HRM in Recruitment, Selection, and Managing Talents - Coursework Example

Human Resource Management Name Date Course Human Resource Management Introduction Human resource management is a function in an organization that is aimed at maximizing the performance of the employees in order to meet the goals and objectives of an employer (Price, 2011). It focuses on policies and systems with regards to how the people are managed. It is important to explore this topic in order to fully appreciate the roles played by the human resource management within an organization. In an organizational context, the concepts of human resource management are useful in determining the efficiency of the organization in terms of utilizing its human capital to achieve the required goals and objectives. Research and development is an important aspect of human resource management that is aimed at ensuring that the organization is able to meet its future goals and objectives. On the other hand, it is also important to note that the training and development of the workforce is useful in ensuring that the future performance of the organization is improved. Workforce planning and strategic planning are also important concepts of human resource management that are aimed at improving the future performance of the organization (Hendry, 2012). Flexibility is however required in human resource management due to the changing internal and external environments that the company operates in. The paper thus discusses the concepts of human resource management in relation to the importance of workforce planning, strategic planning, managing talent and recruitment and selection. Importance of Human Resource Management Workforce planning Workforce planning is an important aspect is an organization and it involves forecasting the demand for labor and how it can be supplied within the organization. The workforce planning also involves determining the labor needs for organization and the measures that will be required for the purposes of enhancing the workforce (Schweyer, 2010). Human resource management plays an important role during the workforce planning. This is because it is involved in the recruitment and selection of the employees in the organization. The information with regards to the supply and demand of labor in the organization is a main function of human resource management and hence its importance during the workforce planning. The human resource management also plays an important role in determining the available resources that can support the labor needs of the organization. The human resource management can provide important advice regarding the number of employees who should be hired in future depending on the demand and availability of resources. Human resource management is also responsible for coming up with the job descriptions and the roles that each employee should play in the organization. This information is useful during the workforce planning as it enables the organization to know the actual labor demand. It therefore avoids the incidences of duplication of roles or the recruitment of personnel who do not have a specific role in the organization. The human resource management is also involved in the overall planning of the goals and objectives of the organization. Workforce planning goals have to be in line with the goals and objectives of the organization. This therefore makes the concepts of human resource management important in aligning the workforce planning goals to that of the organizational goals. According to the human resource management theories, workforce planning also involves the identification of the training needs of the employees. The information regarding the training needs of the employees can be obtained through the human resource activities like performance appraisals and reviews and hence the importance of human resource management during the workforce planning. Information regarding the recruitment plan is also important during the workforce planning. This information can only be obtained in the human resource management department and hence its importance during the workforce planning (Laguna, 2013). An organization may also have redundancy plans due to economic factors. The information regarding redundancy is also required during the workforce planning. The human resource management has the information and hence its relevance in the workforce planning process. The information with regards to how the organization retains its staff is useful during the workforce planning. The concepts of human resource management are thus important in determining the success of the workforce planning process. Human resource management also plays an important role in terms of ensuring that the workforce planning outcome is cost effective. Strategic Planning Strategic planning mainly involves a plan of what the company wants to do. This may include the need for diversification or development of new products. However, the strategic plan does not provide much information with regards to the how the company will accomplish what it wants. The human resource management concepts are thus required for the purpose of ensuring that the strategic plan is successful. The information regarding the personnel costs associated with the strategic plan can only be obtained from the human resource management. This is considering that any strategic plan will require a team that will implement the plan. The human resource management also plays an important role in terms of ensuring that the strategic planning is successful. This is through recruiting the new employees who will be required for the implementation of the strategic plan. On the other hand, it is also important to note that the human resource management also plays an important role in terms of soliciting requests for proposals from the contractors (Bryson, 2010). This is useful in terms of supporting the strategic plan and hence ensuring that it is successful. On the other hand, the human resource management is involved in the training of the personnel who will be required to execute the strategic plan. The human resource management therefore supports the strategic planning at different levels. The human resource management is responsible for the monitoring of any changes in the workforce. This is important for the purposes of ensuring that the strategic initiative is successful. The human resource manager management is responsible for the process of carrying out research with regards to the labor market and hence its ability to advise the management with regards to the costs in terms of the strategic planning. The successful implementation of the strategic outcome is also important to the organization in terms of ensuring that it is able to achieve its goals and objectives of the strategic planning. The human resource management is also responsible for reporting to the management on the issues that are related to status of the personnel (Bate, 2013). This ensures that the strategic initiative is successful by reporting any issues that prevents the personnel from ensuring that the outcome of the initiative is successful. Frequent consultations are also required between the management and the human resource department during the implementation of the strategic initiative. The human resource management also plays a significant role in terms of preparing the personnel to carry out the strategic planning. The personnel implementing the strategic plans will also requite the advice of the human resource management from time to time. The human resource management department is also responsible for the process of hiring overtime employees in support of the strategic plan. Managing Talent Managing talent involves the anticipation for the required human capital within an organization and planning on how to meet the needs. Managing talent is important for an organization and it plays an important role in ensuring that the organization is able to achieve its goals of efficiency in terms of the operations of the employees. Human resource planning plays an important role during the process of managing talents. On the other hand, the management of talent plays an important role in ensuring that the business value is increased. Training the existing talent is one of the methods used for the purposes of talent management. Training of the existing talent is the function of the human resource management and hence the importance of human resource management in talent management. Training plays an important role in terms of equipping the employees with news skills and knowledge required to carry out different activities (Donnellan, 2010). It is also important to note that the retention of the employees is important for an organization. Most of the employees can only be retained in an organization if their knowledge and skills can be enhanced within the organization. The employee retention issue is an important aspect of human resource management. This is useful in ensuring that the company has a qualified staff incase of changes in the market. Managing talent also requires an organization to have highly qualified personnel that will enable the organization to meet its goals and objectives. The recruitment and selection process is a function of the human resource management and it is responsible for ensuring that highly qualified personnel are brought on board. This is an indication that the human resource management plays an important role in contributing to talent management. However, it is also important to note that it may not be possible to recruit only the highly qualified personnel and hence the need for training the employees as part of talent management. This is useful in ensuring that the skills within an organization are enhanced. Increasing the employee loyalty is also an important function of the human resource management (Rueda-Armengot, 2011). This can be achieved through improving the contract terms of the employees and ensuring that they are loyal to the organization. The management of talent can only be possible with the presence of employee loyalty. This is an indication that the human resource management plays an important role in ensuring that the organization is able to achieve its goals and objectives of managing talent. The human resource management is also responsible for streamlining the recruitment and selection process as part of the talent management process. Recruitment and selection Recruitment is the process of identifying the need for filling a particular position to the point of receiving the application forms of from the interested candidates. Selection is the process of choosing the suitable candidate to fill the position from the list of candidates who have applied for the post (Gavin, 2013). Human resource management is responsible for coming up with salaries and remuneration for the employees depending on the nature of the job. This is an indication that it plays an important role in the recruitment and selection process. It is also important to note that the human resource management personnel are responsible for carrying out the entire recruitment and selection process. The interviews are usually carried by the human resource management personnel and hence the importance of human resource management I the process. The advertisement of the vacant position is also the responsibility of the human resource management. This is considering that the advertisement is the most important aspect of recruitment. It is through the advertisement that the candidates are able to know of the vacant position. The involvement of the human resource management in the recruitment process is therefore to a large extent which indicates its importance. It is also the responsibility of the human resource management to ensure that highly qualified personnel are recruited in the organization. The human resource management is also responsible for collecting information in the market with regards to the recruitment and selection. This is also useful in ensuring that the most qualified candidate is recruited for the particular post. Human resource management is responsible for selecting the most appropriate method to be used during the recruitment and selection process. Various methods of recruitment and selection are available and they can be used depending on the nature of the post that needs to be filled. It is also important to note that the recruitment and selection process may be costly to the organization depending on the nature of the position and method used. It is therefore the responsibility of the human resource management to ensure that it utilizes a cost effective method while at the same time it selects a highly qualified candidate for the position (Volpone, 2013). The human resource management is also responsible for the development of a job bank for the purposes of making it easy for the organization to carry out the recruitment and selection process. The human resource management is thus heavily involved in the process of recruitment and selection and hence its importance. It is also responsible for ensuring that the recruitment and selection process is in compliance with the employment laws. Conclusion In conclusion, it is evident that the human resource management plays an important role within an organization. It is important in ensuring that the recruitment and selection process leads to the hiring of highly qualified employees. It is also evident that it provides support to the organization in terms of the strategic planning. Human resource management is also plays an essential role in managing talent by ensuring that the skills of the employees are developed through training. The workforce planning is also dependant on the human resource management for providing information with regards to the demand and supply of the workforce within an organization. The functions of human resource management are thus important for ay organization. List of References Bryson, J, 2011, Strategic planning for public and nonprofit organizations: A guide to strengthening and sustaining organizational achievement (Vol. 1), John Wiley & Sons. Bate, J, 2013, The power of strategy innovation: a new way of linking creativity and strategic planning to discover great business opportunities, AMACOM Div American Mgmt Assn. Donnellan, B, 2010, Managing talent in knowledge-intensive settings, Journal of knowledge Management, 14(3), 486-504. Price, A, 2011, Human resource management, Cengage Learning, New York. Hendry, C, 2012, Human Resource Management, Routledge, London. Schweyer, A, 2010, Talent management systems: Best practices in technology solutions for recruitment, retention and workforce planning, John Wiley & Sons. Laguna, M, 2013, Strategic Workforce Planning: A Rigorous Simulation Optimization Approach, Positioned: Strategic Workforce Planning That Gets the Right Person in the Right Job, 135. Rueda-Armengot, C, 2011, Managing talent for organisational learning, European Journal of International Management, 5(5), 540-557. Gavin, M, 2013, The role of trustworthiness in recruitment and selection: A review and guide for future research, Journal of Organizational Behavior, 34(S1), S104-S119. Volpone, S, 2013, Diversity Staffing: Inclusive Personnel Recruitment and Selection Practices, The Oxford Handbook of Diversity and Work, 282. Read More