The first question of this assignment deals with the importance of breadth and reliability of information in finding new talents. After answering the question, the prior topic between them has to be selected so that it can make some sense. Breadth is a very important aspect in the course of HR management. It means the broadening of the experience among the HR managers so that the workplace or the organization can be benefitted and enhanced. The new talents want the exposure of their capabilities so they want new challenges in the work field by facing challenges and pressures.
The importance of reliability is also another important aspect as it deals with trust quotient of a person (Mowday, Porter and Steers 2013). A person should be much dependable to their seniors and the management. The new talents should always maintain ethics when they represent themselves in front of their seniors and that helps to keep a good employment relation. The seniors should have faith in them upon assigning any work on them. Both these aspects are very important in finding new talents so none of them can be made solely prior though the impact of reliability gives a much fair impression on the employers.
The management of the modern organizations has found new ways of exploring new talents nowadays. One of them is by using social networking sites. A social networking site like Book face is very effective on the young minds. They get attracted to use various social networking sites from a very early age. The management must see this as a new venture because a lot of young boys and girls are generally introvert and do not want to express them. They are alert and active on the social sites though (Aral, Dellarocas and Godes 2013).
The recruiters use to visit the profiles of the desiring candidates in the social networking site and if they get impressed with the kind of profiles, they tend to hire them. This works on a parallel line as for rejecting the candidates. Some other low cost means like online job sites also help them to locate the candidates and take interviews. Thus they can be reviewed. The recruiters can also review the candidates by taking online tests and creative tests so that they can judge their skills instantly. The candidates can follow the pages of the organizations on Book Face and the recruiters can contact them in near future.
The following portion of the assignment deals with the essay question that is very important in the context of Human Resource Management. The question deals with the nature of promotion and compensation in the HR management areas (Hendry 2014).
Promotion is one of the most important aspects in the employed life of a person (Seringhaus and Rosson 2012). The meaning of promotion is to advance in his professional career. It signifies his upliftment from his present rank to a higher rank. A person is only promoted to a higher rank when he has performed in his present rank or designation in a satisfactory way. This means he is ready to control a bigger role in the organization. Simultaneously, his salary is also increased. The aspect of loyalty is very significant in deciding the nature of promotion of an employee. A promotion in job also signifies a bigger responsibility and it is upon the human resource department to decide whether that person can manage the increased level of duties or not. They have to make the fact sure before the hierarchy promotes them. In case the HR department finds that he is not fit to manage the responsibilities, they can make certain arrangements to train that person.
Another important aspect of this essay question is the aspect of compensation (Leave and No 2012). Compensation is something that an employee receives apart from their basic wages and salaries. The compensation is generally regarded as the amount of money that an employee receives for contributing his best efforts to the organization and in return, the organization rewards them by giving extra money and benefits to the employee. These employees can include medical insurances, travel allowances, tickets for travelling at a certain tome of the year and others. The extra amount of money that the employee receives can be called as bonus, incentives, commissions, profit sharing and some others. The role of human resource management professionals is a key one in this aspect. They have to analyze the job profiles from the job descriptions given and assess them if the particular employee has performed well enough to be considered for compensation.
Human resource professional competency is the framework is the framework by which the different tasks have to be measured by the human resource managers to assess the performance level of the employers (Ulrich et al. 2012). The HR professionals have to perform a wide range of tasks and they have to practice their profession in a wide range of contexts. The functional and enabling competency is one of the most important competency aspects that have to be highlighted in this context. The HR managers must assess the functional abilities of the employees in different situations. They have to analyze their job roles and the ways they are performing those job roles. It is their part of work to promote the particular employees and ensure a compensation for their positive contribution to the organization.
Stake holder theory is a very important theory in the context of the management. It is generally a theory that concerns over the management of the organizations and the business ethics (Crane and Matten 2016). These things are very essential to run a business organization. This is also significant in the study of the strategic management (Hill, Jones and Schilling 2014). The stakeholders of an organization always have a sharp eye on the development of the organization. The development is closely associated with the performance of the employees and when the targets are met, the performance of the employees should be rewarded. This also concerns the promotion and compensation for the employees so that they get motivation from the stakeholders and the hierarchy.
Aral, S., Dellarocas, C. and Godes, D., 2013. Introduction to the special issue—social media and business transformation: a framework for research. Information Systems Research, 24(1), pp.3-13.
Crane, A. and Matten, D., 2016. Business ethics: Managing corporate citizenship and sustainability in the age of globalization. Oxford University Press.
Hendry, C., 2012. Human resource management. Routledge.
Hill, C.W., Jones, G.R. and Schilling, M.A., 2014. Strategic management: theory: an integrated approach. Cengage Learning.
Leave, B. and No, C., 2012. Compensation and Benefits. Policy.
Mowday, R.T., Porter, L.W. and Steers, R.M., 2013. Employee—organization linkages: The psychology of commitment, absenteeism, and turnover. Academic press.
Seringhaus, F.R. and Rosson, P.J. eds., 2012. Export development and promotion: The role of public organizations. Springer Science & Business Media.
Ulrich, D., Brockbank, W., Younger, J. and Ulrich, M., 2012. Global HR competencies. McGraw-Hill.
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