Question

HRM involves policies, practices and systems that influence employees’ behaviour, attitudes and performance. With the use of examples explain the role of HRM in Recruitment, Selection and workplace training

Suggested word range: 1050 - 1200 words

Answer 1

HR functions are a lot different as of HR practices. Functions are made of transactional activities that can be done in-house or can be easily outsourced. While, Practices are a part conceptual, part implementation of HR strategy, comprised of systems that follow the normal or custom way of doing business. The term "best practices" point to the HR systems that are going to be the greatest impact upon the workforce and the organization. Human resources transactional functions include benefits from the administration, record keeping and hiring a new employee and payroll processing. The extent to which HR staff handles these transactional functions depend on their expertise, size of the workforce and budget of their department.
Recruitment is a process of getting qualified candidates for a job and Selection is a process of identifying and selecting that right candidate for the job.
The contribution of every employee plays an important role in the sustenance and growth of the business. Therefore, it is very important to select the right person for the job.
The impact of hiring the wrong candidate is often much more than not hiring a person at all! Recruitment is not only an operational activity but also a key strategic activity of the business.
Hence it is necessary to develop a strong recruitment and selection process.
The right process of recruitment reflects on your company’s professionalism and portrays an organization’s maturity in attracting and hiring the right talent. An effective recruitment process helps in the creation of a talent pool in a proactive manner, thus assisting in the medium-term and long-term business objectives.
In many cases, the departmental budget can support the outsourcing of these transactional functions, thus giving time for HR staff to give its attention to HR strategic management instead of focusing on personnel administration-type duties.
Recruitment and Selection
people are needed to perform tasks and get work done in the organization. Even with most advanced machines, humans are still needed. Because of this, one of the major functions of HRM is staffing. Staffing involves the entire hiring process from posting a job to the negotiation of the salary package. The staffing function consists of four main steps:
1.   Development of a staffing plan. This plan allows HR to see how many people should be hired based on revenue expectations.
2.   Encourage multiculturalism at work by developing policies. Multiculturalism in the workplace is becoming more and more important, as there are many more people from a variety of backgrounds in a company.
3.   Recruitment. This involves finding people to fill open positions within a company.
4.   Selection. In this stage, people are interviewed and selected, and a proper compensation package is negotiated. Training, retention, and motivation are thesteps followed by this.
HR recruitment and selection practices are generally based on the organization's mission and the workplace culture. For example, employers that give the value of workplace diversity embrace recruitment practices that are designed to attract a talented applicant pool. Recruitment practices underlie recruiting activities and functions such as sponsoring fairs at various colleges and universities with diverse student populations, advertising job vacancies across several platforms and mediums to reach a broad audience.
Achieving Work-Life Balance
Implementing flexible work schedules, providing employees with commuting options and training executives to spot signs of workplace stress suggests the organizational culture supports employees achieving work-life balance. Managing and scheduling logistics, using technology for remote access and conducting various training sessions are essentially transactional functions. However, these functions create a result-oriented work environment because they enable greater efficiency and, thus, increase the time employees have to devote to family obligations and personal endeavours.
Training and Development
Training and development are HR functions that include new-employee orientation, job skills training, leadership training and professional development. These activities tend to improve employees' job skills in their current positions and train them with skills and expertise for cross-functional work that can increase their value to an organization. Professional development support an organization's succession planning strategy by preparing future leaders for higher-level jobs and more responsibility. Training is a key element in employee motivation. Employees who feel they are enhancing their skills tend to be happier in their jobs, which results in an increase in employee retention. Examples of training programs are the following:
•   Job skills training like A particular computer course
•   Communication training
•   Team-building activities
•   Policy or legal training, such as harassment training and ethics training
Compensation and Benefits
Compensation and benefits are often viewed together, presenting a simple view of how employers reward their employees. However, by looking at compensation by itself offers a clear picture of HR management practices because total employee wages, including salary, benefits and all taxes, can be made up to 70 per cent of an employer's cost to operate the business, according to a 2019 report. Benefits alone can be accounted for 30% of total labour costs, and are rising at a rapid rate, mainly due to an increase in health care benefits.