Fundamentals of Human Resource Management System

Question: Discuss about the Fundamentals of Human Resource Management System. Answer: Introduction: Employment contract helps the employer to understand what is expected from him (Banfield Kay, 2012). An employment contract must include name of the employee and employer, date of commencement of employment, title and description of job, working location, working hours to be put in, wages, probationary period, deductions, number of leaves allowed and clause of termination and retirement. Proper to joining of a new employee, an advice or an announcement has to be made to other employees about his arrival(Armstrong, 2014). This can be done through a memo, notice or an email to the relevant administrative staff along with his joining dates and payment details. Induction of employees is a method which is used by many organisations to help an employee to settle in the organisation(Blyton Turnbull, 2014). Induction is a process of welcoming and making new employees aware of the policies, procedures, colleagues and nature of their job. During the induction process employee is allowed to become familiar with the work surroundings. An induction programme should include information on the purpose of the organisation. It should include a brochure detailing the history and functioning of the organisation(Banfield Kay, 2012). Additionally, it should also have a written directive for employee regarding his duties and responsibilities, code of conduct, working practices and procedures. Induction is an important step to gain employee trust and commitment(Snell, 2011). As human resource (HR) department of a firm deals with employee issues; hence, HR manager should handle the induction process. HR manager would be in a position to make the employee understand the organisations purpose. An HR manager would be the best person to orient the employee regarding pay, promotion and transfer policy of the firm. Additionally, HR manager can also brief the employee about basic job requirements as it is the HR department which has information on job requirements of all the departments(Gary, 2012). Therefore, HR manager should deliver induction programme. Benefits of buddy system A buddy is an employee, chosen by the organisation to partner with a new employee(Gary, 2012). This buddy helps the new employee in learning about job requirements and tries to solve his doubts and queries. This system is beneficial because the employee gets a guiding force to help him in his initial days(Gary, 2012). It can be said that buddy is like a ready reference for a new employee. It is important to integrate recruitment strategies with organisational goals and objectives because organisational strategies define the purpose of the organisation. Recruitment of right employees can help in attainment of organisational objectives(Boxall, 2015). For example, if organisational objective is to increase production, the firm needs to hire skilled workers for the operations department. Therefore, recruitment and organisational objectives should be aligned. Recruitment is the overall process of finding suitable candidates for a particular job(Banfield Kay, 2012). The responsibility of the recruitment department is to motivate prospective candidates for a job and then selecting the right people among these candidates for a particular job(Gary, 2012). Recruitment process is responsible for analysing the job for which new hiring is required. Recruitment is the first step of HR life cycle which starts the journey of an employee in a firm. The other stages are education, motivation, evaluations and celebration. Discrimination is favouring or taking an action against a person based on class, group or category to which he belongs(Gary, 2012). Discrimination leads to denial of equal opportunity to a certain individual or group. Discrimination in the workplace can be avoided by conducting the recruitment process based on merit. All candidates, notwithstanding their social class, should be given equal chance to apply and get selected based on their qualification(Blyton Turnbull, 2014). Recruitment process should be transparent with fixed selection criteria. This will make the recruitment process non-discriminatory. Reaction to insistence of hiring an incompetent person due to his connections Recruitment process should be based on equal opportunities, transparency and merit(Boxall, 2015). Therefore, if a manager insists upon hiring a less experienced person based on discrimination, I would take a stand against it. Additionally, I would show the job description and specification criteria to the manager and try to convince him that the candidate does not suit the given job specification The aim of training in human resource management is to improve performance efficiency of employee(Ardichvil, 2015). Continuous training can help in achieving higher performance which can lead to achievement of organisational as well as personal goals. Training helps in acquiring new skill sets which may help in faster self-goal achievement. Ongoing training also helps in improving ones knowledge which can helps in doing tasks more effectively, leading to faster achievement of goals. Selection process uses various tests in order to differentiate between candidates(Gary, 2012).In ability test a task is given to the candidate and his skills are tested based on how effectively and efficiently he is able to do the task. Aptitude test tries to judge whether an individual candidate has the ability to learn a job if he is given training. Similarly under personality test inclination and psychology of the candidate towards the task is judged. Professional networks are meant to propagate relationships of a business nature(Armstrong, 2014). I would create an account with a professional network like LinkedIn and try to interact with people from my career choice. I would make my credentials known to them and try to make people aware of my skills. This would enhance my chances to get an employment. There are various interviews technical which an interviewer can apply for selection of a candidate(Armstrong, 2014). Behavioural based interview technique can be used to assess past performance and experience of the candidate. Interview can also be conducted through case technique where a scenario is given to a candidate and his suitability is judged through his reaction. Under information interview questions are asked to assess knowledge and suitability of a candidate is judged for a position. References Ardichvil, A. A., (2015) Human Resource Development. London: Routledge. Armstrong, M., (2014) Armstrong's Essential Human Resource Management Practice: A Guide to People Management. London: Kogan Page Publishers. Banfield, P. Kay, R., (2012) Introduction to Human Resource Management. Oxford: Oxford University Press. Blyton, P. Turnbull, P., (2014) Reassessing Human Resource Management. London: Sage. Boxall, P., (2015) Strategy and Human Resource Management. Hampshire: Palgrave Macmillan. Gary, D., (2012) Fundamentals Of Human Resource Management: Content, Competencies And Application. New Delhi: Pearson Education. Snell, S., (2011) Managing Human Resources. New York: Cengage Learning.