What Makes a Great HR Hiring Manager

Human resources management is an operative style used in managing people in a company, organization or any other place of work. The approach is important because it helps businesses and organizations gain an edge over their competitors. It is designed in a way that enhances employee productivity in the organization’s goals and objectives.

This paper is to look into employee selection by using both virtual and interpersonal means. The paper also provides the managerial roles that take place within a company and the challenges that human resource managers face in the process of hiring either with the potential employees or the staff assisting in the hiring process. Employee selection is one of the roles of human resource management. It is the process of evaluating various candidates available for a job position to obtain a candidate who has the desired skills, qualifications, and experience for the job the paper has highlighted how hiring takes place using both virtual and interpersonal methods.

While looking at the processes of hiring and selection, the paper further highlights the various challenges that human resource function faces both from prospective employees as well as fellow staff. Human resource managers have various roles to play in an organization. They have managerial roles, leadership roles, as well as hiring roles. While carrying out their roles, their major focus is on employees and how they can improve on performance. The paper finally shows the attributes that make a good human resource person and how human resource persons use their attributes to better themselves.

Introduction

 Human resource management is a tactical style used in managing people in a company, organization or any other place of work. The approach is important as it helps businesses and organizations to gain an advantage over its competitors. It is established in such a way that it helps to increase employee performance with regards to the organizational goals. Human resource management mainly deals with people in the organizational set-up by concentrating on the guidelines and systems established to improve and handle issues related to people (Collings & Wood, 2009). Various departments within the HR handle employee benefits, recruitment processes, training and development, appraisals for employee performance, and employee rewarding. Human resource management also handles issues that relate to organizational change as well as industrial relations. Furthermore, they help to bring a balance between the practices of an organization and the legal requirements. 

The purpose of this paper is to look into employee selection by using both virtual and interpersonal means. The paper also provides the managerial roles that take place within a company and the challenges that human resource managers face in the process of hiring either with the potential employees or the staff assisting in the hiring process. The paper will further analyze the things that make a good human resource manager and how human resource managers use their attributes to better themselves.

The general role of the HR manager is to ensure that he or she brings success to an organization by using people as a resource (Alfes et al., 2013). Human resource professionals focus on managing the human capital of a company and implementing specific policies that relate to employees. These professionals can choose to focus on the processes of recruitment, hiring, training, as well as developing employees in an organization. They also help to maintain employee relations in an organization. Professionals who specialize in training ensure that employees get sufficient and continuous training to develop and improve their skills. Training is carried out through organizing workshops, evaluating employees’ performances as well as creating a reward program for better performance and improvements.

Employee Selection

Employee selection falls among the many tasks that a human resource manager undertakes. It is the process of evaluating various candidates available for a job position to obtain a candidate who has the desired skills, qualifications, and experience for the job (Campbell, 2012). Employee selection can vary from a humble to a complex process depending on the organization hiring and the available job position. During the selection process, it is necessary to follow and obey some employment laws. The employee selection process helps an organization to acquire an employee that is fit for the vacant position. It also helps to match the requirements of the company and the skills that individuals have.  

There are various steps involved in the process of employee selection. The organization that needs an employee will advertise for the job vacancy, and different people will apply. From the applications that the company receives, it assesses and obtains details of the applicants. Some of the features looked at during the selection process include the age of the applicant, educational qualifications, and experience of applicants. After a thorough process of eliminating unsuitable clients, the human resource then selects the most appropriate candidate who has the desired qualities of the organization. The process of employee selection can either be virtual or interpersonal.

The Virtual Perspective of Employee Selection

Enhancement in technology has contributed to many changes on human resources practices. It is one of the contributors to the success of virtual employee selection. Before the era of virtual employee selection, it was challenging to recruit people without relying on printing and publications to post a job. With the current enhancement in technology, human resources can advertise, select, and recruit employees without printing (Stone et al., 2015).  Virtual selection makes use of the E-recruiting tools where the human resource persons can post vacancies and available positions online. With the online posting, many people can see the advert while in different varied locations. Virtual selection helps HR to view various details and information about applicants online without printing or meeting with the applicant.

HR persons can follow and have a look at the jobs advertised and selection procedures easily and faster using e-recruitment systems. After posting the jobs online and the human resource Department has received applications, it uses the systems to filter the applicants until it obtains the candidate with right and desired skills. Although many companies and organizations are using virtual methods of selection, they have not completely changed to its use as they still use the interview method.

The Interpersonal Perspective of Employee Selection

The interpersonal perspective of employee selection can take any form of interpersonal communication. It can take the form of a physical face to face interview; it can take a phone interview or group discussions. In the interpersonal employee selection, the hr. will also look for the skills that the organization desires for the particular position that exists.  The interpersonal employee selection method will check on additional issues such as voice and physical abilities of the individual. All applicants are asked questions in an interview until after looking at the qualification. The desired candidates are shortlisted and invited for an interview. After all the candidates have gone through the interview, then the HR makes a selection on the candidate whom they think and believe is well suited for the job.

Managerial, Leadership and Hiring Roles that Take Place within a Company

Human resource managers have various roles to play in an organization. They have managerial roles, leadership roles, as well as hiring roles. In administrative roles, human resource managers participate in planning. Planning helps in obtaining information in terms of organizational needs for it to achieve the major objectives.  Human resource managers participate in the process of planning, where they collect information based on the current and future needs of the organization in terms of employee needs. Organizing is the second role of a human resource manager under managerial roles. The HR organizes the tasks that each of the employees will do. The HR allocates the jobs and tasks based on the skills of the employee, and all the activities are aimed at achieving the organizational objectives.

The human resource manager participates in directing as a managerial role. In directing, the manager finds ways to activate employees at all levels to make them increase their productivity. The major focus in directing is to maximally ta employee potential by continually motivating the employee. Once planning, organizing, and directing are accomplished, the human resource now engages in controlling. In this role, the HR checks on the goals of the organization against the current performance. If there is a deviation from the expected performance, the manager initiates control measures to bring performance to its expected standards.

Hiring Roles

Human resource management function handles the roles of hiring.  There are many issues involved in the processes of hiring. Hiring is the process which the human resource management uses to bring individuals with better skills and experience to an organization to help the organization realize its goals. From the many individuals who apply for the jobs, the management has the role of selecting the most suitable candidate. The human resource management function helps its employees to train and acquire better skills and knowledge to facilitate efficiency and effectiveness in job performance. Training employees also makes them ready to take up more challenging tasks or higher responsibilities.

Remuneration

The human resource management function assesses and determines the level of remuneration of its employees. It also determines any other form of payment that an employee is likely to receive, such as salaries, incentives, bonuses, benefits, and rewards, among others.

Difficulties HR managers face in the hiring process

All HR professionals experience challenges in the hiring process, either in the process of handling new and potential employees or dealing with employees during the hiring process.  Attracting the right employees is one of the major challenges that HR experience (Stone, 2013). Recruiters keep contacting good employees from time to time, and those candidates who have skills that are difficult to get have many jobs offer at hand and may require a high pay. The following are the difficulties that HR professionals face during the hiring process.

Difficulties HR Managers Face in the Hiring Process

Incomplete Documentation

Most of the applicants seeking jobs do not have all the documents that may be required for specific jobs. HR professionals take a lot of time to sieve through the many documents that applicants have delivered. There is a possibility of getting a good candidate, but the absence of complete documentation denies the candidate a chance, and the HR may end up selecting other candidates.  

Reduced Experience

Some job positions require experience. Jobs at the management level require people who have had experience in management. Getting people with experience is challenging to the HR managers since these individuals are scarce, and whenever they are available, they are easily taken by other employers who have better offers. The absence of enough experience causes a toll on HR managers during the process of hiring. 

Failure of Reporting to Work after the Selection

In some instances, candidates get job offers but fail to turn up for the jobs. Their failure to turn up for jobs can be due to various reasons such as the inability to move to a new environment, difficulties to change to new localities, or reconsideration of offers. In most cases, when selected candidates decide to turn down the job offer, they do not communicate. As a result, HR managers face problems as they have to start the whole process again.

Failure of Employees to Adapt to the Organizational Culture

Each organization has its culture governed by the vision, mission, and core values. Some individuals find it difficult to adapt to the new job cultures as they have different perceptions of the values that the company holds. When a candidate does not fit well into the organizational culture, the productivity and performance of the candidate reduce.  

Difficulties from Staff Involved in the Hiring Process

The staff involved in the process is one of the challenges that human resource function experience during the hiring process. The fellow staff increases the time taken to hire as the decision process of choosing the right candidate takes a lot of time. It is also difficult to get a consensus when there are many people involved in the hiring process.

Including the other staff in the process of hiring can contribute to bias. Some of the staff involved in the hiring process are either related to the candidates or have some interests with these candidates. For this reason, there is a likelihood that the staff will be biased to favor those individuals whom they are interested in. Bias in the hiring process is likely to lead to the selection of incompetent people who may not deliver well.

What Makes a Great HR and How the HR Uses Their Attributes to Better Themselves

Various characteristics make a good human resource person. It is, therefore, necessary to evaluate both positive and negative attributes to identify those that are necessary for a good manager. Henry Fayol has highlighted the characteristics of a good human resource manager. He divided the characteristics of human resource managers into different categories.  A good human resource manager has a sympathetic attitude (Rahman, 2012).  The sympathetic attitude will help the manager handle different varieties of problems that people face in an organization.

Making quick decisions. Managing people is one of the most challenging tasks an individual can undertake. In an organization, there can be conflicts between superior and junior employees. It will require the ability of a good HR manager with good decision-making skills to help in resolving conflicts. There may be Cases of employee turnover, and a human resource manager has to make a swift decision of either hiring other employees for replacement. Having better decision-making skills will make the human resource manager resolve issues quickly, which will result in increased performance (Vaiman, 2012).

Good communication skills. It is one of the major skills that are crucial for any kind of person in a managerial position. The main function of the human resource manager is interacting with people, such as employees and various stakeholders. An individual who can communicate well between employees, other managers, and other stakeholders make a good manager.

Ability to be socially responsible. An individual that is socially responsible makes a good human resource manager. He can influence and motivate workers to carry out their social responsibilities in varied parts of society. Having the ability to conceptualize the whole human resource element helps the human resource manager to gain confidence and fame, making them get better opportunities.

Good leadership skills. An individual with good leadership skills can make a good human resource manager. With good leadership skills, the human resource manager will guide the team of employees to work with unity and a common goal to realize the objectives of the organization.  

 References

Alfes, K., Truss, C., Soane, E. C., Rees, C., & Gatenby, M. (2013). The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement. Human resource management, 52(6), 839-859.

Campbell, D. (2012). Employee selection as a control system. Journal of Accounting Research, 50(4), 931-966.

Collings, D. G., & Wood, G. (2009). Human resource management: A critical approach. In D. G. Colligs & G. Wood (Eds.), Human resource management: A critical approach (pp. 1-16). London: Routledge.

Rahman, M. H. (2012). Henry Fayol and Frederick Winslow Taylor’s contribution to management thought: An overview. ABC Journal of Advanced Research, 1(2), 32-41.

Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of technology on the future of human resource management. Human Resource Management Review, 25(2), 216-231.

Stone, D. L., & Dulebohn, J. H. (2013). Emerging issues in theory and research on electronic human resource management (eHRM).

Vaiman, V., Scullion, H., & Collings, D. (2012). Talent management decision making. Management Decision, 50(5), 925-941.

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