Recruitment

Discuss about the Malaysian Small Medium Enterprise.

The author critically evaluated the importance and the effective use of the recruitment strategies within an organization.  The author revealed the fact that the aim is to bring the labor market groups within the mainstream of HRM.  Moreover, the author has also reflected the use of the employer engagement techniques in order to increase the growth and development of the concerned organization.

The author’s analysis provided to significant in order to highlight the importance of employee engagement within the field of HRM. Moreover, it has been seen that the author critically evaluates the definition of employee engagement as to be the active involvement of the respective employers for addressing the participation of the labor market within the vulnerable groups.  Few of the effective recommendations have been provided by the author in order to enhance the engagement of the employees within an organization. it is concluded that the author has evaluated readings of the four articles which explores various dimensions of engaging employees within an organization.

The Primary motive of the paper is to evaluate the effectiveness and reliability of the recruitment management strategies which helps in increasing the effectiveness of the entire organization concerned. The author has revealed different ways of implementing the recruitment management strategies in the concerned organization.  Moreover, the author reflected the fact that different small business organizations implement various strategies in order to ring potentially skilled candidates within their organization. 

It has been seen that there are few of the crucial issues which affect the hiring of the suitable candidates within an organization.  The author has successfully established the link between the human resource architecture, strategies as well as the competitiveness.  It is evaluated that while achieving the desired goals of an organization it is important to find out a fit among the business processes of the firm as well as the HR strategies.  I was quite impressed by the framework of the recruitment process provided by the student, which was divided among the three stages.

The articles give information on the strategies, stricture, and recruitment and selection process of the HRM in multinational corporations. For this study, four multinational companies are chosen and after the study, the author revealed that recruitment and selection process depends on the corporate structures, production strategy and HRM policy of the individual organization. Furthermore, the studies also suggested that the recruitment and selection process does not depend on the parent organization only.

Selection

The author suggested that the structural analysis, production level, and the HRM policy are the main factors that influence the recruitment and selection process o a multinational company. It is seen that whenever the multinational company started its business internationally then the recruitment and selection process does not depend on the original parent company but it only depends on the policy of HRM management of the foreign country where the business has been started.

The study gives information about the formality of HRM method that affects the employees’ responsibilities and duties in the small firm. According to the author, there are 11 types of HRM format that affected the employees’ motivation like selection procedure, job advertisement, and description, proper training etc. The study was conducted on 847 employees of the small organization in Kuala Lumpur.

The results of this study give that the employees in the small firm are quietly happy by the HRM services but about 68% of the employee are committed to working in that firm and others are not satisfied by the HRM policy. It is seen that informal recruitments and selection methods occur by the HRM policy in the small firm and along with that proper contract is not given workers and this causes dissatisfaction to the employee and thus the employee does not follow their duties and responsibilities in the firm.

Human resource department is considered as to be vital in evaluating the success of an organization as it enhances the overall development of performances of the employees. The author has reflected that various models within the field of HR focuses on the role of the MNCs and has argued to implement the strategy that nurtures the enhancement of the performance level of the concerned employees.   

The use of the HRM policies as well as strategies needed to be redesign as per the change in the business environment. The HR functions help in recruiting the most skilled candidates within the firm. In few of the organizations, the issue of cross-cultural communication, as well as the diverse culture, critically lower down the overall performance of the employees along with the entire organization. The conclusion can be drawn as the HR managers possess the actually need to develop the performance and effort level of the employees by enhancing their respective skills and this can be done by providing them suitable training.  

The primary motive of the author has been revealed throughout this paper as to evaluate and analyses the strategic framework for the Human resource management. There are different areas of concern like internal and external which provides great impact on the execution of the business processes of an organization.

Development

The definition as depicted throughout this paper highlights the managing of the human resource within an organization with the help of effective and efficient strategies that can contribute towards the growth and development of the organization.   The strategic objectives of an organization include diversification factors, growth, innovation and the cost control. It helps in measuring the higher and lower levels of performance and commitment from the employee’s associated with the organization.  In conclusion, it can be said that there exists crucial requirement to adopt perfect segmentation and targeting strategies in order to increase the overall profitability of the organization.

The author suggested that three methods of HRM policy help the growth of the firm. Moreover, the paper highlights the fact that there are different ways by which various companies provide training to their respective employees. The employees need to be assisted with effective training measures in order to increase the performance of them along with the entire organization.

The paper helps in managing the effective understanding of requirements of the advanced communication processes within workplaces and I can be done by providing suitable training facilities to the employees. The author has successfully established the relationship between the HRM practices and the effectiveness of the workplace communication processes but I was excepting few of the crucial recommendation that can have contributed towards the evaluation of the business processes. It can be concluded that the HR managers critically use the performance appraisal programs in order to identify their crucial improvement after the execution of the training programs.

The author has evaluated the requirement and the need for the training process in an organization. Moreover, the relationship has been depicted throughout the paper regarding the evaluation of the training processes in achieving the desired goals of an organization.

The offering of the suitable training processes generates great impact on the performances of the employees as it helps in achieving their desired targets of the concerned job.  The primary motive of the paper is to focus on the desired impact of training on employee job performance. I need to be evaluated that the higher level of the training procedures will help in enhancing the overall performances of the entire firm and will provide the competitive advantage over the concerned competitors within the market segments. It is concluded that the HR managers should assist the employees with suitable training needs and requirements.

Training

The author has critically reflected the use and importance of performance management in an organization. The evaluation of the performances provided by the various employees within an organization critically reveals the competitive advantage of the firm with all its competitors. The paper also reflects the different perspectives of the performances which focus on the tasks executed by the concerned person.

I am satisfied with the clear evaluation of performance management concepts and its importance as revealed by the author throughout the paper.  One of the dimensions of performance management is the value Judgment which retains a quality and tells whether the performance is low or high. Furthermore, the paper brings out the fact that the performances mainly regarding the quality of the action and the result obtained in order to complete a task or achieve the desired goal. it is concluded that the Human resource managers within an organization play the vital role in evaluating the desired growth of the firm providing suitable feedback and arranging appropriate training sessions for the employees.  

The author has evaluated the reinvention and arranging o the processes used for managing the performances of the employees in an organization. It is important for the people to understand the difference between the performance management as well as the public management.  The redesigning of the performance techniques helps in improving few of the crucial areas which can contribute towards the development of the overall performance of the firm.

It is evident to know that the opinions and feedback from the senior members of the organization help in analyses the issues that lower down the performances. These areas will help in enhancing the productivity amid profitability of the firm by evaluating the overall performance of the organization. The identification of the key skills of each of the employees is crucial as helps in providing the desired elevation in the enhancement of the entire performance level. The conclusion reflects that there should be transparency in order to identify the perform ace provided by each of the employees associated with the organization.

References

Abraham, Mathew, Maniam Kaliannan, Avvari V. Mohan, and Susan Thomas. “A Review of Smes Recruitment and Selection Dilemma: Finding a’Fit’.” The Journal of Developing Areas 49, no. 5 (2015): 335-342.

bin Atan, Jamsari, Santhi Raghavan, and Nik Hasnaa Nik Mahmood. “Impact of training on employees’ job performance: A case study of Malaysian small medium enterprise.” Review of Management 5, no. 1/2 (2015): 40.

Brewster, Chris, Chul Chung, and Paul Sparrow. Globalizing human resource management. Routledge, 2016.

Buckingham, Marcus, and Ashley Goodall. “Reinventing performance management.” Harvard Business Review 93, no. 4 (2015): 40-50.

Hashim, Junaidah, Yusof Ismail, and Arif Hassan. “Formality of HRM Practices Matters to Employees Satisfaction and Commitment.” Journal of Human Resources 4, no. 1 (2016): 47-64.

Jackson, Susan E., Randall S. Schuler, and Kaifeng Jiang. “An aspirational framework for strategic human resource management.” The Academy of Management Annals 8, no. 1 (2014): 1-56

Mahmood, Monowar. “Strategy, structure, and HRM policy orientation: Employee recruitment and selection practices in multinational subsidiaries.” Asia Pacific Journal of Human Resources 53, no. 3 (2015): 331-350.

Raza, Shoaib, Rabia Kanwal, Muhammad Asim Rafique, Umair Sarfraz, and Muqaddas Zahra. “The Relationship between HRM practice, Workplace Communication and Job Performance of service Industries employees In Vehari, Pakistan.” International Journal of Information, Business, and Management 9, no. 2 (2017): 122.

Van Berkel, Rik, Jo Ingold, Patrick McGurk, Paul Boselie, and Thomas Bredgaard. “Editorial introduction: An introduction to employer engagement in the field of HRM. Blending social policy and HRM research in promoting vulnerable groups’ labor market participation.” Human Resource Management Journal 27, no. 4 (2017): 503-513.

Van Dooren, Wouter, Geert Bouckaert, and John Halligan. Performance management in the public sector. Routledge, 2015.