Internet Recruiting, Succession Planning, the Main Workplace Health Issues - Assignment Example

Human resource development Chapter 6 Why has Internet recruiting become so important? How do employees conduct Internet recruiting? What are the disadvantages of Internet recruiting? The world has been undergoing radical transformation in terms of the social, economic and political structure and this is even affecting the organizations. Globalization has particularly brought new order in the business community and this captures the production process and input factor combination. Human resource department has reorganized its mode of operation when it comes to recruitment of the personnel (Amos, 2008). This is a shift from the traditional job vacancy applications of physical submission of hard copy to the contemporary formulae of online application with attachment of soft copies. This paradigm shift in mode of recruitment constitutes internet recruitment where the job vacancies are posted online and interested candidates apply online. This system entails formatting application forms which should duly be filled by the potential recruits and they are directed regarding all the minimum requirements with mandatory sections to be filled. It is worth to note that the recruitment software system is developed in such a way that failure to fill some of the compulsory parts rejects submission of the application. Complete filling of the application is accompanied by uploading some required relevant credentials. The general benefit of adopting this technology is its efficiency and wide geographical coverage across the word for any potential applicant. This mode of recruitment fails to give the organizations the desired candidates in some cases due to lack of face-to-face interaction with the candidates to learn more personal attributes that include being presentable, oral communication techniques and professional mannerisms. The issue of personal touch with the recruits to learn some observable qualities that is significant in the performance of the organization is equally lost (Snell & Bohlander, 2013). It is also important to underline the growing cost of reviewing resumes of the employees due to the omissions and commissions experienced from online recruitment process. Chapter 7 Describe the relationship among job performance, selection criteria, and predictors in the employee selection process. The performance of the employees is influence by the mode of recruitment that was used. It is important to note that the overall performance of the firm highly depend on the quality of human capital employed and its productivity (Snell & Bohlander, 2013). The perception of the employees in workplace is shaped by the environmental conditions that he/she experienced from the recruitment panel and the procedure of recruitment. The length of the recruitment procedure has significant influence in the psychological preparation of the recruit in terms of the expectations of the organization. This is always reflected on the way they take up their duties from day one. This means that during the recruitment process the applicants tend to begin grasping some of the traditions of the firm and all the consequences attached to certain actions on and off the job. Some of the predictors of employee recruitment include the urgency of need by the organization, time factor, cost, wage and the type of the job to be undertaken. These factors dictate different selection criteria and this translates to employee performance levels. It is important to consider the intensity of the process as one of the best exhaustive approach to explore the ability of the recruit and make informed decision in offering employment contract. In general, selection criteria is dependent on various factors and the approach opted for has significant effect on the performance of the recruits and the organization at large (Amos, 2008) . It is therefore important for the human resource managers to explore viable selection criteria as this will reflect on the successful realization of the organization’s set targets. Chapter 9 Why is succession planning important? What key mistakes are often made in succession planning? Succession planning is the process of laying down the strategies of selecting the best candidate to take over the management of an organization when one retires from the firm’s overall leadership office. It should be noted that the organization operates on the principle of going concern irrespective of who is in charge and this explains why succession plan must be drawn in any organization. This is a very important process since it determines the fate of the organization upon retirement of the top official. The future success of the organization can significantly be compromised if succession plan is not formulated in such a way that power and authority is passed to the right candidate. Succession planning is important in ensuring that some of the projects in progress that were scheduled to go beyond the job tenure of a given organization head is successfully carried on and accomplished by the successor. There are some mistakes that are likely to be committed in the course of drawing and executing the succession plan which has undesirable consequences to the organization immediately after handover or in the long run. Most of the organizations assume that succession plan is an ordinary role of human resource only, but it should be an issue of entire management scrutiny for the best candidate (Amos, 2008). Most of the organizations fail to consider significance of flexibility when it comes to drawing the succession plan and this serves the organization negatively when it comes to successful continuity of good performance of the organization. It has also been realized that some organizations tend to overlook the role of stakeholders and shareholders in planning succession. Most firms also fail to consider the significance of linking the successor with the human resource team. Chapter 14 What are the main workplace health issues that concern employers? Why do employers take an interest in maintaining a healthy workplace? Do employers have a legal responsibility for a healthy workplace? The heavy production cost and overall performance of the organization challenges associated with the workplace health issues is a matter of concern to the employers. However, due to some factors that vary with the organizational structure, nature and size, the employers tend to rank the risks and prioritize them in order of magnitude of effect on the organizational performance (Amos, 2008). One of the major health concerns regards exposure to poisonous compounds that can cause respiratory problems to the employees either immediately or after a lengthy accumulation like asbestos among others. There is also the danger of any physical harm in the line of duty like sharp objects, loose machine parts and exposure to other poisonous emissions in industries. Such health risks are likely to incapacitate the productivity of the employees or at worst force their termination due to inability to carry out any activity. This is a cost to the employer through loss of experienced and productive manpower over whom a lot of resources may have been used to nurture in addition to the cost of recruiting and training a replacement. The reality is that the employers are always reluctant to address the issue of work place health and safety from the cost dimension. Most of the employers take up this role due to the legal consequences provided for by the government authorities. The employers have legal responsibility to ensure safety in the workplace besides the contemporary ethical concept of corporate social responsibility (Snell & Bohlander, 2013). The employers are liable to any health and safety omission in case an employee experience a related problem although the law provides for personal liability of the employee in certain circumstances. Chapter 15 What is a formal employment contract? Discuss the provisions typically included in a formal employment contract. A formal employment contract is a written document that shows the mutual agreement between the parties involved and this constitute the employer and the employee (Amos, 2008). The contract is legally binding for both parties on various issues that are discussed and signed by both parties. It is confirmatory evidence that some responsibility has been passed over to an individual with details of benefits from the employer in exchange of the contractual duty of the employee. It is important to note that a contract is time bound and specific as far as the duties to be discharged are concerned. The contract must highlight the duties to be assigned and executed by the employee. Comprehensive job description and period of work on daily or weekly basis is also highlighted in the document. Depending on the law of any given sovereign state under whose jurisdiction the employer and the organization falls; there are legal provisions that must be attached to any such contract. Some of the provisions on an employment contract include the benefits to be accrued upon working outside the official time, compensation in case of any health related problem derived from the official duty, legal consequences on breach of the contract and provision on a given period of time prior notice before termination of contract outside its completion period by either the employer or employee (Snell & Bohlander, 2013). All the provisions within the contract must be in line with the law of the land and form the basis of any legal redress that will be sought by any party aggrieved. References Amos, T. (2008). Human resource management. Wetton, Cape Town: Juta. Snell, S., & Bohlander, G. W. (2013). Managing human resources. Mason, Ohio: South-Western. Read More