Human Resources Management Methods - Essay Example

Research Summary

The primary goal of this research is to define the role of human resource management in general and to identify the ways in which HRM can affect overall performance of organizations. Within a framework of this research, it has been defined that HRM plays a vital role in organizational development and may serve as the major contributor to organizational success. As for the more narrowed topic of this research, it is about defining and discussing in detail different methods and approaches of human resource management. In this research, such methods as personal observation, questionnaires, long-term surveys, and personal interviews are to be discussed. Apart from it, the tactics of selecting the most suitable HRM methods and approaches are considered in detail. Proceeding from all said above, the research is about the role of HRM and the tools and approaches which might help to take everything from HRM in organizations.

Introduction

The importance of human resources for organization development consists in a strategical organization of people as a business resource. This sphere manages a big range of interaction between employees and employers, and it also implements variable strategies, corporative structure, and coordinates the encouragement system through team members. This complex of actions is aimed at creating collaboration and mutual support that make a huge impact on the evolution of the organization.

Additionally, one of the most important functions of HR-management is a capacity for development. It represents a system of operations which create and promote a competitive advantage oh the company for the contribution of the novel assortment of welfares or services to the customers.

Nowadays, it is necessary to enhance an efficiency and effectivity of human resource management implementation due to myriad of the reasons. First of all, there should be developed a strategy of regulation human resources in the most productive way. Secondly, the developing of a process for a long-term strategical plan for sourcing human resources should be given to satisfy contemporary requirements. Moreover, it is also important to make an algorithmization of this procedure.

In the light of these facts, it is easy to notice that nowadays there is a crucial demand of the reconsideration and reevaluation of human resources methods. According to Shena, it is possible to provide a coherent and cohesive system for matching supply to demand based on the priorities of the business as represented through the set of rules (Shena).

• Review of the Methods in Human Resources Management

To establish the suitability of the candidate, HR-managers always use the classical approaches. According to Collins, there are four methods of job analysis (Collins):

Personal Observation. This method is directed into evaluation of the level of worker’s knowledge. For example, what are the features of materials and equipment that is used, what are the particularities of working conditions and probable hazards. Also, a manager notices the worker's understanding of the fact what the work involves and what the specific information is useful on the workplace.

Sending out of Questionnaires. This technique is normally applied by engineering advisers. Accurately selected questionnaires are transferred into job-holders for fulfillment and are returned to administrators. Notwithstanding, the taken information is frequently disordered and confused. The purpose of distributing questionnaire is to obtain the important knowledge from employers so that any mistake should primary be discussed with the candidate and, after proper improvements, may be presented to the job examiner.

Maintenance of Long Records. This method consists in the process when worker manages an everyday list of tasks he completes, noting the approximate time at which each task is started and finished. The main weakness of this method is that this system is fragmentary, for it does not give us any acceptable information on administrator relationship, the equipment used, and working conditions. Besides, it is time-consuming.

Personal Interviews as a method of human resources can be carried by the analysts with the workers and responses to appropriate questions should be registered. In the spite of it, this method is time-consuming and expensive.

In general, it can be marked easy that the job interview is the most regularly used selection method. Conversations present an opportunity for the employees and the company to introduce themselves to each other. Interviewers quiz some topics (that are related to hypothetical work) to estimate the candidate’s motivation, character and attitudes. The meeting also affords the applicant with the chance to find out more about the future work.

Accidentally, both prejudgment and discrimination sometimes happen in this manner. A woman, for instance, can mention at the meeting that she has a number of small children or some kinds of immediate household chores. In this case, there could appear a misunderstanding of interviewer and candidate in order to these irrelevant circumstances. Additionally, interviewers may unconsciously make an impact on the candidate’s aspect.

Infrequently, managers discriminate candidates based on their age, ancestry, type of school they attended or their sexual orientation. After the interviews have been managed and the analyses and examination have been implemented, the most suitable applicant will be attempted the job. That person is the applicant that best meets the job stipulation, required skills and experience, qualifications, and proficiency. The company will usually expect for the successful and determined applicant to allow the position before notifying the other candidates that they have been unsuccessful. This methodology is beneficial and helpful via avoiding a potential further problem if the favorable applicant does not want to hold the position.

• Principles for Selecting and Evaluating Assessment Methods

It is well-known, that accurately identifying and fulfilling formal assessment methods into employees selection is one of the most complex operations for HR professionals to study about. It is caused by the range of reasons, especially due to requiring particular knowledge of statistics. Wherefore understanding selection testing, measurement issues and legal issues relevant to testing, this knowledge are essential. Subsequently, this section presents guidelines and rules that help HR professionals make knowledgeable decisions about implementation of assessment methods into in their organizations. Almost all of the are based on the same criteria:

Adverse impact: promote dividing the group in two part and present weak and strong members.

Cost: is associated with both development and to administration of the assessment. Validity: allow prediction of efficiency and quality subsequent job performance.

Applicant reactions: the extent to which applicants react positively versus negatively to the assessment method.

For example, the first entry in the list is cognitive ability tests .On the spectacular side, this type of estimate is high on validity and low on costs. However, it is also high on adverse impact, and applicant reactions are only moderately favorable.

It is important to understand the implications and tradeoffs that are involved in practicing varied kinds of assessment methods. It is quite simple, algorhytmical approach for selecting “the best” assessment method, because all of them have benefits and drawbacks.

• Methods of Workforce Evaluation

Merit rating presents an integrative process of estimation the capability, effectiveness and the probability of an employee. It is evaluated for the measurement of determining payment rate, a requirement of training and for circumscribing the system for advancements and transfers (Wright.

Nowadays there are seven main methods of this procedure and four auxiliary:

• Graphic Rating Method explains candidate's abilities through the graph. His or her capabilities are described on a graph paper with the help of scale. The given characteristics are incorporated into evaluation the knowledge and ability of employees such as specific and quality of work, capacity for studying, ability to initiate, direct and supervise, also interdependence upon other officers, safety aspects and features of behavior with other employees and officers. Supporting this Merit Rating method, a statement is prepared regarding Merit Rating of each employee. Furthermore, it is represented on a graph paper to visualize the information. By this way, it makes examination process much easier and simple.
• Checking List Method is associated with quiz.: list of essential properties for the performance of a work is prepared by this method. The qualities of the employees are measured due to the abilities of such files.
• Descript Evaluation Method related to supervisor's advanced comprehensive description of the skills, efficiency and capacities of the employees under his supervision. Almost all of employees are estimated on the basis of these reports.
• Rating Procedure consists in estimating the abilities of an employee and further comparison with other candidates’ results. This method borrows the technique of joined comparison. Following this method, the potential workers are separated into effective and ineffective agents. Ultimately, it is given a score of candidate's efficiency through 'examination' process.
• Grading Method is based on the grades from examiners. In this occasion, candidates are divided for judging the ability of several employees. This is also an indirect method of employer's proficiency testing.
• Man to Man Comparison Method presents an evaluation the features of different employees from other employers. According to Kehoe, 'The five scales of performance are determined for every job in the master scale. For example, to measure the efficiency of employees, first of all, the most efficient employee is selected and after that, the most inefficient employees are selected who are respectively more efficient than average efficiency and less efficient than average efficiency. These five employees become the base for measuring the efficiency of the total employees. Every employee of the enterprise is compared with these five employees to evaluate their ability and efficiency' (Kehoe).
• Force Choice Descriptive Method. In this process, some characteristics are received regarding the enforcement of an employee on the supplied profession. When this stage is complete, some standards are established with the permission of evaluations. Employee 's performance is evaluated on the basis of these criteria. After that, it is possible to evaluate candidate's ability and competence on this basis.
• Role play: A candidate manage a counseling session with a subordinate who is not well enough at work. Conditional appraisers play as a subordinate player and evaluate the candidate. The case analysis business problem is the candidate that he or she has to analyze and prepare a written plan to discuss the action to be taken. Qualified appraisers evaluate written products.
• The other variant of Role play: candidate receives a set of facts and should prepare a convincing verbal picture of the situation. After the presentation, the candidate answers the question. Qualified examiners act as public members who asked questions and evaluate the effectiveness of a candidate.
• Group discussion without supervision. Small group of candidates receives the working task. They have to do it in the same way that they will face in the workplace. As they work on solving this problem, trained evaluators observe and estimate their effectiveness. Ultimately, supervisors discuss their evaluation to decide consent assessment of their effectiveness and preparing feedback.

Conclusion

The lack of attention to human resource aspects is common for most of organization despite of its importance. Furthermore, the inefficient implementation of HR strategies promotes the decrease of organization development. However, a study and usage of variety of human resource methods allow avoiding of such problems. Nowadays, there are some general methods associated with HR management. Their application has a different background that is specified by the type of manager-worker conversation. Nevertheless, these methods do not meet requirements and by this way need further improvement.