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HR Management 2 - Assignment Example

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First and Last Name Professor’s First and Last Name Class Subject 4 July 2011 What is the impact and implications of recruitment in managing a workforce effectively?  When organizations recruit new staff, it is important for them to take into account a number of different factors…
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HR Management Assignment 2
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HR Management 2

Download file to see previous pages... Statistics show that today’s workforce is decreasing at alarming rates. Within the next ten years, labor shortfalls of up to 10 million workers are expected in the United States (Leibold and Voelpel 22). Because of a potentially smaller workforce, there will be challenges in recruiting qualified job seekers to fill vacant positions (Walker, Feild, Giles, and Bernerth 619). In order to attract the right person for the job, it is crucial to have key job expectations already in place so the applicant knows exactly what they are getting themselves into. If you need someone to carry out a series of jobs, then it is important to detail all this in the interview room. If the job instructions are not explained in-depth, then you will likely hire someone who only meets some of your expectations (Vielhaber and Camp 40). However, if a manager chooses to explain the job duties only during the interview, then the job hiring process can be slowed down as potential candidates may not be suitable for the job. This in turn costs the business through lost opportunities and additional recruiting costs. These failures can be seen from the very beginning—designing the job (Rao). The ideal time to define the job tasks that are required is before the applicant turns up for an interview. Then, the job seeker can query any confusing job requirements during the interview. This is otherwise known as a job description. ...
To determine whether or not these responsibilities are carried out in an effective manner, performance standards need to be created. Performance standards indicate what the job accomplishes and how performance is measured in key areas of the job description (Mathis and Jackson 156). The reason that these performance standards are included is so employees can know what is expected of them. If they gain this knowledge beforehand, it is more likely that they will be able to perform the job to a high standard. A usual job description contains a number of components: identification, general summary, essential functions and duties, job specifications, and disclaimer and approvals (Mathis and Jackson 157). Identification is made up of the title of the job, who to report to, department, location, pay grade, and possible compensation. The general summary is a short description of the responsibilities and components specific to a particular job. Essential functions and duties are definitive statements on the major tasks, duties, and responsibilities that need to be performed. Job specifications are defined as knowledge, skills, and abilities (KSAs), education and experience, and physical requirements and working conditions (Mathis and Jackson 157). Disclaimer and approvals contain signatures from the manager that allows employers to change employees’ job duties. Employers need to show that their employment procedures are related to the job requirements. To determine this, employers must conduct a job analysis to classify the knowledge, skills, and abilities (KSAs) needed to be able to perform a job adequately (Mathis and Jackson 116). The three validation strategies that are used to measure this include content validity, criterion-related validity, and ...Download file to see next pagesRead More
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