Human Resource Management - Essay Example

? Human Resource Management Table of Content Executive summary………………………..,,…………………………………..3 Introduction…………………………………………………………….32. Discussion ……………………………………………………………...5 2.1. Environmental factors ………………………………………………….5 2.2. Problems ………………………………………………………………..5 2.3. Analysis to the problems ………………………………………………6 2.3.1. Recruitment process ……………………………………………….6 2.3.2. Promotion ………………………………………………………….6 2.3.3. Job satisfaction …………………………………………………….7 3.1. Recommendation ……………………………………………………...8 3.2. Conclusion …………………………………………………………….9 Executive Summary From scholarly research, the success and failure of many global organizations have been attributed to the Human Resource department to a larger extend. For instance, staffing and hiring are crucial areas in many organizations under the docket of this department. Therefore, the human resource department has the responsibility of regulating the number of employees in an organization. Some organizations prefer internal recruitment while others source for external staffs. The recruitment approach adopted by an organization would promote employee satisfaction or would demoralize employees. Largely, many organizations tend to make human resource policies, which would lead to employee satisfaction. The role of human resource department in an organization is very crucial since it influences the employees’ relation. Management theorists identified the role of human resource department in an organization and argued that motivated human resource would deliver organization target. 1. Introduction The success of any organization depends on its human resource. Motivated human resource would strive to meet the goals of the organization while demoralized employees would conduct their duties in a clumsy manner. Every organization has to be sensitive to the human resource department because it is the motor engine of an organization. When human resource of an organization fails, the success of the organization is at stake. This means that the department must work in conjunction with other departments to realize the set goals and objectives. Developing appropriate policies in an organization motivates and provides an opportunity for employees of an organization to gain promotion. Aim The intention of this paper is to explore the human resource relation in ninemsn Company. The paper will further examine the policies that the ninemsn company applies in relation to human resource hiring. Background Australian company ninemsn provide a wide range of services to its clients in media practice. The company offers the following services to its customers, publishing of Magazine and TV brands, MSN online services, news Websites; Web based email services, entertainment among others. It also offers information in many fields such as health, business, lifestyle, shopping and travel among others. The company products attract large number of customers thereby influencing the number of workers that the company has to employ in order to meet the need of its customers. The labor force of the company includes IT technicians, sales executives, accountants, customer care executives, directors among others. Such labor force requires comprehensive human resource planning and management in order for the company to meet its goals. Scope ninemsn Company offers media services in Australia and beyond. This report focuses on human resource department of the organization. Methodology This report intends extracts company information from company website, on line information and newspapers. The aim is to identify internal human resource practices adopted by the firm. Assumption and Limitations ninemsn provide no public reports about its human resource department. In this regard, the report assumes that the company is likely to encounter similar weakness explained in human resource management theories. Plan The report intends to examine external and internal factors influencing human resource strategy of ninemsn, SWOT, analyze, and present recommendation for the problems. 2.0. Discussion 2.1. External and internal factors External factors that influence human resource department of the company are company customer demands that influence service delivery of the company. Internal factors that influence the operation of the company are primary goals and strategy developed by the company. The company strategy aims at meeting a certain target provided by its shareholders. The company has achieved notably in through the effort of the social product team as indicated in the graph below. Figure 1: Graph of Ninemsn Company on audience in Australia Accessed on November 30, 2011, from http://share-wars.com/wp-content/uploads/2011/09/nielsen_netwView5.jpg 2.2. Problem Research on employee staffing and recruitment indicates that ninemsn Company likes hiring external employees. Sales and accounts executives of the company alluded that the company has failed to acknowledge their experience during internal interviews. This is another area, which demoralize the employees of the company. It is evident that the company hiring policies favored hiring of external staffs. This method of employee recruitment has both merits and demerits. Management consultants argue that external recruitment has the following benefits to the company; it offers an opportunity for a fresh executive to join the company- new employees usually come with new tactics of handling issues in the company. Further research on recruitment method employed by ninemsn indicates that sometimes the company recruits internally. 2.3. Analysis of the problem External hiring gives the company an opportunity to choose from a large pool of applicants (Nankervis, Compton & Morrissey, 2009). Job advertisement usually attracts a large number of individuals who wish to join the company. On the other hand, external recruitment has the following criticism; it takes longer time to identify the prospective employee. Selecting and short-listing of the right candidates for the vacant position usually consumes a lot of time. The company has to advertise for the vacant position and conducts interviews, which leads to company spending. Another criticism against external recruitment argues that during the selection process the interviewing panel may fail to identify the right person for the post making the exercise very expensive. 2.3.1. Recruitment process Many employees of the firm claim that the company should employ internal recruitment method because it offers the following opportunities to the company and its employees; it is not expensive because the company does not incur any cost in advertising and selecting process, the company has knows the weakness and strength of the individual recruited. This motivates other employees to work hard to achieve similar position. Critics of internal recruitment process claim that it limits potential applicants for the vacant position, promotes old techniques of doing things, and perpetrate hurt feeling among employees. 2.3.2. Promotion Research on employee relation indicates that Ninemsn Company takes along time before promoting its employees. Reports from account and sales executives indicated that some executives have worked for more than two years without receiving information about their promotion. This is quite sickening because many employees prefer receiving information that would motivate their morale to perform. The research also identified that the ninemsn contracted new staffs who are less experienced. An employee of the company indicated that former employees of the company trained new employees. Many employees of the company do not like training or assisting new employees who come to take up their positions in the company. Many sales and accounts executives are not happy with human resource policies of the company. Criticism of the above research report provides alternatives to the company human resource department to improve some areas in selection and hiring of employees. It is the duty of the human resource department in a company to recruit and fire employees (Armstrong, 2006). Evaluating the impact of hiring method is essential since it would eliminate employee demoralization. The company should appreciate the potentiality of its work force by offering promotion. Other methods of motivation that human resource department of the company can use include shortening the probation period, developing policies that promote employee recognition among others. 2.3.3. Job satisfaction The motivation theory argues that motivation improves employ performance and job satisfaction (Gorman, 2004). Job performance usually depends on individual’s experience, education, and training. Many employs who offer effective services to the company have the required education, skills, and interest. Lack of interest usually leads to poor job out put. Rewarding workers for their job performance usually influence the way employees would conduct their activities in the company. Another vital area that influences job performance is the touch between the company management and the employees. When the company management is closer to its employees, it would record high work turn out. Largely, many employees feel bored when the company does not recognize their efforts. Employee retention in the company is crucial for its success. The company growth depends on motivation of the human resource. Employee retention refers to the ability of the company to identify desirable employees and maintain them in the company. Some companies are not willing to lose their best staffs. Strategic approach to retain them in the company influences the output of the company. Largely, the company would use every means to motivate and retain the best staffs. Some ways of retaining staffs in the company includes offering promotions, offering salary increment and allowances, recognition, and advancement (Miner, 2007). Loosing company turn over is quite expensive to many companies than retaining best staffs. Many approaches taken by the human resource department should balance employee’s interests and the company’s. Effective human resource policy would lead the company to achieve its goals. Employee’s training is important since it influence the work output of the company. When a company hires an employee who has right education and experience, it would avoid incurring cost in training and induction of the employee to the company. During the selection process, comprehensive selection and hiring procedures would lead the company to hire the right personnel for the vacant position. 3.0. Conclusion In conclusion, human resource management is a function, which recruits, train, motivate, retain, and address issues of workers in a company. Recruitment process involves declaration of vacant positions in the company, selecting and hiring of new employees. The process is essential in the company because it ensures that the company has the right number of personnel. Motivation of workers involves identifying and promoting factors, which would boost the morale of the workers. Largely, motivation would influence the work output of a company. Recognition of employee contribution to the company is very essential because it would boost the morale of other employees. Some methods of employee motivation include promotion and increasing employee’s benefits among others. Many companies like retaining the best workers in order to avoid losing their output. Generally, the gap left by a dedicated employee of the company may be hard to fill. Job satisfaction provides an opportunity for employees to deliver the utmost out put to the company. Policies, which influence job satisfaction, should work towards promoting employees interest. The success of many companies depends on effective human resource department. 3.1. Recommendation The research paper recommends that the human resource department of the company should conduct a research on issues affecting employee motivation. This would provide an opportunity to the company to identify areas, which require improvement. In providing support to what Messmer (2011) denotes, employee motivation is vital for the success of the company. This is because demoralized employees may weather the good customer relationship that the company enjoys. The research also recommends evaluation of internal employees to take up the vacant position because it would save the company from incurring expenses in the recruitment process. The research further recommends that the company should identify ways of retaining its best workers. Promotion and increasing benefits to the employees would help the company to retain the best workers. References Armstrong, M. (2006). A handbook of human resource management practice. London: Kogan Page Publishers. Gorman, P. (2004). Motivation and emotion. London : Routledge McDaniel, C. & Gitman, J. L. (2007). The Future of Business: The Essentials. Hampshire: Cengage Learning. Messmer, M. (2011). Motivating Employees For Dummies. New York: John Wiley & Sons. Miner, B. J. (2007). Organizational behavior: From theory to practice, Volume 4. California: M.E. Sharpe. Nankervis, A., Compton, R. & Morrissey, B. (2009). Effective Recruitment and Selection Practices, 5th ed. North Ryde. NSW: CCH Australia Limited. Read More