Describe the HRM process.
Human resource management is the process that entails acquiring, train, appraise and compensate workforce together with attending to employees’ fairness concerns, labor relations, as well as safety and health (Ivanova, 2015) . The process involves four major steps namely recruitment, selection, training, and performance appraisal. The recruitment process is concerned with attracting prospective employees who meet the requirements of the given job. The next step is the selection process which serves to sort out and eliminate applicants whose potential, qualifications, and expertise does not closely match to the job requirements. Thus, the selection process is used to choose the best candidate (s) for the job and to hire them (Ivanova, 2015) . What follows after hiring a candidate (s) is training them to develop those qualities that can make valuable to the organization. The final step of the HRM process is performance appraisal which helps deduce problems (if any) in the whole process. If the candidate’s performance is dismal, a different technique or additional training should be applied to improve their performance. In the case where a different technique or additional training fails to yield any improvement, then the process of selection may be flawed. The solution is to repeat the whole process right from the recruitment process. Additionally, if the selection process happens to be limited then an adjustment to the recruiting process needs to be done (Certo & Certo, 2015 ).
Handling the recruitment process
In Human Resource Management process, effectively handling the implementation of the recruitment process is vital. Essentially, job analysis provides a sufficient recruitment structure by cross-examining precise areas for the most suitable candidate. One way in which the recruitment process is handled is through sourcing for candidates via website tools for example Monster.com. When done accurately, the subsequent steps in the HRM process runs smoothly till the most qualified candidate is found.
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Handling the selection process
When the candidates meeting the job requirements have been singled out and matched with the job position, the hiring process follows. In the hiring process, interviews are conducted to get the best out of qualified interviewees. Thus, a properly conducted recruiting process means that a better quality of interviewees is invited for the interviews, that is, recruitment forms the basis for efficient selection, compensation, training, as well as development and performance appraisal. Additionally, if the recruiter works in collaboration with the HR manager to search for a candidate who is more qualified than the initial job requirements, then it promotes employee diversity and works to the advantage of the organization
Role managers play in recruitment and selection process
HR managers play a vital role in formulating the strategies and procedures that the company will employ when searching and recruiting qualified applicants. Additionally, they act as mediators between the organization and the selected candidates, that is, they take up the role of explaining as well as elaborating the policies, terms, and conditions as they pertain the contract between the company and the prospective employee (Manchester Metropolitan University, 2018). Moreover, with appropriate support from the HR manager, hiring managers play a crucial role in preparing the job description as well as a suitable advertisement post to capture the attention of many candidates. The hiring manager also devises the interview questions and other applicable selection methods for instance presentations if required (Manchester Metropolitan University, 2018). Lastly, hiring manager ensures smooth and effective induction is conducted.
The benefit of the HRM process
An organization with a formal HRM process benefits a lot since the process is an important source of competitive advantage through updating of the organization’s managers laws that should be adhered to in the specific nation where they are conducting business.
Drivers of increases or decreases in retention/attrition rates in an organization
Five major drivers affect an organization’s retention or attrition rates by either increasing or decreasing it. These drivers include characteristics of the organization, workforce relationships in the organization, rewards, career opportunities, as well as job design and work.
Measures that an organization could adopt to improve retention and help keep good talent
An organization needs to lay down measures to ensure more employees are retained, and turnover is minimized. One of the measures that an organization can apply is to ensure that the hiring process is selective from the beginning, that is, avoid hastening the process and execute it diligently and carefully with more emphasis on integrity, attitude, and diligence in addition to academic qualifications, skill set, and experience (Recruiterbox, 2018). Secondly, ensure that the workforce receives their full payments on time together with other bonuses the organization may award the employees. Thirdly, it is paramount that the organization keeps a flexible working schedule for employees with occasional vacations, travels and so on (Recruiterbox, 2018). Fourthly, an organization should provide a comfortable working environment and culture to new members till they are ready to execute tasks on their own. Lastly, to motivate and retain employees, recognizing their efforts and acknowledging it through rewarding is crucial.
References
Certo, S., & Certo, S. (2015). Modern Management (14th ed.). Welwyn Garden City: Pearson Education UK.
Ivanova, A. (2015). Analysis of The Processes Of Human Resource Management. Case Fashion Unit Oy. Retrieved from https://www.theseus.fi/bitstream/handle/10024/87813/Ivanova%20Anastasiia.pdf?sequence=1
Recruiterbox. (2018). 6 Sure-fire Ways to Improve Employee Retention. Retrieved from https://recruiterbox.com/blog/6-sure-fire-ways-to-improve-employee-retention
Manchester Metropolitan University. (2018). Manager's Guidance: Roles and Responsibilities in Recruitment and Selection. Retrieved from https://www2.mmu.ac.uk/humanresources/managers/recruiting-your-team/managers-guidance/roles-and-responsibilities/
