About Attract Right Employees

You Are Requested To Explain And Highlight The Importance Of Today’s Hrm In The Context Of Management, While Discussing The Various Tools That Are Available In Using Hrm Techniques. You Are Encouraged To Write And Critically Discuss About

The Evolution Of Hrm In Recent Years And The Hrm Available Tools In Setting The Right Environment In Gaining a Competitive Advantage;

The Analysis Of The Strengths, Opportunities And Approaches Involved In Using

Hrm Within An Organisation And The Perils Of Not Identifying The Right Approach Within An Organisation.

Discuss How Hrm Could Be The Strategic Partner In Attracting And Keeping The Right And Best Employees

Human Resource Management, or HRM, is the practice of managing people to achieve better performance. HRM highly concerned with recruiting, motivating and maintaining the employees in an organisation. Moreover, it deals in overcoming the challenges relate to the workforce such as communication, compensation, training and motivation (Abidi, et al., 2017). The HRM functions focuses on three categories which includes managerial functions, operative functions and advisory functions. This supports in recruiting the right candidates at right job position, specifying the human requirements and developing the training programs. According to Asis-Castro and Edralin, 53% of the HR professionals believed that employee engagement raise when the onboarding process is better, in addition to this 73% of employer reveal that better corporate culture allow company to gain competitive advantage. The 89% of the HR professionals describe that feedback influence the firms in positive manner. Furthermore, the objective of HRM is to create and utilize the employees for accomplishing the goals, create opportunities and also utilize the human resource in optimum manner (Asis-Castro and Edralin, 2018). Furthermore, discussion is made on describing the significance of HRM in management. The report also describe the tools that are available in using HRM techniques. The report is prepared by including Epic Communications Limited as organisation.

Modern business is facing the rapid and unrelenting development in artificial intelligence and majority of companies focuses on reinventing their workforce experience for improving the efficiency and at the same time also develop their leaders. The first trend is “Repurposing” the human capital, it is revealed that companies in Malta suffered from the challenge of moving the available workers to the job opportunities across the company (Boada-Cuerva, Trullen and Valverde, 2019). In this situation talent acquisition is highly suitable and work best for companies in the dynamic environment. For example, when the companies have to reinvent the ERP technology but does not have specialist in-house specialist in this situation your new technology project outsourcing is performed through dedicated development team members. Moreover, companies also use technology for recruitment, through strong recruitment and sourcing technology HR managers hire first class specialist in the required period of time. The optimum technology allows recruiters to select the adequate candidates in efficient manner. For example, nowadays companies make the use of the Chatbots for the optimization of their application process (Valverde, Parry and Furtmueller, 2017). This is the in-video interviewing which supports the HR teams for screening and selecting the candidates which matches best with the particular roles and responsibilities.

Moreover, machine-learning tools are also used in the recruiting procedure which also support company to develop the complete image in the eyes of the candidates. These tools provide the advantages of automating hiring process, reduce the screening time period and raise the time for high-value activities (Chiang, Lemański and Birtch, 2017). The technology provides various benefits to company which includes managing information about workforce that are job history, performance level and appraisal requests process. In addition to this technology provide training to the employees, automating the daily tasks which are performed in routine. The Chatbots improve the hiring process and use AI-powered application for enhancing the productivity and increase the collaboration across firm. In the current years employer focuses on understanding the life sage of the employees. The diverse employees have different life stages, this supports employees by managing their work-life balance. Therefore, employees provide ongoing coaching, provide visibility and recognition for managing the human resource (Christopher, 2019).

In the recent years, the standard education have increased and workforce expects better working environment by getting better treatment through the employers. Today’s workers concentrate on company’s performance and improve the decision making. Moreover, today’s company adopts 360 degree performance appraisal for allowing the opportunity to employees for self-appraisal (Diaz‐Carrion, López‐Fernández and Romero‐Fernandez, 2018). In the recent years feedback becomes the fluid because in companies employee’s performance is accessed, this supports companies to increase collaboration and flexibility. For example, the managers of Microsoft highly relay on “Stacked ranking as well as Rank and Yank style” for assessing the performance of employees. The estimation revealed that 85% of the millennial feel highly motivated by their current position because of making conversation about the performance with their managers.

In the recent years, companies concentrate on the continuous improvement programs, this supports employees to manage the quality and productivity, this program results in preparing the individual by developing the clear line of communication. Furthermore, the companies also develop the data about the staff requirement, improving employee’s career and implementing the HR procedure in easier manner (Galanaki, Lazazzara and Parry, 2019). The companies in Malta, adopts the measuring tools for determining the attitudes of the diverse employees in company, it is measured through using the feedback, surveys and other methods. The company also organize gain sharing programs for developing the incentive plans, this supports in improving the performance of employees and at the same time improve their day-to-day behavior. Furthermore, company also use BambooHR software, this supports in managing overall details of the employees which includes contract details, image and other necessary details (Gooderham, Mayrhofer and Brewster, 2019). As it is the applicant tracking system and allows companies to record the employees benefits, this software is mainly used by small and medium sized companies and allow company for performing the automate recruitment, onboarding and managing the overall information of the employees in a single database. Through the discussion, it is revealed that the human resource management process changed overtime and company adopts effective tools and software for managing their employees in adequate manner.

HR tools are highly important because it supports the companies to manage the day to day and get the long term success. These tools increase the automation power and improve the quality through which the HR executives saves their time, reduce costs and manage their employees in easier. It is important for company to select the adequate tools and techniques for handling the overall human resource process which starts from hiring to managing the performance (Horwitz, 2017). The other activities includes vacation management, timesheet management which contribute to the overall human resource management. Moreover, the selection of the software is based on the working environment so that it contribute positively to gain competitive advantage. Furthermore, the discussion is made on the HRM tools which could be available for Epic Communications Limited.

Epic Communications Limited is one of the leading mobile operators in Malta which was founded in the year 1989 and have 319 number of employees. Through managing employees, the company provides quality services to the customers (Kaabi, Elanain and Ajmal, 2018). However, the objective of the company is to expand their operations but it conduct their operations in highly competitive environment. Therefore, the human resource management is important for company to gain competitive advantage. The available tool is the “Kissflow HR cloud” which could use the company because through this company can creates, involve in modification and manage the overall human resource process in highly efficient manner. As this software is equipped in such a manner so that it contribute positively to applicant tracking, employee boarding to performance reviews as well as succession management. This could help the company to improve the overall performance of the employees by continuously tracking and at the same time enables the HR managers to make the adequate decisions which is based on the data (Keegan, et al., 2018).

Furthermore, in the present company this software will be appropriate because there are capable employees who can work efficiently and contribute positively to company to gain better outcomes. Therefore, at this time “Kissflow HR cloud” improve employees performance who all slack from the saturation point. It contribute positively to build the automated announcements and enhance social collaboration (Lelebina and Gand, 2018). Through this company could gain the competitive advantage because of developing the employees to deliver better results and at the same time maintain better working condition in the company. In addition to this, the company overcome the problem of data loss and gain the opportunity as compared with their competitors through using the software with other third-party software solutions such as EEP systems and Payroll software.

The other available tool is “Zoho People” which is also the cloud based HR management software through which companies manage and organize the overall data of the employees. For example, through this companies perform various activities which includes tracking the employees leaves, managing the timesheets and also manage the performance appraisals (Lewis, Cardy and Huang, 2019). This tool would be right for Epic Communications Limited because company have the requirement for more specialized employees and have not more of the employees. Therefore, this software is highly suitable for the company which have not more of the employees but at the same time maintain transparency. This is because software helps in the automation of the business-specific recruitment process. Furthermore, this could reduce the labor costs and reduce the time of the HR to focus on the other important matters. However, iCIMS Talent Acquisition is also the onboarding software which provides dynamic features and increase the motivation of the employees through developing their career opportunities (Kaabi, Elanain and Ajmal, 2018). Moreover, this HR tool is important because of accelerating and simplifying the overall procedure of talent acquisition. Epic Communications Limited would use this software because company only recruit the employees by screening their resume and inviting them to apply for the job position. This software supports in enhancing the hiring process and at the same time increase interaction with the right candidates. Therefore, this results in increasing the communication among the employees and also build better relations among the employees and managers. It supports company to adopts the new services and perform the complex by developing the highly skilled team (Lopez-Cabrales and Valle-Cabrera, 2020). However, ADP (Automatic Data Processing) software is also the available tool which company can also use it also provide specific solutions and improve the activities of payroll, talent management in  timely manner and managing benefits administration.

The strengths of Epic Communications Limited which highly involve in using HRM are strong brand awareness therefore, it is important for company to manage their employees through adequate performance analysis method (Mariappanadar, 2020). Moreover, Epic Communications Limited also have to concentrate on hiring process for making the adequate selection. As it is revealed that the company have accomplished the strong brand presence because of better services which is provided by the employees to customers. The other strength of the company is that it have highly capable employees to adopt the dynamic environment. This is because the employees change the internal structure as per the external requirement. Epic Communications Limited could manages and adopt the HRM so that it could contribute positively in managing company activities by tracking the performance (Nurshabrina and Adrianti, 2020). Furthermore, the advanced technology is the strength of Epic Communications Limited because for gaining the competitive advantage company move towards digitalization this supports company to keep the data of the performance and provides rewards accordingly. Through this company provide employee benefits schemes and other rewards for retaining the skilled employees. Furthermore, subscriber base is the strength because the employees retain the loyal customers in adequate manner. This is because of skilled and adequate employees in the company, this, strength also include HRM because of providing them adequate training, developing the leadership development programs and through offering them adequate career developmental opportunities.

The opportunities for Epic Communications Limited is to expand their operations and increase their subscriber base through investing more in research and development and understanding the needs and requirements of the customers (Sivapragasam and Raya, 2018). This include HRM because motivated employees does not show their efficiency and satisfied employees improve their intellectual capability to understands the external market. Furthermore, the emerging market and changing the customer’s behavior also increase the opportunity for the company to gain the competitive advantage. Therefore, through this company should increase their marketing channels for increasing awareness and attract the large number of customers. It also includes HRM because of hiring the adequate talent which adjust with the organisational structure and culture. Moreover, company should manage the training accordingly so that it could acquire better outcomes. Therefore, HHRM allow Epic Communications Limited to concentrate on innovation and increase capability of company to sustain in highly competitive market (Stahl, et al., 2020).

Furthermore, the marketing tactics and distribution by reaching to all the customer is also the opportunity for company. This is because in expansion the major problem which Epic Communications Limited suffered from is to reach to the large number of customers (Taamneh, Alsaad and Elrehail, 2018). Therefore, in this situation it is important for the company to involve HRM because through this company could select the adequate employees through using the effective tool. Moreover, it also supports company to conduct the human resource planning by matching the employee’s behavior with the future requirements of company.   Therefore, it contribute towards adequate staffing, development and employee relations.

In Epic Communications Limited there are some approaches which are involved in using HRM, the one is the strategic approach because it focuses on organisational development interventions. Moreover, in this approach the manager reveals that the employee behavior has to fit with the company aspects (Van Mierlo, Bondarouk and Sanders, 2018). This supports in adding value to the company, the company also use management approach. The managers also concentrate on managing the people, it helps manager to manage all the activities and subordinates. Furthermore, the company use human resource approach by treating the people with respect and dignity. This also results in building the holistic nature through which various activities such as attracting, hiring and retaining the top talent (Vishwakarma, 2019). The reactive approach and system approach also involve human resource management by responding to the problems and determining opportunities. In addition to this system approach also helps in interrelating the systems for working together for accomplishing the common goal. It also involve HRM by procuring the human resources, providing training, performance appraisal and rewards. Through this also human resource manages in efficient manner by increasing their motivation level and at the same time developing the collaboration and better relations among the team members, it contribute positively towards gaining competitive advantage.

Epic Communications Limited suffered from the perils which affects the selection of the right approach which includes scalability in this the HR manager’s focuses on finding difficulty in selecting the adequate software for managing the workforce expansion (Ziebell, et al., 2019). According to Abidi, et al., 43% of the employees revealed that company find challenge in managing the scalable features of the software so that it could adopts employees to manage the activities optimum manner. Therefore, this issue does not allow the company to identify the right HRM approach to get long term scale (Abidi, et al., 2017). As the business grows therefore, the peril here is the business process which does not aligned with the tools which are adopted to manage the skilled employees in the company. In this factor company has to concentrate on the number of employees, workforce diversity and the motivation techniques. This will supports the company to determine the adequate approach for contributing positively towards the growth and development.

However, at the same time it is important for accomplishing the long term success. Furthermore, Epic Communications Limited manage the structure by conducting the human resource activities manually, it influence the behavior of the positive manner (Boada-Cuerva, Trullen and Valverde, 2019). However, with the rise in time it become important for the company to move towards digitalization and adopt the adequate tool for recruiting, selecting and compensating the employees. Epic Communications Limited use payroll, therefore, it is important for the company to use the appropriate tool with integrate with other internal business process. This results in maintaining flexibility but company face the challenge in managing integration and building their own integration office. It is because of inadequate IT support and lack of relationship with the third-party vendors regarding the integration features. Through this company find issue in identifying the right HRM in the internal environment to get long term success (Diaz‐Carrion, López‐Fernández and Romero‐Fernandez, 2018).

The workforce diversity is also the peril through which the right approach cannot be identified because of differences in the behavior of the employees. This is because while using the HRM tool the performance of the employees are measured but find difficulty in understanding the approaches which should be used to manage the employees (Horwitz, 2017). This become the problem in selecting the right approach because through this the company finds complexity in implementing the software because it sometimes does not address the challenges which occurred from selecting the right approach. Therefore, there are some other factors through which does not identify the right approach which includes socio-cultural factors. The expectation of the employees, opinions of the employees towards the task they are performing, perception towards work achievement and organisational positions results in influencing the practices which Epic Communications Limited adopts for human resource management (Kaabi, Elanain and Ajmal, 2018).

The socio-cultural factors also influence the company’s structure and culture but at the same time the problem raises for the company to use the approach as per the expectations of the employees. Furthermore, the technological factors, Epic Communications Limited adopt the digitalization approach but in the areas of communication and for maintaining the work-life balance by time management. However, due to increase in the competition it become important to use the technology in recruitment, selection and training & development so that employee’s behavior is monitored and managed for increasing motivation. The technology allows company to receive the applications quickly and also give the opportunity to the candidates through conducting the interview via technology (Lelebina and Gand, 2018).

The political-legal factors, in this Epic Communications Limited have to adopt the government policy with the employee remuneration, working conditions, industrial relations system and health and safety services (Christopher, 2019). This allows company to use the practices of human resources as the government legislations and policies. However, there are some internal factors which includes organisation strategy this is because the HRM strategy and approaches are selected and formulated with the corporate and business level strategy. This is because strategy change the ways for conducting the business, reaching to the environment and adopting the resources in optimum manner for accomplishing their objectives. In addition to this financial position is also included through which compensation strategy, reward policy and performance management are influenced, sometimes through this also right approach does not identified because of changing behavior of the employees overtime and company have to change the training and reward strategy (Lewis, Cardy and Huang, 2019).

HRM become the strategic partner for attracting the right employees because of changes in the technology, as digitalization influence the jobs and develop the new skills and knowledge. This changes increase the opportunities for the company for simplifying the human resource process and decrease the errors (Valverde, Parry and Furtmueller, 2017). The technology measure the actual performance and track the other details of the human resource through which Epic Communications Limited manage their employees by concentrating on the major areas through which contribute towards talent acquisition. Moreover, the changes in environment that is HRM change the overall working environment and concentrate on the diversity and inclusion. This diversity should bring positive change in the company and helps the firm to attract the right employees at right place in the right period of time. Therefore, HRM bring positive change because of increasing the need for team-based organisations, as using software measure performance, recruit the right employees and provide rewards to the adequate employees. The company use models to develop the teamwork by concentrating on the principles of collaboration, knowledge sharing, agility and speed. This results in attracting and retaining the employees by maintaining better environment and teamwork (Sivapragasam and Raya, 2018).

The employee benefits such as rewards, mental wellbeing practices, medical services and organizing recreational programs are the approaches which Epic Communications Limited performed for retaining the skilled employees (Valverde, Parry and Furtmueller, 2017). As through this approaches the company become competitive and majority of the employees attracted more towards the company. Moreover, the estimation revealed that 73% of the employees are highly engaged in working with the company. This results in increasing growth, productivity and at the same time increase retention. The major role of HRM is to attract as well as engage the large number of employees. For example, Epic Communications Limited adopts the social media strategy for the identification of adequate employees and recruiting candidates which is highly supportive for the statistically target groups. The analytics are used by the company for seeking the large number of potential candidate’s data through which company can attract the adequate employees (Mariappanadar, 2020). Today, the HRM is to just inviting the top talent in the company it also include other activities such as engagement, retention and productivity because these supports in attracting pool of the respondents towards the company. At the time of more engagement employees would perform better as per the expectation, through which the company accomplish better outcomes and attract other employees.

There are several number of factors which company adopts at the time of HRM through which the adequate workforce are selected for the particular job position. The drivers includes direction, open communication and career development opportunities, rewarding high performer, through this it is revealed that it brings employee commitment and encourage the number of skilled employees. Moreover, HRM brings increase the relationship and manage the performance by giving employee feedback attracting them to perform effectively in different job position (Christopher, 2019). This discussion revealed that the technology change, career opportunities and technology change the policies and approaches fir managing the employees to get long term success by promoting talented employees. The HRM improve the recruitment and selection this supports in attracting the number of employees, this also improve the reputation of the company. Moreover, e-recruitment approach provide the facility to the company to select from the several adequate employees. The HR instrument results in bringing the right candidate in the job position. The performance management manage better leadership, develop the clear goals and at the same time adopts the 360 performance appraisal for reviewing the employee’s performance. Therefore, due to getting the opportunity for the self-appraisal, the company increase learning and attract the employees towards the company (Ziebell, et al., 2019).

The function evaluation also included in the HRM it includes various aspects which in terms of the workers availability, job location, working times, quality and job responsibility. Therefore, in this the ranking, points and personal methods are used by the experts for accomplishing better outcomes (Horwitz, 2017). In addition to this, training, employee benefits and career developmental opportunities increase the engagement of the employees towards the company. The activities such as job security, performance-based-pay, status and give other developmental opportunities to the employees. Moreover, in Epic Communications Limited HRM also contribute towards providing health and safety, personal wellbeing and administrative responsibilities.

From the above, it is concluded that human resource management is the practice which supports individual to get better outcomes. Moreover, the goal of HRM is to build better working environment and utilize the resources in optimum manner. In the recent year, the HRM is evolved and company use the technology for improving the process of recruitment such as Chatbots provide direction to the company to make the correct choice in the selection of the employees. The enterprises also organize several programs for determining the behavior and attitudes of the employees. The available tools which Epic Communications Limited could adopt includes “Kissflow HR cloud”, “Zoho People” and “iCIMS Talent Acquisition” these software improve the employee performance, motivation and increase communication among the team members. The discussion also reveal that technology, human resources and change management are the strengths through which Epic Communications Limited could involve in adopting the HRM approaches. The workforce diversity, scalability and changing behavior influence Epic Communications Limited in negative manner in terms of identifying the right approach. Therefore, HRM should become the strategic partner in attracting adequate workforce because of performance measurement, recruitment and using the appropriate approach for reviewing the employee performance.

Abidi, o., Zaim, h., Youssef, d., Habibniya, h. And Baran, a.  (2017) Diversity Management And Its Impact On Hrm Practices: Evidence From Kuwaiti Companies.  Journal Of Business And Economics, 10(20), Pp.71-88.

Asis-Castro, a.l. And Edralin, d.m. (2018) Predictors Of Humanistic Sustainability Hrm Practices. Dlsu Business & Economics Review, 27(2), Pp.130-146.

Boada-Cuerva, m., Trullen, j. And Valverde, m. (2019) Top Management: The Missing Stakeholder In The Hrm Literature. The International Journal Of Human Resource Management, 30(1), Pp.63-95.

Bondarouk, t., Parry, e. And Furtmueller, e. (2017) Electronic Hrm: Four Decades Of Research On Adoption And Consequences. The International Journal Of Human Resource Management, 28(1), Pp.98-131.

Chiang, f.f., LemaÅ„ski, m.k. And Birtch, t.a. (2017) The Transfer And Diffusion Of Hrm Practices Within Mncs: Lessons Learned And Future Research Directions. The International Journal Of Human Resource Management, 28(1), Pp.234-258.

Christopher, n., 2019. The Effectiveness Of Hrm Policies And Practices. International Journal Of Social Sciences, 2(1), Pp.24-32.

Diaz‐Carrion, r., López‐Fernández, m. And Romero‐Fernandez, p.m. (2018) Developing a Sustainable Hrm System From a Contextual Perspective. Corporate Social Responsibility And Environmental Management, 25(6), Pp.1143-1153.

Galanaki, e., Lazazzara, a. And Parry, e. (2019) a Cross-National Analysis Of e-Hrm Configurations: Integrating The Information Technology And Hrm Perspectives. In Organizing For Digital Innovation, 7(8), Pp. 261-276.

Gooderham, p.n., Mayrhofer, w. And Brewster, c. (2019) a Framework For Comparative Institutional Research On Hrm. The International Journal Of Human Resource Management, 30(1), Pp.5-30.

Horwitz, f. (2017) International Hrm. Journal Of International Management, 23(2), Pp.208-222.

Kaabi, a.a.a., Elanain, h.a. And Ajmal, m.m. (2018) Hrm Practices And Innovation Performance With The Mediating Effect Of Knowledge Sharing: Empirical Evidence From Emirati Ict Companies. International Journal Of Innovation And Learning, 24(1), Pp.41-61.

Keegan, a., Bitterling, i., Sylva, h. And Hoeksema, l. (2018) Organizing The Hrm Function: Responses To Paradoxes, Variety, And Dynamism. Human Resource Management, 57(5), Pp.1111-1126.

Kosheleva, s. And Bordunos, a. (2018) Hrm Systems Effects As a Basis For Strategic Hr Planning. Human Resource Planning For The 21st Century, Pp.83-102.

Lelebina, o. And Gand, s. (2018) Beyond “Hero-Based” Management: Revisiting Hrm Practices For Managing Collective Expertise. Relations Industrielles/Industrial Relations, 73(1), Pp.39-66.

Lewis, a.c., Cardy, r.l. And Huang, l.s. (2019) Institutional Theory And Hrm: a New Look. Human Resource Management Review, 29(3), Pp.316-335.

Lopez-Cabrales, a. And Valle-Cabrera, r. (2020) Sustainable Hrm Strategies And Employment Relationships As Drivers Of The Triple Bottom Line. Human Resource Management Review, 30(3), p.100689.

Mariappanadar, s. (2020) Do Hrm Systems Impose Restrictions On Employee Quality Of Life? Evidence From a Sustainable Hrm Perspective. Journal Of Business Research, 118, Pp.38-48.

Nurshabrina, n. And Adrianti, r. (2020) The Effect Of e-Human Resource Management (e-Hrm) On Cost Efficiency And Productivity Of Employees In The Company. International Research Journal Of Advanced Engineering And Science, 5(1), Pp.212-215.

Sivapragasam, p. And Raya, r.p. (2018) Hrm And Employee Engagement Link: Mediating Role Of Employee Well-Being. Global Business Review, 19(1), Pp.147-161.

Stahl, g.k., Brewster, c.j., Collings, d.g. And Hajro, a. (2020) Enhancing The Role Of Human Resource Management In Corporate Sustainability And Social Responsibility: a Multi-Stakeholder, Multidimensional Approach To Hrm. Human Resource Management Review, 30(3), p.100708.

Taamneh, a., Alsaad, a.k. And Elrehail, h. (2018) Hrm Practices And The Multifaceted Nature Of Organization Performance. Euromed Journal Of Business.

Van Mierlo, j., Bondarouk, t. And Sanders, k. (2018) The Dynamic Nature Of Hrm Implementation: a Structuration Perspective. The International Journal Of Human Resource Management, 29(22), Pp.3026-3045.

Vishwakarma, v.k. (2019) a Study On Green Hrm Practices In An Organisation. Advance And Innovative Research, p.414.

Ziebell, r.c., Albors-Garrigos, j., Schoeneberg, k.p. And Marin, m.r.p. (2019) Adoption And Success Of e-Hrm In a Cloud Computing Environment: a Field Study. International Journal Of Cloud Applications And Computing (Ijcac), 9(2), Pp.1-27.