Employee Resourcing - Essay Example

?Employee Resourcing Contents Employee resourcing 3 Section A 3 Section B 5 Reference 8 Employee resourcing Section A Answer The modern corporate era is exhibiting a remarkable transformation for both the HR practitioners and the HR activities. These changes are both revolutionary and evolutionary. Today the managers are more informed and the HR specialists are expected to do some value addition keeping pace with the organizational sustainability and competitive advantage. The line managers on the other hand are expected to manage the human resource as well as the other resources of the organization. The precise role of HR functions within an organization and the distribution of HR activities and responsibilities have been influenced in the modern era, by the following contingency factors: Ownership, sector, size, tradition and stage of development of an organization The degree of dynamism in the competitive environment having the influence of political, economic, social, technological, international and legal factors as the external change agents for the organization The attitude of the senior management towards dealing with the employees The implementation of unitary, neo unitary or pluralistic practice to the employment relationship The reputation, competence and track record of HR job holders and the absence or existence of the capacity or skills to resource talent efficiently. The job of the HR personnel today, are effectively influenced by the strategy of the organization. Thus it can be concluded that, the ultimate work has remained the same today whereas the way of doing it has changed drastically (Pilbeam & Corbridge, 2010, pp. 2-29). Answer 2- Today the changed way of doing jobs affects the relationship between the employer and employee to a large extent. The employees often get scared with the idea of losing job any day which is commonly known as the “here today gone tomorrow” concept, though it is possible to prove statistically that jobs in many sectors are greatly secured, still with the managerially developed necessity of change and adaptation, along with the global recession of 2009, which has enormously transformed the employee’s perspective of job permanence. The employers constantly keep on encouraging the employees to enhance their personal skills in order to maintain employability. As a result the employees get much more loyal to their own capabilities and skills. According to Armstrong and Brown (2001) the managers should not underestimate the importance of pay as a means of attracting and retaining the employees as it is considered as a factor which if can prove to be damaging if handled casually. But to generate long-term dedication from the end of the employees, it is necessary to put proper focus the non-monetary benefits too. Thus the employer-employee relationship of the modern times involve a transactional psychological contract which means they are satisfied until they have got “something in it for them” and as soon as the “something” is removed, they would opt for an alternative option. Their relationship is thus much more self-centered rather than familial (Pilbeam & Corbridge, 2010, pp. 2-29). Answer 3- The changed work patterns of the present era showcases some basic trends which are- Easy acceptance of technological changes Strong prejudice regarding minority groups Willing to acquire a work-life balance greater than their previous generation Inclination towards strong ethical practices within the organization Influenced by a global viewpoint Intolerance towards tight and bureaucratic control system Easy dealing with job insecurity (Taylor, 2005, p.46) Answer 4- Generally the hiring decision of an employer is greatly affected by uncertainty as the productivity of the applicant cannot be measured directly. In such situation the employer gets interested in getting information that would serve as the ideal statistic for the applicant’s work potential. As per Spence (1973), “signals and indices are terms used to determine his assessment of an applicant’s productive capacity. Indices are immutably fixed attributes such as sex and race, whereas signals are alterable attributes such as education, which is something that the individual can invest in” (BEHRENZ, 2001). Studies state that previous job experience and degree are considered as the two most crucial indicators of what can be expected from the person regarding his performance on the job (BEHRENZ, 2001). Answer 5- The employers apply several competency framework techniques to identify the competent employees in their organization which includes- Repertory grids- It involves dividing the employees into “good” and “less good” performers. Two good performers and one less good performer are selected and the difference between them is identified. In this way the major differences are identified and the managers are asked to provide reasons for the behavior being different. The information is then plotted in a grid like framework. Critical incident analysis- This procedure involves obtaining information which contributes toward performance, success and failure in a job. Skill questionnaires- In this process a survey tool is used for gathering information from a definite population, about the requisite skills to perform well in a job. Diaries- Here people are asked to maintain a record of the work done over a period of time, to identify which skills are necessary for accomplishing particular tasks. Benchmarking- It is a kind of drawing comparison with other organizations and comparing own practice against the “best practice” organization (Pilbeam & Corbridge, 2010, pp. 75-76). Section B Answer 1- Business ethics can be considered as the part of culture of the individual business house which sets rules of behavior by which people in the business will abide as the norms have some moral control at the same time being convenient to follow. It is a set of guidelines that are followed by people related to a particular profession or group as it makes practical sense in enabling them to perform their duties (Torrington & et al, 2008, p.741). Answer 2 – The employer ethics in the process of recruitment and selection involves an ethical approach towards the entire hiring system that includes advertising genuine jobs, not abusing the power position, gathering only the required information, not asking loaded questions, evaluating suitability on the basis of potential, implementing confidentiality in the usage and storage of candidate information and informing the candidates properly about the selection decision( Pilbeam & Corbridge, 2010, pp.186-187). Answer 3 – While discussing the difference between the recruitment and selection procedures, we must know the definitions of both the processes in the first place.  Recruitment involves searching for suitable candidates and motivating them to forward their application for jobs in a specific organization. However, Selection involves eliminating the applicants and choosing the best ones only for offering employment in an organization. Thus the basic difference between both the procedures is that, recruitment is a positive concept and selection is a negative concept. Moreover the procedure of recruitment involves job analysis, job description, job specification etc. while the selection procedure involves interviews, assessments, tests etc (attest.co.in, n.d.) Answer 4 – Organizations mostly practice three types of dismissal procedures- 1. Wrongful dismissal where the employer concludes the employment contract and thus the breach of contract takes place. 2. In case of unfair dismissal procedure the government plays a major role in protecting the rights of the employees and today only two “automatically fair reasons” exists for terminating employees- the first involves circumstances within which the employee performs some unofficial actions that has not been approved by the unions and the second involves safeguarding national security, where the employers are not held responsible for breaching the law in case of any dismissal. 3. Summary dismissal involves dismissal without notice, when the breach of conduct occurs on the employee’s part even after having knowledge about the detailed procedures. (Taylor, 2005, pp.354-362) Answer 5 – There are so many problems faced by the procedure of interview, however the following 5 issues are the most considered ones- The expectancy effect- unjustified weightage might be given to the expectations created by the candidate’s CV or application. The self-fulfilling prophecy effect- A set of questions are asked to the candidates for confirming their suitability which seems to be regular at every organization and the candidates tend to design the answers in an impressive way even if those answers reflect partial truths. The primary effect- The interviewers tend to put too much stress on the impressions obtained during the early stages of the interview. The stereotyping effect- This involves assuming something in advance about a particular group and their abilities. The prototyping effect- There is tendency that interviewers prefer a certain sort of personality irrespective of the job and the related factors (Taylor, 2002, p.173). Reference 1. attest.co.in, n.d. Recruitment. [Pdf] Available at [Accessed 11th September, 2013] 2. BEHRENZ, 2001. WHO GETS THE JOB AND WHY? AN EXPLORATIVE STUDY OF EMPLOYERS’RECRUITMENT BEHAVIOR. Journal of Applied Economics, Vol. IV, No. 2. [Pdf] Available at < http://www.ucema.edu.ar/publicaciones/download/volume4/behrenz.pdf> [Accessed 11th September, 2013] 3. Pilbeam, S. & Corbridge, M. 2010. People Resourcing and Talent Planning. England: Pearson Education Limited. 4. Taylor, S. 2002. People Resourcing. London: CIPD Publishing. 5. Taylor, S. 2005. People Resourcing. London: CIPD Publishing. 6. Torrington, D. & et al, 2008. Human Resource Management. UK: Prentice Hall FT. Read More