People Resourcing and Business Management - Assignment Example

People Resourcing and Business Management Introduction 1.1 People Resourcing: The People Resourcing or Human Resource Management, abbreviated as HRM or HR, is the process of managing people in an organization in a proper and a systematic manner. It’s the new label of the old brand. People resourcing or HR includes the management of people from hiring them to their pay scale, their management, performance, examining them keeping their tract and legally giving their rights along with keeping track of the company and making sure that everything is going in its correct order (Management Study Guide, 2008). It usually consists of a group of people who are managing the valuable assets of the company, “Employees”. The performance, learning, better understanding of the employees is actually a good way to enhance the company’s position. By involving more into an employee on a personal ground the managers are capable of learning the behavior, attitude thus giving a better understanding about him. By this tactic, it is easy for the manager to deal with the employee and get more out of him in terms of labor in the workplace (Price, 2011, pp. 7-18). People Resource is our guideline, a torch light in a cave. The People Resource come up with such solutions and strategies that lessen our complication and the intensity of challenges that the corporate is about to face in near future. Finding quick solutions (short-term) is not the answer to this. One needs to plan it before-hand (David, 1990, pp. 1-26). People resourcing cater a wide number of activities including recruitment, classification, management, development, education and so on (Government of Canada, 2010, pp. 9- 60). 1.2 People Resourcing and Business Management: The goals and the objectives could better be achieved if the people resourcing has a good know how of the objectives, strategy, goals, policy, system and procedure of the corporate. This would help in maintaining a good balance and will devise a good strategic plan when and how needed by the people resourcing. No one knows about the future. We are not sure that the company right here right now would be here either in the same state or totally out of sight. The people resource makes sure that they guide the company to a safer and brighter future. Nonetheless this does not mean that they decide the future, the success or the failure of the company. In this manner their administrating policies are worth a million. Employment, deployment, selection, recruitment all are the main and the key aspects of adding a bonus to a company. A good, competitive employee has to be the target and his rights should be taken care of, legally and socially. His standard with respect to the environment and what other companies are giving their employee standards; should be kept in good consideration. This will bring loyalty, hard work and sincerity from the employee (Chartered Institute of Personnel and Development, pp. 1-6). Many employers still use the same recruitment and selection processes which have been used for so long. Due to this reason there are many cases in which the talent of the people is simply wasted and go unwanted because of the inability of the employer to acknowledge it. The talent and potential of people often go wasted, neglected and unwanted. Rather than giving them a boost and a buck up so that they overcome their weakness and start performing well, they are degraded and unmotivated and they go “wasted” as they cannot generate a good income or profit for the organization or the employee (Chartered Institute of Personnel and Development, pp. 1-6). The hiring authority needs to be familiar with the basic rules, tools and techniques to handle the people resourcing, to determine employee’s suitability in the organization, his implementation, effectiveness, evaluation and demonstration in the organization. This module certainly deals with the effectiveness, assessment and the capabilities of the employee (Chartered Institute of Personnel and Development, pp. 1-6). 1.3 Recruitment: All the organizations are very different from one another yet they have the same bright goal, to be bright and successful (David, 1990). It is also heard that most of the person resourcing concentrate minimum on the added value dimension which could be improved a lot, rather they focus on legal, ethical, efficient and other procedural dimensions (Chartered Institute of Personnel and Development, pp. 1-6). Recruiting and selecting the right staff for the right job is the key to success for the organization, employer and the employee himself. Thus the quality of the work, the knowledge, and the qualification determines what progress the employee would be bringing in to the company (Zero14plus, 2013, pp. 4-81). Quoting a direct example of recruitment of the company “Ofsted”; this company hired the employees previously with the general recruiting process. However, it changed its settings and started registering its employees, creating a better and secure future of the country. This company inspects through evidence the recruitment, selection and management in order to safeguard the rights of the people, employees, their families and the company itself. This also includes medical certificates, employment history, qualification and others. So this example is quite evident in why and how to adopt different policies and processes for the recruitment and selection. This process is designed to ensure security, protection, legality and an appropriate management (Zero14plus, 2013, pp. 4-81). The recruitment, selection and retention should be taken out carefully, responsibly and according to the code of conduct given by the company (David, 1990, pp. 1-26). 1.4 Approaches to recruitment and selection: A best approach adopted /given by the Zero14plus website by the Canadian Government is to be practical and organized. It states that the common and the most significant points for the recruitment and selection process are: Job description identification Designing a person’s specification Planning the advertising vacancy Advertise (do mention the closing date for the recruitment) Processing the applications Short listing candidates Interview selection References (in order to ensure and for security reasons) Joining Training (2013, pp. 4-81). Other aspects of advertising strategically mentioned by David (1990, pp. 1-26) could be Preparing Monster Boards Contacting people of a higher influence Local & National newspapers, Professional Journals Academic Papers Network accessing Cluster Hiring Planning and progression are two different views of the same picture. Before recruiting one need to be sure what he wants. Identify your requirements, what you need to hire, what you want the person to be, how much experienced, qualified, skilled, practical. You need to think how the new entry would fit into the staff, where it is going to fit, how will it create a competency and how would he be better for the future of the organization. Choosing the “Right method” would be helpful and much easier for the recruitment process. Shortlisting the candidates would be much easier and finally the most suitable, most appropriate people should be called in for the interview (Zero14plus, 2013, pp. 4-81). There are certainly millions of organizations running hiring and recruiting each year as all the organizations are using the technology. It is extremely difficult to say which method would suit which organization (David, 1990, pp. 1-26). 1.5 Methods and Techniques used for Recruitment: (David, 1990) defines different ways to recruit according to the needs of the organization. 1.5.1 Target Recruitment: This type of recruitment utilizes different associations, organizations, professionals and universities. 1.5.2 Assessment Centers Assistance: Through the testing called psychometric testing 1.5.3 Technology: Accessing Internet and websites accessed by a large target audience or other technologies 1.5.4 Direct Head Hunting: Targeting professionals 1.5.5 Head Hunting: In different colleges and universities and 1.5.6 Utilizing Tests: for the entries (pp. 1-26). The aspect of retention deals with dealing different problems coming on the way in People Resourcing. A good management is very important in improving the skills and morale of the staff members to ensure that the work is going good according to plan and you are setting rewards for the best performances making it successful and enjoyable for the employee and the organization. 1.6 Role of a People Resourcing: Of all the roles played by the People Resourcing is for the benefit of the employee, the employer and the organization. Here are mentioned some key points. Getting opportunities for external compensation Consulting other people in hour of processing or decision making Cross-appointments with clients Mentoring employees Appreciation for service of the employees Show Flexibility Listen to others for a better option or comments (David, 1990, pp. 1-26). There should be a socially accepted agreement between the employee and the employer in order to survive and think out-of-the-box. This social commitment would bring about the best if it stays in proper order. This commitment should observe 1) Work structured according to the plan 2) Taking opportunities and retaining them 3) Taking care of the company along with other mates. The purpose of the changed structure of the workflow is to get the confidence of workers along with that, to support the old ones which have a good experience in the company. This is a good motivational factor as it will boost up the energies of the employees. A workplace that accepts “flexibility” goes out to be the best, providing economic equity to the ones in need and the ones who deserve as this will be a lead to motivational work for the employer and would be beneficial for the corporate (Collings, Wood, 2009, pp. 111-148). 1.6.1 Effective Communication: Communication is an effective and significant tool for the improvement of the performance of the staff. This can easily be carried out by holding regular meetings with the staff members and generally talking and listening to the staff. 1.6.2 Supervision: Supervision gives the opportunity to the manager and the staff members to come close together and better understand the quality of work. It includes giving practical advice, giving a positive feedback, identifying an early problem, and training and monitoring. 1.6.3 Appraisal: Appraisal is the best way of telling about the current and previous progress of and employee. It enables to see the potential and performance development. 1.7 Web 2.0 Technologies: Web 2.0 technology refers to the access to the tools and services that allow multiple users to connect at a time on multiple websites through multiple ways. This could enable sharing or displaying pictures, video, audio, text, dialogues and many more. All the social networking sites come under the Web 2.0. It helps different websites and web users and provides a platform to meet, share and learn new and different things (Treasury Board of Canada Secretariat, 2011). All the business organizations working at whatever intensity on the web use it for a number of reasons. 1.7.1 Simplicity and easy maintenance: The growing complex IT era creates a number of difficulties for the non-IT people. This is the most significant reason if why the usage is too strong. Not everyone sitting in offices or at home could possibly know what has been done or how to use a specific complex thing on the web. Web 2.0 solves this very easily and completely by giving a very easy and user-friendly interface to the people so that they can have the access to every nook and corner. 1.7.2 Require little time: Processing takes time but if talking about a small organization or a person at home, Web 2.0 gives a millisecond access to everyone. Talking about Google it searches everything in milliseconds. 1.7.3 Low cost: Although originally created softwares are extremely expensive, yet their low-cost attracts a large number of audience towards it. The IT department is growing like a giant every day. According to the last update there are more than 250 tools similar to Twitter, 40 web based documents for sharing, and more than 10,000 other tools. 1.7.4 Working in Collaboration: The best use of Web 2.0 is that it provides the best work environment in collaboration with a lot of people and web thus creating a good business environment (Information Management, 2009). 2 Analysis Web as we have already discussed, is a source of connecting many people and many websites pouring down all together in one bowl. Like everything else, this technology also brings about good things and bad things. Let’s analyze and evaluate the importance, function and management of Web 2.0 in business, home, offices especially for recruitment. Using web tools is the basis of the functioning of businesses and for the people. The significant features which cannot be denied are: they join the two or more parties across time and space, easily accessible and easy to use, user friendly, cheaper, do not require heavy machinery, speedy, and there is a little risk in using them (Information Management, 2009). The Treasury Board of Canada Secretariat defines and explains how it uses Web 2.0 in its organization. Their division in Governance and Over sighting, Planning and Designing, Engaging rules and Evaluation and Measurement are the key points to tier management system. It further states that the all the departments working under it should ensure that the usage of Web 2.0 as it helps in departmental planning, addressing business values, cost, communication, maintenance, legal requirements and tackling the risks in the near future (Treasury Board of Canada Secretariat, 2011). According to the survey by the Canadian authorities a good number of people are using Web 2.0 primirarily for sending, receiving and for information because it facilitates a smooth and a good communication between government departments, allies, clients mostly for recruitment, emergency communications, providing services, stakeholders, education, and consultation. Of all these uses, there are risks and challenges that one needs to be aware of. Misusage of one’s information by a third party Reporting bad or abusive language on the websites or talking politically (which is not allowed) Misinterpretation of comments Difficulty in keeping privacy Difficulty in keeping legal, regulatory and policy matters which are mandatory (Treasury Board of Canada Secretariat, 2011). Web 2.0 influences business very much. By using this web the modern business operate very well and is effective, efficient and easily manageable. Driving Awareness: 90% of the corporate believe that Web 2.0 is very useful in terms of creating brand awareness and 89% believe that it is a significant tool in generating and flourishing a business. Recruitment: Many companies use Web 2.0 tools is becoming a key to recruitment. 8 of 10 companies discuss about the use of social media during their interview session and one third of the organizations use these sites for information and knowledge and for business benefit. Motivation and Productivity: It has been surveyed that the access to the social websites actually increase their motivation and productivity and shutting it down gave some unfavorable results (Clearswift, 2013). Of these advantages there are extremely harmful results of using Web 2.0. The greatest concern is the security and 61% employers acknowledge it. One third businesses have shut down due to this but 64% companies agree that there is a great need of a new security plan. Richard Turner, Executive of Clearswift stated that the businesses graph curve goes upward with the use of this technology (Clearswift, 2013). Investment in media, pay per click, advertising in social media all are interconnected with each other. The companies accumulate jobs from the career sites and either hire recruiters which work for them or do it on their own within their organization (Slideshare, 2013). Skype has been one of the most important mean of communication for the corporates with the people living on the other side of the world. People interview, hire, communicate with their business partners, clients and make and take other important decisions. The appropriate and professional way is to post the job on the social websites like your blogs, twitter, facebook, linkedin, WINK, NINK, or an online video. Set your profile up so that people visit, register and get information regularly according to the relevant topic. One needs to find about proper blogs in the desired industry so that the organization can make relationships with the candidates having potential. Posting on those blogs and pasting you links can help a lot in making your “relations” professional with other candidates. Have your online video or some camera footage and advertise yourself into it. Have a glimpse f your corporate into it so that the applicant gets an idea about your organization before he is ready to apply. Select different keywords on facebook and post your job vacancy into it. Twitter allows people, millions of people who stay connected and keeps the interested candidates in a loop. Other than that LinkedIn, Wink and Ning are really good sites to go on for this purpose (Go2, 2013). 2.1 Corporate of the Future: The future corporate would relatively be small and will comprise a specific number of people who are highly motivated, skilled, experienced and quick. The new corporate would be target specific, alert and lively. The corporate would not be overly burdened by people. It would be able to change and shift very quickly; accepting and amending would be a common phenomenon. Being speedy, working efficiently and collaborating would be a trademark of these companies (Collings, Wood, 2009, pp. 111-148). 3 Conclusion All the organizations have one same common goal, to be bright and to gain success (David, 1990, pp. 1-26). And each company is seeking to see the brightest star in the sky. By using the Web 2.0 technology it is easier for them to approach and recruit while sitting in their offices and connecting the world. There are advantages of using this technique but one cannot deny the disadvantages and risks it carries. The organizations need to be smart to control its usage and effectiveness and to minimum the risks it carries. The recruitment, selection and evaluation are carried out well through it, keeping tracks and communicating with a million people at a time is in fact a big and a great opportunity (Information Management, 2009). 4 References Blurtit. 2013, What 4 External Factors Affect Human Resource Management?. [Online] Available at: http://www.blurtit.com/q583788.html [Accessed April 14, 2013]. Chartered Institute of Personnel and Development. People Resourcing Standards. [Online] Available at: http://www.cipd.co.uk/NR/rdonlyres/49B443E4-9274-4A4F-A6BC-A0EB05663264/0/people_resourc.pdf Clearswift. 2013, Information powered. [Online] Available at: http://www.clearswift.com/news/press-releases/web-2.0-_and_-social-technologies-are-critical-to-success-for-todays-progressive-businesses [Accessed April 10, 2013]. Collings.D., Wood.G.(edited). 2009, Human resource management: a critical approach, NY: Routledge. David.J. 1990, Recruitment, Selection and Retention Strategies. [Online] Available at: http://www.onecaribbean.org/content/files/RecruitmentstrategiesJeniferDavid.pdf [Accessed April 13, 2013]. Government of Canada. 2010, PSMAC Subcommittee on PEOPLE Resourcing. [Online] Available at: http://www.tbs-sct.gc.ca/rp/psmac-ccgfp/psmac-ccgfp-eng.pdf [Accessed April 12, 2013]. Go2. 2013, How to use Web 2.0 tools for Recruitment. [Online] Available at: http://www.go2hr.ca/articles/how-use-web-20-tools-recruitment [Accessed April 12, 2013]. Information Management. 2009, Web 2.0: Benefits & Considerations. [Online] Available at: http://content.arma.org/imm/JanFeb09/Walk_In_The_Cloud/web_2_benefits_considerations. aspx [Accessed April 14, 2012]. Management Study Guide. 2008, Human Resource Management (HRM). [Online] Available at: http://www.managementstudyguide.com/human-resource-management.htm [Accessed April 11, 2013]. Pilbeam.S., Corbridge.M. 2013, People Resourcing and Talent Planning. [Online] Available at: http://www.pearson.ch/HigherEducation/FTPrenticeHall/1449/9780273719540/People-Resourcing-and-Talent.aspx [Accessed April 12, 2013]. Price, A., 2011. Human Resource Management, China: R.R.Donnelley. Slideshare. 2013, Recruitment 2.0. [Online] Available at: http://www.slideshare.net/thomasshaw/web-20-in-recruitment [Accessed April 10, 2013]. Treasury Board of Canada Secretariat. 2011, Guideline for External Use of Web 2.0. [Online] Available at: http://www.tbs-sct.gc.ca/pol/doc-eng.aspx?id=24835§ion=text [Accessed April 12, 2013]. Zero14plus. 2013, Recruitment, Selection & Retention Guide. [Online] Available at: http://www.devon.gov.uk/recruitmentselectionguidance.pdf [Accessed April 12, 2013]. Read More