Why Interviewing in Recruitment Practices Can Become Ineffective - Coursework Example

Reflective Journal Introduction Reflection can be considered as the significant process of thinking or viewing of an individual on a specific matteror issues based on his or her ongoing or past experiences. Human resource management can be considered as one of the critical and important sectors in contemporary organizational design. It is true that, each and every student has to understand each and every concept of human resource management in the coursework before joining an organization. It is true that the concept of human resource management practices is changing constantly now-a-days due to globalization and several inter4nal or external organizational issues. There are several human resource management theories that are being taught by the professors or teachers in the management institutions in order to prepare then students get familiar with the future human resource management issues and challenges in the organizations. It is true that, job seekers or new employees in the organizations may not get helped through the practiced theories or concepts that have been gained through the coursework practices or human resource management literatures. It has been found out that, majority of employees used to face and experience different and critical issues that has been never faced before. In certain cases, the employees become clueless about how to solve the issues. These individuals may not learn the remedies of each and every organizational issue from the gained knowledge from the HRM< literatures. This assignment will develop a reflective journal based on my gained knowledge in classrooms and attained experience in the workplace. Each and every knowledge and experience between 4th August 2014 and 13th October 2014 has been recorded in this journal on weekly basis. Lastly, this essay will give a rationale about why the interviewing method is not essential in my workplace based on the previous experience of employees that have been learned by me. Reflection The following is the reflection of my coursework knowledge gained from classroom and practical knowledge gained from the practical experienced gained by me and the other employees of the organization. 4th August: Preliminary The first lecture on human resource management class was held on 4th august. On this day, our professor helped us to understand the basic concept of human resource management. I have learned that Human Resource management is the most important and integral part of the operation of an organization (Libguides, 2014). My professor has told me that success of an organization largely depends upon the effectiveness and efficiency of human resource management process. I have an individual career goal. I want to join a health service organization as an assistant manager. I have shared my aim of the career with my professor. Moreover, I have asked that whether HRM has an important role in the healthy service organizations or not. In reply, my professor stated the human resource management practices include several key aspects such as sourcing of appropriate and eligible candidates, effective training, employee motivation, performance appraisal and taking care of the needs of customers. In the health service organizations, these things should be taken care of. Therefore, my professor insisted me to learn about the human resource management theories and models to gain knowledge in this sector. According to my professor, these things will help me in my near professional future. In the first day of the class, our professor has discussed some basic things about the evolution of human resource management practices in contemporary years. 11th August: The nature of Human Resource Management On 11th August, the professor talked about the nature of human resource management. It is true that, the nature of global human resource management practices has been changing drastically. According to the views of my professor, it is clear that each and every HRM practices is changing due to the globalization and emergence of advanced technology. He taught us that recruitment, selection, training and development, and performance management are the integral parts of the human resource management practices (Moon, 2007). He said that, previously the recruitment, selection and other HRM processes were done manually. Now-a-days, the nature of these practices has changed due to the emergence of advanced technology. It is true that automotive processes have been included ion HRM practices in order to reduce lead time and business operation cost. I have experienced this issue in my current workplace and I am agreed with the views of my professor. The HR professional of my workplace do not bother to implement advanced technology in human resource management practices. This aspect helps the organization to increase overall productivity (Taylor, 2004). 18th August: Strategic Human Resource Management Strategic human resource management is an important consideration for each and every HR professional. It is true that global business environment is becoming highly competitive. Our professor has stated that each and every leading organization is trying to capitalize on the potential business operation opportunities that have been developed due to globalization and technological advancement. When I asked about the emergence of strategic human resource management in health service organizations, my professor has replied that global healthcare service industry is becoming highly competitive. According to his views, it is important for the policy makers and practitioners to determine the importance of motivational theirs in the organizations in order to motivate the executives and other organizational staffs in order to perform effectively. However, I have understood that role of SHRM in health service organizations is immense. But, individually I have faced some serious problems during my working tenure. Patient-stakeholder-administration relationship is highly important in a health service organization (Jack, 2009). It is not only about employee moti9vation, but also the stakeholder engagement that determines the success of a health service organization. I have learned this from my personal workplace experience. The human resource literatures did not help me to find any solution regarding this issue. 25th August: Human Resource Planning On this day, my professor taught us some new and different things. He stated that each and every management process in this world requires some serious and effective planning. However, he approached us, whenever we try to develop human resource management strategies in our future organizations, we shall try to do planning based on the available resources. In my case, my professor told me to focus on available fall rates of the organization. It was known to my professor that I want to become a successful assistant manager in healthcare service organization (Shi, 2010). Therefore, focusing on present fall rate and developing strategy based on that plan will be effective. This thought process helped me to learn each and every critical aspect of human resource management practices, planning and strategy development process in the health service organization. However, now I have able to determine that practical knowledge about SHRM significantly differs from the gained knowledge through HRM literature in classroom. Apart from literature knowledge there are several issues exist in the organizations that have no solution in the textbooks. It is the experience of practitioners and employees in the workplace that used to help them to find effective solutions to the problems. 1st September: Human Resource Information System On this day, my professor has told us about the importance of software applications in the human resource management process. It is clear from the above reflection that, we have understood about the emergence of globalization, competition and technological advancement. Therefore, several leading organizations are trying to use modern and advanced resources in human resource management practices in order to gain immense success in business operation process. However, the knowledge of our professor is quite minimal in this context comparing to the practical practices around the globe. According to him, information system only can be applied in the human resource management process in order to source, gather and avail the data of current and previous employees. But, in comparison, I can say that information technology and information system can be applied in each and every human resource management practice, such as data sourcing, data trafficking, pay role management, performance management and data mining (Hernandez, 2009). I have learned about these things in my present organization. My supervisor and initial boss has helped me to educate about these things in my organizational official training and development process. 8th September: Job Analysis and Job Design According to my professor’s view, job design and job analysis is an important human resource management aspect. However, I have learned from my professor that it is the responsibility of each and every human resource management professional to conduct effective job analysis and job design practices in order to divide the work among the employees quite significantly. However, it is true that the views of the professor are quite significant. Recently, I am working as an assistant human resource manager in a health service organization. I have learned from my supervisor and immediate boss that effective job design and job analysis actually enhances the effectiveness of the operations of the organization. Apart from all these aspects, it is true that there are several practical things that were not mentioned in the classroom, such as job stress management and multi-talent acquisition. I have learned these things from my colleagues (Tan, 2010). These strategies can be considered as cost-cutting strategy in which the manager of an organization can engage multi-skilled employees in different job responsibilities with the help of the implementation of different motivational tool. 15th September: Recruitment On 15th September, our professor taught us a different topic in the human resource management coursework. According to him, recruitment is one of the most critical jobs of a human resource professional. He taught us that, an organization cannot find right talent without an effective recruitment strategy. It is true that, employee poaching has become one of the serious threats for the organizations in this modern era of business competition. Therefore, our professor has told several methods to find out appropriate talent. According to him, interview is the best method of recruitment. The professor has told us that the flexibility, knowledge and stress handling ability of a job seeker can be identified through the interview process. But, in case of my organization interviewing cannot be considered as one of the most effective recruitment strategy due to several reasons. I have mentioned earlier that I am working in a health service organization as an assistant recruitment manager. Our organization is competing in market for last 15 years. Recently, our organization is facing issues like growing patient fall rates. Therefore, the board of directors of our organization has changed recruitment strategy. There are three stages, such as online test, group discussion and practical stress handling (Collins, 2004). However, this recent approach has improved the performance of our organization. It is true that interviewing can be considered as one of the traditional and effective recruitment approaches. But, recent growing competition and increase in fall rates in the health service organizations has reduced the effectiveness of this strategy. An interview approach can be considered as effective recruitment approach anymore as the applicants may know the theoretical concepts very well but lack of practical knowledge may create problems in emergency and critical situations. 22nd September: Selection and Placement On this day, our professor has taught us about the significance of selection and placement strategies in strategic human resource management process. Throughout the classes, I have come to know that ability to talent pool and selection can be considered as one of the most important responsibilities of human resource practitioners. Our professor has told us that selection of appropriate employees from large number of applicants is a difficult job to do. According to him, the applicants should be judged by the test of knowledge in personal interview round. However, I have learned different thing in my workplace. Moreover, I am quite sure about that the learned contemporary approach in the workplace is true and effective comparing to the knowledge that is gained in classroom. The applicants should be tested based on his practical skills by giving him or her real-life situation (Savage, 2010). This practice will significantly help a selection officer about whether to select and place an applicant or not. 29th September: Legislative and Legal Aspects & Workplace Health and safety Legal aspects and workplace health or safety can be considered as a different approach in the field of human resource management practices. In this class, my professor has told me that each and every management practice is covered by legal aspects and certain laws. There are certain laws have been developed in order to take care of the ethical aspects of the practices. It is quite important for each and every human resource practitioner to follow the legal aspects whether developing new strategies or evaluating performance. Our professor has also told us that; effective work environment of workplace is vita. It is highly important for each and every organization to take care of good health and safety of the employees in order to motivate the employees as well as other important stakeholders. However, I came to know in my workplace that both the employees and employers are bound by legal aspects, such as employment law, wage distribution law, employee moral law and OSHA acts. If anybody fails to follow it, other individuals have the fundamental right to file complaint against them at any point of time and in any situation. I have a personal experience regarding this issue. One day, a colleague of mine falls under an accident and lost his right leg. It is not the fault of anybody; neither the employee nor the employer. Soon after, the employee has been terminated from our organization (Owen, 2011). But, very next day the employee demanded for the continuation of his employment activities under the disability act of government. The employee won the case and was appointed as an administrator in the organization. This experience helped me to understand that there is law for everybody in an organization. 6th October: Performance management & Training and Development Last two classes were remaining before the official campus placement for internship project. However, on 6th October, my professor has told us that employee motivation can be considered as one of the most important aspects in human resource management process. According to the professor, effective performance management and performance appraisal helps an individual to get motivated to perform significantly and meet both professional and personal goal. On the other hand, he also added that effective training and development for employees is also important for the organizations. Last but not the least; our professor also added inadequate training and development process can hamper the self confidence level of employees. It can seriously reflect in the performance of the organization. However, the views of our professor are quite true. I have experienced practically in my workplace. It is true that highly motivated employees are always eager to perform well and meet target. Decentralized decision making process, and top-down and bottom-up communication approach in workplace helped me to improve my performance level. In addition to this, one-to-one online and offline training and development process has helped me to improve my level of self-confidence in my organization. As a result, in this scenario, text book knowledge and practical knowledge has become matched significantly. 13th October: Career Development & Managing Diversity 13th October was our last class for the human resource management practices. In this class, I have learned several important things about career development and managing diversity. Our professor has stated in our class that both these aspects are inter related to each other. According to him, cultural diversity in workplace helps in knowledge sharing between two individuals. It context of my future dream, the professor said that effective workplace culture in health service organizations always depends upon the significance of cultural diversity aspect. It is true that, cultural diversity in workplaces always enhances effective knowledge sharing among employees and other individuals within the organization or workplace. Most importantly, our professor stated this effective cultural diversity always helps an individual to develop his or her career effectively. This was his last class for us before internship project. In practical situation, I have experienced that cultural diversity has both positive and negative impact on the performance of entire workforce. I am agreed with the view of my professor that it improves the knowledge sharing process among individuals as it helps to learn new and different things from the colleagues of different culture and moral values. On the other hand, it has negative impacts too on the workplace performance. For example, it creates communication gap between the employees due to different cultural and language background. Ultimately, this can affect the entire organizational business performance. Conclusion It is clear from above reflection that interviewing in recruitment practices can become ineffective depending upon the nature of the current organizational situation. It is clear from the above reflection that, our organization is passing through a serious challenge of growing patient fall rate in the organization. It is true that, literary knowledge cannot help a fresher or a job seeker or a new human resource practitioner in his or her professional field. Despite having huge knowledge in human resource management, several scholars are failing to solve critical real-life issues in organizations due to the lack of ability of stress handling and limited flexibility in workplace hours. Therefore, it is highly important for me and other human resource practitioners to think about and consider practical approaches while recruiting employees. Recently, our organizational board of directors has thought about this aspect. Integration of online test and real-life practical stress handling round may become effective in recruitment activities comparing to mother traditional recruitment and selection method. However, it is clear from above reflection that each and every theoretical approach may not be fitted in each and every respective practical scenario. It is the flexibility and intelligence of the human resource professionals that may help an organization to overcome ongoing recruitment or selection issues or any kind of employee motivational issues. It is highly important for me to look forward to practical experiences and learn from those incidents in order to implement effective approaches in future issues. References Collins, C. (2004). Management and organization of developing health systems. New Jersey: Pearson. Hernandez, R. (2009). Strategic human resource management in health service organizations. London: Sage. Jack, S. (2009). Health management information system. New York: Springer. Libguides. (2014). Reflective Practice in health Science. Retrieved from: . Moon, J. (2007). “Getting the measure of reflection: considering matters of definition and depth”. Journal of radiotherapy in practice, 6(1), 191-200. Owen, N. (2011). Human resource information system. London: Kogan Page. Savage, G. (2010). Strategic Human Resource management in Health Care. New York: Springer. Shi, L. (2010). Managing human resources in healthcare organizations. New Jersey: Pearson. Tan, J. (2010). Adaptive health management information system. New Jersey: John Wiley & Sons. Taylor, R. (2004). The Aupha Manual of Health Services management. London: Routledge. Read More