reflect HR professional ‘s strategic role which involves assisting the top
management team in strategic planning, marketing, production and finance. The HR manager should be able
to explain human resource activities in financially measurable terms.
c. Leadership Proficiencies – Human Resource managers need the ability to work with and lead management
groups and to drive the changes required such as implementing new world –lass employee screening and
training systems.
d. Learning Proficiencies – the HR manager needs learning skills to keep abreast with the new technologies are
being continually introduced so as to be able to apply these technology and practices affecting the profession

4. Reward can be taken to be compensation received for the contribution of individual towards firm efforts in its
goals achievements. Explain.
Compensation can be defined as the payment an employee receives for the services he/she renders. According to A. G.
Cole (1997) the fourth purpose is that compensation is to reward employees for effort, loyalty, experience and
achievement Then with all these, compensation can be defined as: The money being salaries and wages, which an
employer pays an employee for the services rendered, and which is meant to keep him rendering such services for an
extended period of time

In agreeing to work for an organisation, an individual is agreeing to exchange effort for reward. The various rewards
that people get from work can be divided into two parts: intrinsic and extrinsic. Intrinsic rewards arise directly from
doing the job itself. Extrinsic rewards are provided by somebody else. These include: social rewards, such as praise
and
recognition, and material rewards, (such as pay).

5. What are the various contributions of human resources to organizational effectiveness?

Human resource operations contribute significantly to the success of an organisation. HRM can be defined as the
effective management of people in an organisation. HR management helps bridge the gap between employees’
performance and the organisation’s strategic objectives. Moreover, an efficient HR management team can give firms
an edge over their competition.
Role of HR managers
 Recruitment: One of the major responsibilities of a HR manager is to recruit personnel. The success of an
organisation largely depends on the workforce employed, so it is essential that the right people are hired for
the right role.
 Learning and development: Learning is a continuous process and essential to enhance employees’
productivity. HR managers are responsible for the orientation and induction of new employees, as well as the
professional development of existing employees. They are responsible for strategizing development
programmes. Furthermore, they must have the ability to identify and analyse the areas that employees need
training for.
 Building employee relations: Effective employee relations go a long way in boosting productivity and
contributes significantly to an organisation’s success. Employee relations strategies are implemented to ensure
that an organisation caters to the overall well-being of employees.
 Compensation and benefits: A major component of a HR manager’s job role is handling compensation and
benefits. They are responsible for devising compensation strategies, performance management systems and
compensation structures, as well as negotiating pay and benefit packages with potential employees.

Importance of HR managers in organisations

 Strategy management: This is an important aspect of any organisation and plays a vital role in human
resource management. HR managers manage strategies to ensure the organisation reaches its business goals,
as well as contributing significantly to the corporate decision-making process, which includes assessments for
current employees and predictions for future ones based on business demands.
 Benefits analysis: HR managers work towards reducing costs, such as with recruitment and retention. HR
professionals are trained to conduct efficient negotiations with potential and existing employees, as well as
 being well-versed with employee benefits that are likely to attract quality candidates and retaining the existing
workforce.
 Training and development: Since HR managers contribute significantly to training and development
programmes, they also play a pivotal role in strengthening employer-employee relationships. This contributes
to the growth of employees within the company, hence enhancing employee satisfaction and productivity.
 Interactivity within employees: HR managers are responsible for conducting activities, events and
celebrations in the organisation which gives way to team building opportunities. Moreover, it enhances
interactivity within employees and instils a sense of trust and respect among peers.
 Conflict management: The department to go to when any kind of professional conflict arises between
employees is HR. They ensure that issues and conflicts are resolved effectively, approaching the problem with
an unbiased attitude and encouraging effective communication to reach a solution. In addition, they help
employees understand various ways of developing effective work relationships and the importance of not
letting personal judgement affect their behaviour.
 Establishing a healthy work culture: A healthy work culture is pivotal in bringing out the best in
employees. HR managers contribute significantly in setting up a healthy and friendly work culture, which
further translates into better productivity among employees.
 Compliance: HR professionals work towards making the organisation compliant with employment laws, as
well as maintaining records of hiring processes and applicants’ log.

6. Job satisfaction is closely related to productivity. Employees enjoy job that are challenging and intrinsically
rewarding. Explain.

Job satisfaction is the degree to which an individual feel either positively or negatively about his job. Job satisfaction
is the level at which individuals feel positive or negative about a job. Job satisfaction is an attitude that reflects a
person's evaluation of his work or work experience at a certain point in time. Productivity is a measure of how much
the individual value of employees adds the goods or services that the organization produces. Productivity is a
performance measure of both efficiency and effectiveness. Work productivity is a measure of performance, both in
terms of efficiency and effectiveness. Work productivity is the quality of performance that can measure how well the
organization's goals are achieved.

The factors that affect job satisfaction consist of five things, namely: the job itself (the job provides interesting tasks,
opportunities for learning and opportunities to accept responsibility); wages (the number of salary payments received
on time, for example: always in the first week); promotion opportunities (opportunities available in organizations to
develop); supervision (the ability to supervise to provide or provide technical assistance and work support); co-
workers (level of friendship, competence, and support of fellow workers).

If a job is challenging but intrinsically rewarding, it motivates the employees to want to do more which on the long
run afters their productivity.

A motivated workforce can be a significant factor in organizational success. When employees are motivated to work
at higher levels of productivity, the organization as a whole run more efficiently and is more effective at reaching its
goals. This is in contrast to an unmotivated workforce, who can negatively disrupt an organization and distract
employees from their work. For this reason, it is imperative that managers understand the power of reward systems
and how they are used to influence employee behaviour.

Rewards are positive outcomes that are earned as a result of an employee's performance. These rewards are aligned
with organizational goals. When an employee helps an organization in the achievement of one of its goals, a reward
often follows. There are two general types of rewards that motivate people: intrinsic and extrinsic.

Intrinsic motivation is internal to the person in that it is something that you have to offer yourself and is driven by
personal interest or enjoyment in the work itself. Because intrinsic motivation exists within the individual, achieving it
does not depend on others. Some people believe that the most powerful rewards come from inside a person.
Think of that sense of accomplishment you feel once you have overcome a significant challenge or completed an
assignment or work project that required a good deal of effort. Intrinsic motivation provides that personal pat on the
back or natural high that reflects a person's ability, competency, growth, knowledge and self-control over their
endeavours. Employees who are intrinsically motivated tend to work at higher levels of productivity and strive to
develop professionally. Intrinsic rewards include things such as: personal achievement, professional growth, sense of
pleasure and accomplishment.