Introduction

A human resource manager has the responsibility for managing the human resource within an organization. The functions in managing the human resource include: recruiting of new employees, compensation of employees in cases of accidents or termination of their contracts, ensuring that the employee receives their benefits, designing work that should be done by employees, and establishing the relationships between colleagues and colleagues and the management in the organization. The primary purpose of human resource managers is to ensure that the productions of an organization increase with the human resources available. So, they have to motivate the employees towards the achievement of the organization’s goals.

Furthermore, they have a role in acquisition, development and retaining the talent that will ensure that the organization competes effectively with its competitors. Human resource managers should also arrange the workforce in a manner that will ensure they deliver effective and hence maximize the production of the organization (VIRÁG & ALBU, 2014). Therefore, this paper analyses some aspects of human resource management.

Business Strategies

Businesses have their distinctive features, and they are unique in the way they do their things. The way various companies market their products, conduct their sales, acquire their customers, and manage their employees will reveal the values of each business. There are multiple strategies in business that can be used or adjusted to suit the needs of the company so that they can improve their businesses. It is essential for human resource managers to understand the strategies of marketing that will enable them the company to compete effectively with other companies. Cost leadership strategy uses price as the basis of competition. In this strategy, the prices are kept low to attract more customers.

Additionally, differentiation is also a strategy in business. In this strategy, the companies provide either unique products or services to compete effectively with their competitors. Lastly, focus niche is also another strategy in business. Focus niche is whereby the enterprises focus on a specific target market to sell their products. Therefore, it is essential for an organization to enhance these business strategies so that they can improve their performance.

Cost leadership strategy will work best for a local organization. In cost leadership, the price is an essential factor in the competition. It is the best for local organizations because the retailers can obtain their goods in massive quantities from the wholesalers at low prices. The retailers for them to thrive in the market they will have to lower their costs for them to attract more customers. With more customers their profits will increase thereby, doing their businesses to thrive. The low-cost strategy is useful for retailers as they will sufficiently meet the needs of a small group of people with specific needs. Because retailer organization server a particular purpose they will be able to meet specific needs. Thereby, it is vital for local organizations to use cost leadership in their businesses.

Cost leadership business strategy is an essential factor in human resource management. The policy influences the way recruitment of employees, training, and development of employees on the consideration of cost. Businesses employ the services of human resource with the primary purpose of reducing the damage that the company will incur so that it can improve the profits. Many enterprises have misinterpreted this strategy by offering lower salaries, terminating contracts of employees with higher wages and not delivering the required training to an employee to minimize the cost and maximize the profits. Cost leadership should be applied only in the following scenarios. When the business has established itself well in the market, thereby their job market is attractive.

Additionally, it can also be applied when the company wants to be on the same level as its competitors in the market. Lastly, it is used when there is sufficient training so that the employees can use the knowledge they learned in the development of the company(Saebi & Foss, 2015). Therefore, when asked well cost leadership strategy can be the best in propelling the business ahead.

Approaches to Job Design

Job design has two main perspectives: its impact and how complicated a job may be to employees. The impact perspective deals with how an approach is associated with factors that are beyond the situation like how rewards are given to employees. On the other hand, the complexity perspective entails how the employees display their competencies at different levels and how the decision is made and how they enhance the organization to be successful. Four approaches influence job design and they are discussed below.

Job rotation is one of the approaches to job design. It occurs when employees move from one job to another in the same organization to eliminate the boredom that comes with doing one task at a time. It involves individuals with similar skills exchanging their jobs or individuals with more than one skill exchanging positions. For example, in production individuals can move from the packaging department to the production department to reduce the boredom even, though the cost of training individuals may be high it the best way to alleviate boredom in the organization and hence increasing job efficiency.

Additionally, job engineering is another approach to job design. With this approach, it deals with activities to be performed by the organization, how the operations will be performed, how different employees will perform their jobs, the quality of work that needs to be done, and the relationship between workers and the machines. They determine how tasks will be completed and the time required performing the tasks. With this approach, it requires that the employees have specialized skills to perform their functions effectively even though this approach is termed as dull because they are no rotation at work, but it is cost effective.

Furthermore, another approach to job design is job enlargement. In this approach, the number of tasks that are performed by each worker is increased. For example, an auto mechanic, the mechanic has to do a variety of jobs on vehicles like wiring, panel biting, and painting of cars. In this approach, it involves doing similar tasks that are related to what you are doing to increase your efficiency. With this approach, it saves on the cost of employing more employees, and furthermore, it increases the efficiency of workers.

Lastly, job enrichment is also an approach to job design. In this design, more motivating factors are integrated into the job set up so that individuals can be motivated to work hard. The appointments are made to allow the creativity of employees, expose them to more tasks that are challenging, enables the employees to make their own decisions and they can plan and control the operations of the organization. By doing this, it allows the employees to have a chance to work the way they want; therefore, working to their level best.

Job design has a vital role in deciding the features of a specific job. It has a role in determines the tasks and responsibilities of any particular position, how the posts are to be done, and the relationships between the various components of the organization. Furthermore, the job design gives the specifications for doing a particular job and how the different tasks will be rewarded. It balances both the organization and the employee needs. They also, that the jobs are not specialized much so that they don’t create aspects of boredom. It also has a vital role in staffing in the organization. If the tasks are correctly designed, then efficient managers will be motivated to join the organization.

Additionally, the employees will be prompted to work towards achieving the goals and targets of the organization. However, if there are poor job designs, then individuals will not be driven towards the attainment of the organization goals(Oldham & Fried, 2016). Thereby, it is crucial for an organization to work towards achieving a proper job design.

Constraints of Recruiting Workers

Recruiting of employees is one of the tasks that is mandated to human resource managers though at times they have challenges in carrying out this task. One of the problems that human resource managers encounter is that they sometimes need to make the hiring process to be speedy. It is because many companies are growing at a faster rate. Therefore, employees need to be hired faster to fill the vacant positions. Human resource managers will thereby lack the necessary time to go through the qualifications of each of the candidate and choose the best candidate. With this scenario, the employee selected might not meet the obligations of the company or may not be the best among the candidate. Therefore, human resource personnel should be given appropriate time to choose the best candidate for the job.

Additionally, the lack of sufficient resources is also a constraint to the recruitment process. The recruitment process is key to any organization. It has many steps that require funds for the process to run smoothly. For instance, there should be an advertisement so that candidate with qualifications can apply. The method of publication requires resources so that the information is delivered well to those who are legible(Coller, Cordero, & Echavarren, 2017). If there are no resources, then the process might not go on well as planned.

Enhance the effectiveness of the recruitment process; the following strategies can be initiated in the process. Firstly, to enhance the efficiency of the recruitment process the recruiters should understand the needs of the organization. By knowing the needs of the organization then the candidate with the right skills will be chosen. Additionally, providing a job description is also a method that human resource managers could employ during the recruitment process. The job description should highlight the impact individuals will have on the organization rather than the requirements that are needed by the organization. Lastly, to enhance the recruitment process, they should have their pipeline that they can get the skills they require. Human resource managers should put this into consideration during the hiring process.

For an effective recruitment process, human resource managers should avoid the following during this process. Firstly, not establishing the purpose of the recruitment process might lead to choosing a candidate without the skills you require. Additionally, talking too much during the interviewing process will make them not to get much from the interviewees. Furthermore, judging interviewees based on their words, they should have supporting evidence. Also, the managers should not sell the job to the candidates. Lastly, managers sometimes give in to the pressures of the market(Breaugh, 2013). If these problems are avoided, then the recruitment process will run smoothly.

In conclusion, this paper has analyzed some aspects of human resource. The business strategies that are used in human resource are cost leadership, differentiation, focus niche. Approaches to job design are job rotation, job engineering, job enlargement, and job enrichment. The constraints of recruitment are speedy of the process and insufficient resources. To make the recruitment process efficiently the needs of the organization should be known, and the job description should be provided. The problems that are associated with the recruitment process are not understanding the purpose of recruitment and judging the interviewee based on their words.

References

Breaugh, J. (2013). Employee Recruitment. SSRN. https://doi.org/10.1146/annurev-psych-113011-143757

Coller, X., Cordero, G., & Echavarren, J. M. (2017). Recruitment and selection. In Political Power in Spain: The Multiple Divides between MPs and Citizens. https://doi.org/10.1007/978-3-319-63826-3_5

Oldham, G. R., & Fried, Y. (2016). Job design research and theory: Past, present and future. Organizational Behavior and Human Decision Processes. https://doi.org/10.1016/j.obhdp.2016.05.002

Saebi, T., & Foss, N. J. (2015). Business models for open innovation: Matching heterogeneous open innovation strategies with business model dimensions. European Management Journal. https://doi.org/10.1016/j.emj.2014.11.002

VIRÁG, C. E., & ALBU, R. G. (2014). Human resource management in micro and small enterprises. Bulletin of the Transilvania University of Brasov. Series V: Economic Sciences.