Essay Sample on Recruitment Challenges for 21st-Century HR Managers

Introduction

One of the core functions of the Human Resource Department and one that presents the major challenge to specialists in 2019 are the recruitment of suitable and talented workforce and maintenance of the workforce with the aim of realizing the peak of the organization's goals and performance (Society for Human Resource Management 2019). Developments of innovations and technologies have presented new challenges to the 21st-century human resources manager. Companies must enhance their recruitment processes to measure up to the expectations of the market today.

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Additional aspects like knowledge management and organizational culture are fundamental elements that are equally significant for corporate success. The inclusion of technology in the recruitment process means companies can sift through many hundreds of applications with the help of a relevant computer software application and shortlist the most relevant applications and schedule them for interviews (Society for Human Resource Management 2019). Although it increases ease of working, it locks out many potential talents and these may be what the company needed.

Various challenges occur when seeking to recruit the right talent and manpower to fill vacant positions. Some of the most recurrent challenges include the failure to attract the candidates with the right talents and skills set, lack of understanding between the hiring managers and the recruiters, long period of retention for the millennial populations and the inability to use data effectively (Society for Human Resource Management 2019). As much as there are more graduates today compared to a decade ago, there are equally as many companies and industries that seek to recruit from the same pool of personnel and hence the increase in competition for the same resources.

New technologies and innovations make information flow almost synonymously and hence whereas traditionally candidates would seek for employment, today corporates have to adopt a more hands-on approach in deliberately seeking talent to fill in their vacancies (Society for Human Resource Management 2019). As much as there is competition for jobs, there is also a competition to fill up the vacancies with the most effective and cost-efficient talent and this hiring the best from among the pool of talent.

Management of human resource stresses the connection between performance, individual motivation and the strategy of business development. When analyzed in the broad sense, statistics indicate that only a negligible number of companies employ the use of actual strategic planning (Wilton 2016). Employee referrals remain a crucial part of the recruitment process.

The availability of social media platforms now offers employees even greater reaches to potential employers. However, one of the challenges of this method is that the company can easily lose control of the potential candidates. Human resource personnel is constantly looking out for fresh and improved tools to assist them in the enhancement of the recruitment process (Yua, et al. 2019).

CIPD 2013 Profession Map

The CIPD 2013 Profession Map captures the comprehension as well as mannerisms that departments of human resource ought to illustrate to meet the criteria for professional membership (Yua, et al. 2019). Some of the essential building blocks of the model include service delivery and information, organization design, development of the organization, talent planning, and resourcing, learning and developing, reward and performance, engagement of the employee in the workplace, and relations between the different employees (Society for Human Resource Management 2019). I can apply this model in my capacity as Human Resource personnel in order to better my skills and affinity to properly recruit talent, manage human resource and maintain the high standing of the organization.

According to the Chartered Institute of Personnel and Development (CIPD), the behavior for role models is the affinity for the human resource department towards impartially with independence and integrity (Kappelides and Spoor 2018). Additionally, the human resource personnel must strike a balance between the legal, personal and organizational parameters. This role model can be applied to my place of work in a variety of ways. For instances, the human resource department can strive to achieve this behavior to attain a deep sense of organizational values (Kappelides and Spoor 2018). Moreover, the values assist the organization to operate within the personal and organizational boundaries like legal principles.

There are more essential responsibilities for officials of human resource departments who manage to deliver individuals as well as the organization in the development and attainment of expectations (Society for Human Resource Management 2019). Application of the role model brand is related to the leadership that influences followers and leadership. The HR team must capitalize on understanding the strategy of the business and create the solutions required to implement focus on competition increment (Yua, et al. 2019). HR personnel can always evaluate their work to ensure that they do the right things in terms of following organizational procedures.

Applying the model in human resource processes enables the organization to benefit from the development of flexibility in the workforce. The model allows for every HR official to work on their track record and ensure that they learn from their mistakes as a means of ensuring conformity to the rules and regulations of ethics. The learning environment provides an opportunity for me to be a leader to manage and lead people through group work and other collective work initiatives. For instance, when carrying out group presentations for my classwork, I have to collect research material from every member of the group. I have to identify the value that each member contributes to the group. For instance, I am skilled in information integration as well as compiling PowerPoint presentations

No matter the type of arrangements we will have in-class group work, there can never be a perfect group arrangement. Therefore it is expected that some members of the group will have divergent views about how the group will handle some matters. With time, being at a position of leadership will allow me to manage conflict between the members of the group and prevent fallout. This is because it is possible for members of the group to agree and disagree without falling out or becoming enemies.

Employment Life Cycle

There are six stages that make up the employee life cycle both within and outside the organization. These include the processes of attraction, recruitment, onboarding, development, retention, and separation. The first stage in which the employee interacts with the organization is at the state of attraction (Society for Human Resource Management 2019). No matter how excellent the product service may be, companies that do not attract and retain great talent are likely to fail over time. This is the reason why it is crucial for companies to attract great talent because great personnel or human resource workforce are a lifeline for the company.

The stage of attraction normally occurs even before a position becomes vacant in the workplace. This is normally referred to as the employer brand and seeks to promote the organization as a great place to work. Potential employees have their dream companies they would like to work for and this forms the company brand (Society for Human Resource Management 2019).

Companies must encourage their managers to attend seminars as well as conferences as a way of boosting the company's image. The best promoters of the company are the current employers. By having the best culture, the current employers can attract their friends who may be interested in working for the companies.

The second stage of the employee life cycle is the process of recruitment which is the active phase in which companies deliberately search for new talent to join the organization. This could result from the creation of a new position or an existing position becoming vacant (Kappelides and Spoor 2018). Some of the ways in which organizations recruit talent include using different platforms for recruitment, being specific in the kind of talent being sought, asking for referrals from the team and involving the existing employees (Yua, et al. 2019). This is a critical stage in the organization lifecycle both for the organization and the employee because it brings together two different parties that are likely to remain stuck together for long and whose aims will be to fulfill the goals of the organization.

Upon the recruitment process, there are various officers within the organization and particularly the human resource department who determine the quality of life for the new employees by providing guidance and leadership from the beginning (Yua, et al. 2019). Line managers are normally the face of the human resource department and are the first line of authority. Not only do they translate practices and policies but they also determine their implementation. Line managers are charged with the duty of training the new recruits and receiving feedback about their training process (Yua, et al. 2019). Organizations must work to ensure the development of a culture in which line managers can thrive and are permitted to exhibit the identified behavior.

Upon orientation into the company culture and work ethic, the human resource department is directly involved in boosting employee engagement. This is a method that is designed to improve the way the employee feels in the workplace (Society for Human Resource Management 2019). It essentially means making the employee feel at home at his or her place of work and making her feel in sync with the work environment. The human resource department employs the use of various approaches, initiatives, and measures thus ensuring that every employee is committed to the goals of the company.

After new employees have been recruited into a company they need to be oriented into the company culture in a process called onboarding. Whereas some companies assign personal mentors for every new employee, others assign a general manager in charge of the affairs of the new employees (Yua, et al. 2019). In both instances, the human resource department is fully involved in the entire process because it is the overall authority in charge of ensuring that new employees fit well into the organization's culture (Kappelides and Spoor 2018). The more easily the managers can make the new employees comfortable in their new working environment the faster such employees are likely to contribute to the success of the company.

After the new employees have settled into their new work station, human resource management has the duty of streamlining employee relations among all the employees in the organization (Yua, et al. 2019). The role of the human resource department in employee relations includes performing duties as a liaison between the management and the employees. Furthermore, they work to create rules and laws around issues like useful benefits, fair compensation, reasonable working hours and proper balance between work and life.

Human resources have two primary functions when it comes to relations between the employees. First, they assist in resolving and preventing issues of disputes between the management and the employees. Additionally, they assist in the creation and enforcement of fair policies in the workplace for everyone's benefit.

Employee development is another essential element in the employment cycle. The human resource management team is wholly involved in ensuring that...