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Objectives of Human Resource Department

Question:

Discuss about the Professional Practice Preparation for Recruitment.

Personnel planning are an important function of any organization; most of the important activities are dependent on the work force planning within an organization. For ensuring that all the functions within the organization, a number to methods are needs to be undertaken so that recruitment process is effective. The objectives of human resource department are to recruit and select employees based on the requirement of the organization, to train those employees for better performance. The right selection of employees will only be possible if the organization takes the standard measures for recruitment. It is very important the right person be selected for the right post. Recruitment is done by examining the skills of the employees and matching the requirements of the post. The employee normally selects the employee who meets the criteria for selection. The shortage of the skills of the employees leads to his or her efficiency in tasks. Lack of skills and rapid technology has created pressure on the employers to recruit the best quality of manpower of the organization.

According to Cohen et al. (2013) the process of searching an employee and making them apply for jobs within an organization is known as recruitment.  The process depends upon the recruitment policies, job postings and details, advertising, job application and interviewing process assessment, decision-making, formal selection and training. The right recruitment policies if not undertaken often leads to problems in effective delivery of product or service, which might lead to customer dissatisfaction. Often it is seen that there is biasness in the recruitment process. Biasness in the recruitment procedure especially the selection process brings bad name to the organization. There are two types of recruitment, internal recruitment and external recruitment. It is the duty of the employers to select the appropriate type in the appropriate circumstances. Some of the organizations practice internal requirement that is not necessary all the time. Some organizations do not practice the recruitment policies with ethical considerations. They hire any employee for monetary or other benefits. This puts the organization in huge risk as the employee selected might not be a employee that the organization requires because of lack of skills. Recruitment of an ineligible employee will put the organization at risk. For important posts in an organization, three to four rounds are conducted. The accurate way is skim the finest work force through the various process of recruitment. If a employees are ineffective then the employers will have to pay extra amount for the recruitment of new employees or may be provide training, so that they can save time and money. Employees are required to be hired using the right method that depends upon the position in the employee is to be hired and the nature of job that will be performed by him. In the industry it is often seen that very generic models of recruitment and selection are considered, which are not that much effective. Another most important issue is that there are certain qualities that are present in the employees that lead to misconduct; it is very difficult to judge those traits in an employee through the generic methods that are most commonly used for recruitment and selection.

Types of Recruitment and Issues Related to it

Target Australia conducted an interview in which I had appeared, it is a retail chain. I had applied for the post of HR executive in that organization, prior to the a job   interview an aptitude test was conducted, since I had qualified that test I was called for the job interview. There were approximately 25 other candidates who had cleared the first round and had been called for the interview. The interviewer was a lady, she asked me my brief introduction. I told her about my educational qualification. The questions that the interviewer asked me were

What are your strengths and how do you think these strengths are beneficial for this organization.

My biggest strength is that I am very patient and I think that this particular quality of mine can help in managing the diverse work force of any organization.

What made you choose human resource management as your course

Since my childhood I had the quality to influence and lead people, my ability to motivate people to move forward in the right direction made me choose this human resource management as my course.

Target Australia is one of the famous organizations in Melbourne, this is a retail company and I think the qualities that I have, good communication skills and being patient can make help me take up complex tasks like training and development in this field.

What do you know about the Organization?

Target Australia Organization is one of the leading organizations of Melbourne, it is a retail chain that specializes consumer goods. The parent company of Target Australia is Wesfarmers

In any Organization what I believe the most difficult task is to manage different people, who have different perception, thoughts and personality and handling conflicts is such situation is the most difficult task. According to me the best way to handle such situation would be not being biased and pass judgments that favors only one party. I will listen to both the parties will give and tell them to cooperate and respect each other. 

All employees are different and I think their needs and drives are also different, one cannot motivate an employee by giving incentives, who does not get motivated by monetary rewards. Rather we will have to find out what appreciates him may be a recognition for his work.

Since I am grown and brought up in Melbourne my first preference would be to work here but if I am offered a job outside Melbourne and my pay can support my expenses in another city then I will take up that job without hesitation.

Interview Experience

A theory on psychological types by Carl Gustav Jung was proposed during the First World War. In his initial research his focus was on understand how conflict arises and how to find its resolution. In its last version, published in 1921, his theory became and widely acceptable model that could be used not just to handle conflict but also for personal and cultural development (Trevino and Nelson 2016).

The typological functions only described the problem and not its solution which is the transcendent function. The theory was used for classification - which raises more concerns. From the early 1930s to the late 1950s, Jung raised many issues and he criticized that his theory was being used in an inappropriate way, but these were mostly ignored. The result was that Myers-Briggs typology developed was completely directed in a different direction to the Jungian typology. The most significant differences are:

The theory of Myers-Briggs theory divides all individuals into 16 categories that consists of dominant-auxiliary function combination. As per the theory type is innate and fixed. Personal development aims to make people better and have more balanced version of your type.

 The Jungian theory sees the types as reference points for the development of the transcendent, function. Type often changes during the lives of the individuals. It aims at development to transcend a person’s type and become an increasingly unique personality.

For using a geographical analogy, Myers-Briggs typology has created sixteen countries that which describes in a very explicit way, the borders and no migration between them. Jungian typology has created eight landmarks that can be used to take oneself out of the territory into a new world which has not been explored before. (Marchington et al. 2016).

The main criticisms of MBTI are:

The types types do not describe individuals and they are merely stereotypes

The MBTI puts restricts individuals to use a combination of the various preferences.

Barbum or the Forer effect is the reason for the descriptions to appear accurately

A bimodal distribution for the preferences is not shown by MBTI data, which is expected if the personality of all the people fitted into one or the other category.

One cannot depend on MBTI, especially when the claim is that, type is innate and remains the same throughout life.

There is no evidence that would support the claim that MBTI can be used to predict job performance (Thite, Budhwar and Wilkinson 2014).

Jungian and Myers-Briggs Typology

As per the Criticisms MBTI is simple and often simplistic on their own, since it oversimplifies and hence represent Myers-Briggs theory wrongly. As per the Jungian perspective, there are some logical criticisms that synchronize with Jung's theory. These criticisms are only related to the interpretation and rather the Psychometric performance of the MBTI and this is a good thing. The Jungian approach can be used to address most of the criticisms  which means  recognising that:

The types are basically stereotypes.

Some individuals can be close to  specific  types, while others might be in a middle group that is not close to any one type.

Type preferences keeps changing, they are not same throughout the lives of individuals.

In the present scenario, it is very important to have a good degree. Being a graduate in not enough sometimes, it is important have a degree of Post graduation helps them. When someone has additional knowledge of the subject compared to the others it helps them get a better job with a good salary. What is being studied in graduation is more like an introduction to the subject but in masters the complete knowledge on the subject or course can be gained. In post graduation, an individual learns much more than what he learns in graduation. It provides a deeper knowledge on the subject. Many things might not be taught in graduation like, how to do research, data collection, sampling and analysis of the data, all these things are taught in post graduation. Moreover, a post graduation degree helps us to get a better job compared to a graduation degree (Cohen, Ornoy and Keren 2013).

Masters in Business Administration 

Full time      

Mode

Duration

Attendance

Start date

Full time

1year

2 days a week

December 2017

Full time

2 years

2 days a week plus placement year

December 2017

One can get an opportunity to go on industrial tours

One can take advantage of the University’s on-site galleries

One can learn one foreign language of their choice

What will you study

The emphasis of this course will understand the art and science of management. The students will be introduced to a wide variety of businesses, collections and professionals. One can gather knowledge about economic and legal contexts of the professional practice. It will provide the students knowledge about the management of various departments within an organization. After the completion of the course, the individuals will gain the ability to apply the different theories of management. One can have the knowledge of a particular stream of Management, Marketing, human resource, finance.

Importance of Post-Graduation Degrees

International experience in the field of human resource management is very important because it helps the scholars to know about the cultures of different people across the world. When one is aware about the cultures around the world it would not be difficult in handling the diverse work force. In present scenario geographical boundaries does not stop people from looking for jobs in another countries. International exposure will provide the HR executives a better understanding and an ability to manage the diverse workforce in any organization. People from different countries when they work in an entirely different country they often find it difficult to adapt or adjust in an different environment, in that case the hr executive can help those employees to adjust in a new environment. They can effectively handle intercultural conflicts, they can act as peace makers in those situations because they can understand both cultures. HR executives have a in depth knowledge of human behavior at workplace, this will help them in motivating them their employees at the workplace. Having an international exposure generally helps people to easily work in any other international environment (Beardwell and Thompson 2014).

Consideration of business ethics is an significant role for any business owner or manager's job. The human resources executives have to deal with different types of ethical challenges; because it is a department that handles human resources of an organization. HR management encompasses with many ethical hurdles that can destroy the reputation of any company or financial sustainability if not managed efficiently. It is very important to understand the role ethics plays in human resource management for any business owner, irrespective of the fact that whether it is a local startup or a multinational powerhouse. Ethics is important because for sustainability organization needs the cooperation of the employees and the trust of the employees. If the organization fails to maintain the trust of the employee and its customers then only it can survive in the market. There is too much competition, being ethical is a very rare thing and the employees who maintain ethics in all their functions especially the  human resource functions (Chelladurai and Kerwin 2017) .

Not paying attention to the ethics might often lead the organization  in to trouble, the problems faced by organization if they do not follow ethics are

Legal obligation- When an organization does not practice ethics in their HR policies and practices they often have to fight legal battles. If the HR policies are not practiced ethically then the employees will sue the organization.

Company reputation- The reputation of the company is often spoiled if they do not follow the ethical hr policies or if the organization is sued then it gets a lot of negative publicity causing the organization harm.

Employee loyalty- The employees will lose the trust from the employer and might not be loyal to the organization.

Employee turnover- If the employees are unsatisfied and unhappy about the unfair practices within the organization they will leave the organization and look for jobs in other companies.

Customer trust- The customers choose not to trust the organization and they might switch to other customers of the company (Weiss 2014).

Fair recruitment and selection of the employees, salary parity, compensations and unbiased training are some ways through which the organization can maintain an ethical environment. Honesty, fairness and equality are some of the basic needs of the employees within an organization, if these needs are not fulfilled then the employees will not be motivated to work in the organization. There will be employee turnover and the business of the organization will eventually run in loss. Every business expects their employees to be loyal but the same has to be reciprocated by their employers so that a harmonious relationship between employee and employer can be maintained. Trade unions and employee unions are very strict on legal considerations (Armstrong and Taylor 2014). If they find that any of the practices within the organization is unfair then they immediately call for strikes and other similar situations that can lower the business of the organization.

References

Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary approach. Pearson Education.

Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation. Human Kinetics.

Cohen, Y., Ornoy, H. and Keren, B., 2013. MBTI personality types of project managers and their success: A field survey. Project Management Journal, 44(3), pp.78-87.

Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource management at work. Kogan Page Publishers.

Thite, M., Budhwar, P. and Wilkinson, A., 2014. Global HR roles and factors influencing their development: Evidence from emerging Indian IT services multinationals. Human Resource Management, 53(6), pp.921-946.

Trevino, L.K. and Nelson, K.A., 2016. Managing business ethics: Straight talk about how to do it right. John Wiley & Sons.

Weiss, J.W., 2014. Business ethics: A stakeholder and issues management approach. Berrett-Koehler Publishers.

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