The Recruitment Challenge - Research Paper Example

Human Resource Management Question The recruitment challenge Retirement is a key phenomenon of the human resource. Individuals ought to sign out from an occupation due to age and other factors. Retirement implicates that the individual does not have the capacity to continue serving in a certain post. Therefore, retirement is a basic phenomenon in both the private and public sector of a national economy. The retired workforce ought to be replaced for the continuity of the economic activity within an organization. Government officials and workers keep retiring in their due time. This event requires adequate replacement mechanisms for the economic continuity of the nation. Chronological trends indicate that replacement of the retired workforce has been a challenge to the regime. The low application turnout towards governmental vacancies has been attributable to the negative perspective from college graduates. The graduated professionals from colleges have a very low opinion towards serving the regime. Most of these seniors from college do not have a vivid understanding of government jobs. Additionally, the government takes an extremely lengthy duration to recruit a single employee. In this case, the government ought to implement strategies to attract college graduates and professionals towards the available posts in agencies. The government should shorten the recruitment span. This would entail superficial recruitment of workers without investigating the individual in great depths. A span of probation would determine whether the individual deserves the post. Additionally, the government should also educate the college graduates about serving in diverse posts. This would inculcate a new perspective of serving the government into the college graduates. Pay banding The General schedule has dictated on the compensation channels to the employees serving in the regime. Under the schedule, the level step of an employee determines the payment. The time of experience within the post determines the step of the employee. For instance, a one year old employee in service might belong to step one. This philosophy surfaced much focus on time spent in service, rather than an individual’s performance. Managers have minimal discretion, while technicians express immense authority within the urgency. The technicians decided the grade of equipment to a department in the agency. Pay band strategies performed a replacement of the General Schedule. These strategies oversaw the delegation of much authority and support to the managers. The strategies also focused on performance of an employee to determine payment. Pay banding initiated immense advantage even to the recruitment process. This system required new recruits to receive their pay according to their range within the agency. Consequently, it would appeal for more attention and attraction from the college graduates and talents. Evidently, this was a remedy to the concept of the General schedule. Category rating In this system, line managers have utmost authority towards the recruitment procedure. This system was a remedy to traditional methodologies of recruitment within agencies. The traditional methodologies used the philosophy of “rule of three.” According to this principle, the recruitment process involved picking three best candidates. This was regardless of the close performers of the top applicants. Category rating implemented a new strategy of grouping the applicants according to their performance. For instance, there would be clusters of “highly qualified,” “qualified,” and “not qualified.” This would give the appointing manager a platform to choose an individual from the top category. Upon exhausting the first list, the manager has an alternative to choose from the subsequent category. This was an outstanding recommendation for the governmental agencies. The selection procedure is more accurate and fair. Question 2 Government agencies have the capacity of maintaining well-adjusted and trained workforce. The government agencies ought to capitalize on HR tools for an adequate staffing level. In history, the government has been losing paramount logistics in the Human Resource department. For instance, the regime has been losing employees at the records level. There are recommendable HR tools that are able to harmonize this trend. Through the observation and implementation of the HR tools, the government agencies are able to maintain outstanding staffing levels. A new information management system is a highly recommendable HR tool. This would involve an upgrade of the information management system. For instance, e-recruiting is a key strategy under information management. As denoted previously, government agencies would lose paramount details regarding the workforce. In this case, the workforce would face immense discouragement that surfaced an elevated trend of resignations. E-recruiting would definitely be an outstanding remedy for the elevated data loss. Gateway is an example of a key system of e-recruitment in HR. The system involves the establishment of an automated application electronic page. In this case, applicants of vacancies are able to request for recruitment through the website of the agency. Communication amongst the agency and the applicants would be purely electronic. Therefore, massive paper work would be subjected to culmination. Paper work in the recruitment processes lead to extension of application spans. Reception of the documents and response takes a lengthy period. Additionally, accuracy is immensely compromised. Paper work entails many errors such as data loss. Therefore, the electronic system would significantly enhance accuracy and efficiency. It would also enhance document processing, transfer, and storage. Therefore, details of the entire workforce would be secure from losses. The system would maintain crucial information management. This would also boost staff morale due to security of crucial data in the Human resource department. A revised discipline system is a recommendable HR tool. It would be paramount towards the enhancement of outstanding staffing levels within the governmental agencies. The revised discipline system would implement the philosophy of “just cause.” This discipline system purely focuses on competence. The workforce and applicants of the governmental agencies would satisfy a set of qualities to enhance their competence. For instance, knowledge would be requisite towards the enhancement of competence. This would definitely require professional qualification for the relevant posts. Skills would also be a primary requirement in the new discipline system. This would engross desirable traits and capabilities that would enhance an applicant’s suitability to a vacancy. Abilities and behaviors would also be key requirements in the enhancement of competence. In this case, personality and mannerisms ought to match the functionality of the vacancy. Evidently, competence is a crucial factor in the “just cause” discipline system. Flextime is also a key HR tool that would enhance the level of staffing. Traditional techniques of Human resource in government agencies were rigid. In this case, monotony and was a key challenge that deprived staff morale in a significant rate. The traditional systems involved one channel of management. The monotony was a key motivation for the government to pursue flexibility. Flexibility is a tool that involves the use of diverse paths of management. Hiring and classification are key examples of the domains that exemplified flexibility. Question 3 Progressive reform The American cities were the spearheads and initiators of the Progressive reform. In American history, corruption was a key challenge in the recruitment process within governmental agencies. In this case, professionalism within the agencies was highly compromised. Politicians practiced much forgery in the recruitment procedures of government agencies. Therefore, the natives of American cities purposed to revolt against the political force of the existent regime. They fought for their legitimate right to equally access chances to serve in the governmental agencies. The natives had an ambition to also occupy seats in government. Evidently, there was immense pressure and conflict of opinions amongst the politicians and the natives. After the Civil war in America, the Progressives took places in the regime. This inculcated power and authority to implement their ideologies and policies. The Progressives saw the urgency of professionalism in the municipal. Therefore, they advocated for new recruitment that would absorb professional elites into municipal positions. In their quest for professionalism, they employed trained individuals and lay off the ancient workforce. Progressives cast out the workforce that had links with the politicians. However, the progressive ideology entailed a key challenge of changing times. With the changes in technology, new professionals are required to serve in various posts. Nevertheless, the Progressives brought immense equality in civil service. Each race and gender had equal consideration during recruitments. Unionization within the administration was also a key reward brought by progressives. The progressive reform had significant impacts on several core functions in human resource. Recruitment This was a function that manifested the impacts of the progressive reforms. However, it did not have a major role in the progressive reform. The progressives implemented new recruitment strategies that had an objective to deter immigrant workers. For instance, they capitalized on testing to bar the immigrants from accessing the vacancies. Nevertheless, this strategy was partially successful, since the immigrants regained their positions in service during the subsequent years. Therefore, much discrimination was directed towards recruitment of the immigrants during the progressive reforms. However, there were significant adjustments in the existent laws after a concern towards discrimination. Therefore, policies were implemented to enhance an equal right towards recruitment of immigrants. For example, Equal Employment Opportunity Act was a policy that enhanced recruitment of immigrants. In this case, job advertisements in the municipal took a wider scope. The advertisements were more open to also give a chance to the immigrants. This took a contrary course with the ancient mode of advertisement that would purely involve verbal advertisement. New vacancies were also arising with time. This required more college graduates to start serving in the positions. Consequently, more immigrants would get vacancies to serve in the government. Selection Progressives upheld a culture of scientific appraisal towards applicants. They capitalized on standardized tests instruments to evaluate the municipal applicants. According to them, this was the most efficient technique of evaluating the applicants. However, the test techniques manifested immense racial disparity in the selection process. Therefore, the courts advocated for new techniques of selection procedures. The court recommended for development of diverse techniques of selection. Tests were only applicable to situations of future predictions and purely work related issues. Interviews were an example of the court’s recommendations. This technique is evident even in modern days. It is an ideal technique that entailed verbal interaction with the applicant in determining their suitability for the post. Classification Traditional classification techniques majorly focused on individual job holders. Definitely, this would enhance discrimination towards immigrants. Assignment of roles was entirely dependent on degree of supervision and difficulty of tasks. These principles were also used to determine the wages and organizational hierarchy. They were viewed as scientific techniques to classify the workforce. However, this method of classification was subject to numerous challenges. For instance, the hierarchy faced shifts in roles within the government workforce as new trends emerged. Many workers resigned and transferred due to the incompatibility. The additional challenge was an elevated pronunciation of gender stereotypes. Evidently, the initial classification techniques were immensely disadvantageous. The progressives implemented a new ideology in classification. They recommended on decentralization and flexibility in the departments. Question 4 The Personnel System Reform Act of 2002 brought immense impacts on Washington. It had a major impact on every employee and agency within the state. The boards and commissions were also impacted significantly. This policy brought a balance in amongst the interests of many constituencies. Every constituency that was served by the government benefited a balance from this policy. The benefits of balance manifest vividly in the provisions of the policy towards Washington. Therefore, there were diverse provisions that initiated from this policy. New rules were key provisions for this policy. The new rules remained relevant to every domain of human resource management. Human resource management involves diverse aspects such as hiring and compensation. With the new rules, hiring and compensation would manifest fairness and liberty from stereotypes and disparities. Performance management and training would also benefit a balance from the new rules. In this case, fairness would also be a key observation. Performance and training would not face discriminative classification techniques as the ancient times. Lastly, corrective action and layoff would also not be discriminative in virtue of race or gender. Corrective measures would be recommendable upon revelation of a track record of negative performance or unprofessionalism. In this case, new rules would make a significant shift in the diverse aspects of human resource management. The rules would curb the previous injustices in human resource management. A streamlined and consolidated classification system is a key provision of the policy. Classification in ancient times would involve racial and gender discrimination. Workers would be classified according to difficulty of their roles and their personalities. This manifested immense injustice against the minority groups. With the new policy, relations within the human resource department would be congruent. It brought an intact system of classification rather than discrimination of minority groups. Representation of state employees by labor unions was also a key provision of the policy. Through this provision, workers would have a platform to pose their interests and grievances to the government. In this case, the workers’ interests like wages and additional benefits would be presented to the Governor. According to this provision, the Governor would respond to the interests of the workers without racial or gender discrimination. Therefore, the union would have a role to debate with the Governor for the workers’ interests. An additional provision of the policy in Washington was reduced restrictions on contracting for work. Traditional politics enhanced restrictions in contracting for work. Minority groups such as the immigrants and women faced intense discriminations. The regime would deter them from applying for the vacancies and serving in the municipality vacancies. This new policy in Washington curbed the restrictions that deterred minority groups from serving in the government agencies. The restrictions reduced significantly upon the implementation of the Personnel System Reform Act of 2002. Read More