Staffing the Contemporary Organization - Example

Human Resource Management Name Institution Every organization has its goals and missions to achieve through the direction, planning as well as coordination of the available resources. Human resources management provides an organization with the effective and efficient work force that ensures these goals and the mission of the organization are achieved. In this case therefore, an effective human resource management system has a critical tool for bringing the needed number of people having the expected attitude as well as skills to work as one for the benefits of the organization (Kleynhans, 2006). Based on the reasons stated above, human resource have tools and activities that help individuals who are employed to possess all the necessary qualities required so that an organization becomes successful in its agendas. According to Caruth, & Pane, (2009), human resource managers consider job descriptions a valuable tool for HRM, but often they are poorly written. However, one of the major role and responsibility of human resource management is the job description and specification which must be very valid, which has the position and what it entails, duties and skills required, the minimum experience needed and many other details need for the task. According to Seventh heaven, the human resource manager’s dismissal was more costly than the cost that the organization intended to cut. There are numerous problems associated with human resource management in the organization, such as retention and development of valuable employees, poor recruitment activities and poor strategic measures to attract new people for the available positions in the ‘Seventh Heaven’. The advertisement on the resort position is a manifestation of poor management system of the human resource in the organization because it lacks many aspects. According to Caruth, & Pane, (2009), job description is an important human resource management tool and is the basis recruitment, selection, and appraisal for employees (Kleynhans, 2006). It should specify the occupation, the employees duties must be clearly stated, and benefits such as salary scale. Experience as well as the required training must also be clearly stated. According to the advertisement of the ‘‘Seventh Heaven’’, the attribute of the benefit expected from the job (such as salary scale) is lacking, the position is not clearly stated, the required training or experience are also lacking, and so is the occupation. Job description as stated above is a very valuable management tool for human resource. However, the many problems that arise from poor job description as shown by the advertisement of the resort position are as a result of poor human resource management system in the organization. Such problems must be taken care of by taking into account the precise characteristics of a job description exercise. The following statements are the key elements that must be included when developing a job description: i. The employee’s duties, tasks, and responsibilities must be well stated and explained in order to avoid confusions. ii. The job description must clearly describe what is needed from the employee in order to avoid cases as shown by the advertisement for example by the Seventh Heaven, whereby certain specification may have nothing to do with the needed employee making a success of the job iii. Expectations must be stated in terms of the flexibilities and promotions as far as they are concerned. The description document must be well updated enough to encompass all these expectations The process of describing a job involves putting all the details, the pros and the cons, i.e. all the good things about the job (benefits) and the negative aspects of the job as well so that the employer and the employee must consider and agree on al the terms and conditions of the job. In this way, difficulties that may arise in the future are reduced. Job analysis involves gathering information relevant to the job in terms of its nature as well as the duties and responsibilities involved and the right employee suited for the job. Job analysis is also a very crucial component of human resource management programs. It is an effective analysis program aimed at solving some of the personnel problems such as job difficulties. The analysis of the job enables the human resource department to have the relevant important prospects about the organization in the process of scrutinizing the best candidate for the job. The process enables the department to address the key important aspects of the job itself and the required candidate for the job in terms of the tasks, the nature of the job, responsibilities, qualities and the right experience required for the job (Kleynhans, 2006). Through the major components of job analysis, the job descriptions and job specification, the following two types of job analysis are very important in connection to the labor management functions such as recruitment, training, etc. Types of job analysis may have the task orientation or person orientation and all leads to job specification or/and job specification. Interview Interview is one of the analyses of the job that is personal oriented in the sense that the interviewer examines the job incumbent by following some pre-agreed format. Normally, the interested candidates come all at ones and are interviewed one at a time and finally the results are aggregated. However, since it is based on personal analysis this process has its advantages and disadvantages. As stated above, the major advantages of this type of job analysis is that it can either be grouped or individual based (Kleynhans, 2006). The interview can also be either structured or unstructured. However, the major disadvantages of interview is that it lacks standardization and normally prone to distortions as well as exaggeration. It the most widely used type of job analysis as well. Observation: Observation is also another type of job analysis mainly for physical activities. Observer (s) examines the job incumbent following all the skills and experience as applied by the candidates for the job. Meanwhile, the observer makes important notes and asks relevant and specific questions to test the candidates’ abilities as far as the job is concerned. Conversely, the candidates may observe and ask questions as they apprehend the tasks being performed by the experienced section of the workers. According Kleynhans (2006), as an individual observes more frequently, a better understanding of the job is developed. The modern world is dramatically changing to an internet revolution whereby the internet becomes the driving force for the change. In the last decade, and more importantly this century, internet has emerged as the greatest tool for transformation and changing the industrial revolution from over 200 years ago to the modern day technological world (Kleynhans, 2006). With a great speed, the internet is greatly penetrating the lives of many people in terms of how they work, play, shop, learn, communicate, and attend to family matters. According to Caruth, & Pane, (2009), people share their thoughts and ideas over the internet and thus has also become a platform for searching for employment as well as for looking for employees. Although the Seventh Heaven believes in using the internet to advertise their jobs, the resort should actualize the advantages and the disadvantages of the online recruitment method. In other words, how you enter this world with your recruitment campaign is up to you, but do it right and you can get access to a very attentive audience. Advertising jobs online has the merit of speed since the method is quicker than the traditional methods and other methods of advertising jobs. It also have a 24 hour coverage to people and penetrate many people thus is highly targeted by the majority. In addition, it has the components of application tracking and other management tools as well as the automated renewals. More importantly, it very cost effective. However, using the internet to advertise their jobs, Seventh Heaven may regret suffering the limited formatting problem that is available in the internet (Kleynhans, 2006). More than that, online advertisement is highly reliant on the quality of the advertisement which as shown in the case of Seventh Heaven, is very poor and may be a heavy blow to the recruitment and selection process of the organization. It is true that many companies, according to Cardy, (2011) have been used to an era whereby most of their fundamental business operations rely on the internet at an increasing rate. This reliance on the internet has created challenges as well as risks that in most cases require a different perspective of thinking about the incidence responses as will as business future planning for growth and sustained developments (Bohlander, 2007)). However, before thinking of advertising their jobs over the internet, the company should have an excellent, effective, and efficient human resource management that have the correct task of describing the jobs first before they are advertised. According to Bohlander & Snell (2007), an effective human resource management system has a critical tool for bringing the needed number of people having the expected attitude as well as skills to work as one for the benefits of the organization. In the same way, as stated above, the many problems that arise from poor job description as shown by the advertisement of the resort position are as a result of poor human resource management system in the organization (Kleynhans, 2006). Therefore, the Seventh heaven should strengthen the human resource management first in order to competitively advertise jobs, recruit, select, retain and train its employees. References Bohlander, G. W., & Snell, S. (2007). Managing human resources. Mason, Ohio: Thomson. Cardy, R. L. (2011). Performance management: Concepts, skills, and exercises. S.l.: M E Sharp. Caruth, D. L., Caruth, G. D., & Pane, S. S. (2009). Staffing the contemporary organization: A guide to planning, recruiting, and selecting for human resource professionals. Westport, Conn: Praeger Publishers. Jones, J. W., Steffy, B. D., & Bray, D. W. (1991). Applying psychology in business: The handbook for managers and human resource professionals. Lexington, Mass: Lexington Books. Kleynhans, R. (2006). Human resource management. Cape Town, South Africa: Pearson/Prentice Hall South Africa. Miller, A. R. (1982). Work, jobs, and occupations: A critical review of the Dictionary of occupational titles. Washington, D.C: National Academy Press. Quayle, E., & Business & Legal Reports (Firm). (2006). 5 mistakes everyone makes with job descriptions and how to avoid them. Old Saybrook, CT: Business & Legal Reports. Read More