KT_DISRESP_WK6

Discussion 1 :

The main functions of Human Resource Management are to plan and conduct the recruitment of new employees, induct the new employees into the new working environment, manage the working environment, and also maintain all the staff relations. Employing the right person for the job, and creating a conducive working environment increases the capacity for individual performance at the workplace (Alfes et al., 2008). Modern human resource management however incorporates the development of the employees. Staff development entails training the company staff intending to ascertain they retain their competitive edge in the market. This, therefore, impacts on the performance of the individual at the workplace. Training ensures the skills of the employee remain relevant through on-the-job learning of the employee while development requires that the employee keep growing academically and career-wise.

            The human resource department is tasked with building developing core values that all employees are supposed to align themselves with. Employees are considered branding for a company; which points to the fact that the HRM should train the employees on how to be brands of their companies (Dhiman & Arora, 2020). I once worked on the front desk of a company; and being on the inquiries desk, I had to answer a lot of customers questioners. Quick enough customers would identify me even on a weekend and ask about the products of the company among other issues. Saying no, or strongly suggesting that I was outside my working timelines remained difficult, the most times the customers were actually. Had the human resource trained us on how to be a brand outside the workplace, I would have understood the best times to work with.

            Selecting the best talent and identifying the best candidate for a job during hiring is majorly important. To achieve the best results, the hiring team is supposed to identify the specific job requirements and qualifications when advertising for a position. This is enhanced by understanding what the incoming employee will do daily, and the responsibilities that will be handled. Doing the above however is no guarantee that the person selected as the best suited, and hence the need for personality assessment before hiring. Technology is increasingly being employed in identifying talent in employee hiring (Sivathanu  Pillai, 2019). There are developed software and automated talent selection tool that has already been developed.  These tools assess the performance of the employee both on paper and hands-on skills.

References:

· Alfes, K., Truss, C., Soane, E. C., Rees, C., & Gatenby, M. (2013). The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement. Human resource management, 52(6), 839-859.

· Dhiman, P., & Arora, S. (2020). A conceptual framework for identifying key employee branding dimensions: A study of hospitality industry. Journal of Innovation & Knowledge, 5(3), 200-209.

· Sivathanu, B., & Pillai, R. (2019). Technology and talent analytics for talent management–a game changer for organizational performance. International Journal of Organizational Analysis.

Discussion 2:

Components of Human Resource Management

Human resource management involves the use of strategies aimed at increasing the efficiency of employees. It involves recruiting, training, developing policies that will help them, and also coming up with strategies that will retain the. The main components of the human resource include:

Recruitment: the component involves the sourcing of the prospective employing having the right skill set.  An organization through the human resource department can sometimes seek assistance from external agencies.

Induction: This involves the process of introducing new employees to an organization and its culture. The primary aim of this process is to ease anxieties and discomfort related to a new job.

Working Environment:  Human resources also ensure that the working environment is suitable for the workers to work in (Wayne, 2015).  The activity aims to boost employee attitude towards their employers.

Staff Relations: This another component of human resources that ensures that employee relation is good. Good employee relation boos the engagement, which lead to better performance.

Human Resources Dimension

Human resource involves a different dimension.  The management of the human resource environment is of the critical human resource dimension that aims to make the working environment suitable for all employees to work. Its activities involve checking that the organization is compliant with the concerned regulation; it aligns with its objective and the work environment.

Selecting the Best Talent

Leaders in an organization are in constant search for the best talent to undertake different objectives and roles. The scarcity of talents forces the organization to use different methods to get talents. One of the methods is through generating leads from the current talents in the organization (Anita, 2015).

Also, selecting the best talents can involve the use of different tools that might include harver, plum.oi, and OutMatch. These tools are developed to helps employees identify the best talents through assessing the target skills.

 

References

Anita, M. (2015). Talent Management Practices In Select Organization in India. SAGE jouurnals.

Wayne, C. F. (2015). Managing Human Resource. Boston: McGraw-Hill.