The human resource department in any organization deals with the hiring, training, managing, and dismissing of employees when circumstances warrant. The role of human resource managers is to oversee the administration of employees. The human resource department is responsible for ensuring employees are provided with sufficient infrastructure to enable them to perform its roles effectively. During the hiring of a new resource manager, caution is important in the recruitment process, as many factors come into play during managerial hiring. The recruitment of a resource manager could source candidates internally or externally, depending on the prevailing circumstances leading to recruitment. The recruitment process featured in the paper executes internal recruiting during the replacement process of the HR manager.
The process of hiring a new human resource manager for the institution focuses on internal recruitment as a source of a candidate for the position. The strategy of internal recruiting entails the appointment of one of the existing employees into the position of Human Resource manager. Internal recruitment is the best ideal strategy in ensuring that the organization acquires a credible and reliable human resource manager. The reason for using internal recruitment is to ease the process of orienting a new manager (Stewart & Brown, 2019). Internal sourcing will provide a manager who already has an idea of the status quo in the organization. Internal sourcing will also endure that new manager bonds easily with the other members in the department.
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The federal employment regulations are significant in ensuring that the process of hiring, managing, and firing employees is done by the law. One of the federal employment regulations that would constrain the recruitment process is the Federal Employment Compensation Act. The regulation requires compensation for dismissing an employee from work. The Act protects the illegal firing of employees from employment. The organization would have to compensate the former Human Resource manager of any benefits depending on the prevailing circumstances leading to his/her dismissal (Stewart & Brown, 2019). Another employment regulation that might constrain the recruitment process of the new Human Resource manager is the Employee Polygraph Protection Act. The constitutional provision restricts the use of lie detectors during the interviewing of a candidate. Honesty is important in identifying the ideal candidate for the position.
I would ensure the effective socialization of the new Human Resource manager through the organization of orientation programs for the new manager. Upon appointment, the new Human Resources manager will be familiarized with all the members of the Human Resources department. Moreover, the organization is looking forward to organizing an organizational induction forum that will involve all the organization employees and management (Stewart & Brown, 2019). The induction forum will aid the new Human Resource manager in socializing and developing an efficient rapport with fellow managers and the rest of the workforce.
Reference
Stewart, G. L., & Brown, K. G. (2019). Human resource management. John Wiley & Sons.
