Sample Management Essay on Recruiting and Hiring

Recruiting and Hiring

Recruiting and hiring is the process of finding and then employing the best qualified candidate for the particular post that is being vied for in a timely and a less costly manner. The process involves attracting employees to that particular job, screening the interested and qualified candidates, selecting from the group, hiring and then integrating the hired team to the organization (Business Dictionary, n.p).

Recruitment and hiring is a relevant and important area for the management. It helps the management to analyze the present and the future requirements of the organization in terms of personnel.  It facilitates the pool of job candidates and at a lower cost; the process affirms the management that the chosen applicants will not leave the organization after a short while (Aswathappa, 2005).

The manager identifies the hiring need, describes the position and the recruitment plan for the organization. Human resource is responsible for preparing the job description, initiates recruitment and gives information and feedback both to the successful and unsuccessful candidates.

The theories associated with recruitment and hiring process include;

Prospective theory: It aims at informing the existing market about the available posts and make as much qualified people to apply. It ensures that a good image of the organization is kept and is maintained even by the candidates who will not be successful.

Mating theory:  The theory links and brings together those that have jobs and the potential job seekers; it joins the efforts of recruiters with the efforts of the job seekers (Rao, 2012).

The legal procedures requires the process be fair to all candidates, evaluate the candidates against the job requirement only, ensure that candidates have clear understanding of the hiring process and educate them on how they will be evaluated on the job if hired (Simpkins, 2004).

The challenges experienced includes; finding the right and good candidates who has the required skills and competence for a particular position. Lack of enough resources during the recruitment process is another challenge experienced. Such challenges can be overcome by recruiters through training and educating talented workers, they can also engage platforms like social media that will not consume lots of resources.

Performance Management

This is the process whereby managers and employees work together to map, supervise and review the work goal of the employees and their contribution to the organization. Performance management helps to keep the organizations stakeholders on toes so that they can work towards the set goals of the organization. The management ensures that the goals are met at the set deadlines at the expected expense and pushes the departments that are raging behind.

The managers ensure that the annual appraisal process is driven in all the departments of the organization. The managers act on the collected data and analyze if the dreams of the organization is realized. The human resource helps the managers in the skill building, appraisal tools, policy and implementation. They design print and distribute the required forms of performance objectives. The managers and the human resource are the core of ensuring that the mandate of the organization is met and every individual is playing his or her own part well (Michael D., Mary-Anne L. and Neroli S., 2010).

In performance management, there is the goal theory, control theory and social cognitive theory. These theories ensure that the goals connect to the outcome of the performance test. They ensure that the employees are kept in line that is they know what they are doing and what they ought to do. They also boost the morale and the self esteem of the employees so that they can improve in their performance by having a strong self belief (Armstrong, M., & Armstrong, M., 2009). All these helps to create a good and conducive environment, whereby all the stake holders meet, discuss and enact the relevant changes require to be made.

The performance management should be; delivering regular relevant job feedback, setting and communicating clear performance expectations, linking performance and compensation, identify career paths for employees, providing necessary learning opportunities. The managers should be keen on these legalities to ensure best performance.

The challenges faced include lack of integration, lack of leadership support and implementation failure.  They can be overcome by harmonizing individual and the organizations objectives. The top management should be occupied by only the people who are visionary, inspire people and are risk takers.

Employee Relation

Employee relation is concerned with maintaining employer and employee relationship. It helps in preventing and providing solutions in case a problem arises from in the work situation. This process assists managers in how they relate with the employees and the employers. Managers have a good platform to make right judgments and setting the outcomes of a certain act done. The management is able to make free and fair conclusions and solution that may arise between the employer and the employee.

The manager designs, plans and implements a company’s employee’s relations programs and policies. They ensure and maintain good and effective communication within an organization; they also guide and direct the work of others (SalaryforBusiness n.p). The human resource deals with providing independent counceling to employee, solves and follows up issues that arise in the organization and coordinating employee assistance.

Legalities in employee relations include; effective mechanisms at all levels, enlist participation of employees, sexual and racial harassment, discrimination and unjustifiable dismissal.

Theories that are observed in this area includes; Unitary theory. This theory looks at common values interest and the objectives of the organization. All the stakeholders of the organization are viewed as a team hence shared values and goals. The other theory is the Conflict theory. It views an organization as consisting of stakeholders who have different values, interest and goals. Hence the interest of the employee is in constant conflict with those of the management, these conflicts are normal and resolved through compromise and agreement.

There are challenges that are experienced including; Employee retention, harassment, discrimination and flexibility inceptives. These challenges can be overcome through taking approaches that will motivate your employees like giving perks that does not cost you much. There should be dialogue with employees and allow them to arrange their schedule around their commitments. Recognizing the potential for harassment and taking necessary measures to avoid them.

 

Reference

businesDictionary (2014). Recruitment.  Internet resource.

Rao V. (2012). Human Resource Management (3rd ed.). India. Excel Books.

Aswathappa, K. (2005). Human resource and personnel management: Text and cases. New Delhi: Tata McGraw-Hill.

Simpkins, R. A. (2004). The secrets of great sales management: Advanced strategies for maximizing performance. New York: American Management Association.

Michael D., Mary-Anne L. and Neroli S. (2010). Managing Performance Improvement. AU. Pearson Hiegher Education

Armstrong, M., & Armstrong, M. (2009). Armstrong’s handbook of performance management: An evidence-based guide to delivering high performance. London: Kogan Page.

Singh, P. N., & Kumar, N. (2011). Employee relations management. New Delhi: Pearson Education South Asia.

SalaryforBusiness (2014). Employee Relations Manager Skills and Competencies.