3 1 Assignment 1 Angela Jones HRMN 300 Dr. Edmina Bradshaw July

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Assignment 1

Angela Jones
HRMN 300
Dr. Edmina Bradshaw
July 3, 2024

Question 1: The Human Resources Management (HRM) Function.

In evaluating the HR function at my current organization, I will focus on two key metrics: employee retention rate and time-to-hire. The present level of retention has been around 85% over the last year; therefore, its effectiveness can be considered moderate. It is good to some degree, but there is a need to enhance matters relating to employees, such as employee involvement and availability of promotions. Ideally, the average time that one spends to hire a particular position should be shorter, but our current average time is 45 days. The longer cycle of hiring may lead to a loss of talent while being stuck in between and can lead to productivity chasms (Kimball, 2016). Thus, improving these metrics can significantly benefit the organization. 

An example of aligning the priorities set by the HR department with the organizational strategy is a deviation in enhancing the employees’ technological competencies. Notably, it closely aligns with the general objective of the transformation of the company into a digital business. However, since ours is an outdated performance management system, it does not have to integrate well with an agile working environment. Increasing the frequency of feedback on schedule could be more effective in helping carry out the strategic goal of becoming more adaptive (Sims & Bias, 2019). Thus, updating the performance management system is crucial for achieving this strategic alignment. 

Another major issue that I have identified in HR is the issue of bias in matters concerning recruitment and employment or even promotions. This issue affects workforce diversity, creativity, and organizational productivity. To mitigate this, it is better to adopt the practice of blind resume screens and structured interviews to avoid the first round of bias. Additionally, providing mandatory unconscious bias training for all employees, especially those involved in hiring and promotion decisions, could help raise awareness and promote more equitable practices (Mariani, 2019). Thus, addressing bias is essential for fostering a more diverse and productive workforce. 

The external environment has greatly influenced this challenge. Legally, organizations experience pressure in order to provide equal opportunities in the workplace. Technologically, new software is being developed to ease the process of removing bias in recruitment procedures through the use of artificial intelligence. Culturally, there is a growing emphasis on diversity and inclusion in the workplace, driven by social movements and changing demographics (Lecture Week 1, 2024). Thus, these factors have forced organizations to take a keen look and refine the existing HRM practices in order to address unconscious bias more efficiently.

References 

Kimball, D. (2016). Cases in Human Resource Management. SAGE Publications.

Lecture Week 1.(2024) What is Positive Psychology?  [PowerPoint Slides]

Mariani, Ronda. “THE UNCONSCIOUS BIAS.” Human Resources Management Issues, Challenges and Trends:” Now and Around the Corner 201 (2019).

Sims, R. R., & Bias, S. K. (2019). Human resources management issues, challenges and trends : now and around the corner. Information Age Publishing Inc.

Question 2: Diversity and Multiculturalism

A

An organization’s culture plays an important role in determining the way it handles issues of diversity and multiculturalism. Diversity is a state characterized by different demographics, while multiculturalism is a state of endorsing and incorporating different cultures (Sims & Bias, 2019). Hence, the concepts must be distinguished because an organization can be diverse without addressing multiculturalism and inclusion. Diversity and inclusion can help to achieve business goals by promoting a higher level of novation, better decisions, and increased market accessibility. As Kimball (2016) points out, it is HR’s responsibility to ensure that diversity efforts are linked to organizational objectives. Two policies that HR can suggest include implementing unconscious bias training to address stereotypes and promote fairer decision-making. Also, offering networking opportunities for underrepresented minorities through the formation of diverse employee resource groups (Lecture Week 1, 2024). Thus, fostering diversity and multiculturalism enhances innovation, decision-making, and market reach.

B

Specifically, my cultural background as a first-generation American citizen with immigrant parents has greatly shaped my behaviors. For instance, I am more sensitive to possible language barrier issues and try to be more concise and pedantic in explaining things to people whose English is not that good. At the workplace, I deal with differences by avoiding judgment and instead try to hear what the other person is saying before I conclude. As to multiculturality, I always attempt to be polymorphous in my communication, which means that I blend freely between Anglo-Saxon directness and formal European politeness or Latin meekness, for instance. Apart from work, I look for ways to interact with people from different community backgrounds via volunteerism or cultural fests. Thus, it assists me in learning various cultural values and norms, hence enabling me to Break barriers and interact with different cultures at workplaces or any other area.

References 

Kimball, D. (2016). Cases in Human Resource Management. SAGE Publications.

Lecture Week 1.(2024) What is Positive Psychology?  [PowerPoint Slides]

Sims, R. R., & Bias, S. K. (2019). Human resources management issues, challenges and trends : now and around the corner. Information Age Publishing Inc.

Question 3: Recruitment and Selection.

A

Recruitment means inviting qualified candidates to apply for the positions available, while selection means the process of choosing the most appropriate candidate from the applicants. Longer time frames mean that several interviews, tests, and investigations may be carried out on candidates, thus enabling a more expansive appraisal of candidates (Kimball, 2016). It can help make more sound hiring decisions and, consequently, reduce the levels of turnover. While the changes in the organization of work, which forms part of museum best practice, are more efficient and can promptly occupy a post. Despite this, it cuts down on the time and money that the company has to spend; it also makes it possible for the company to make bad choices in hiring since there is little assessment made (Lecture Week 1, 2024). For job seekers, long processes are often perceived as undesirable and could be associated with a large, inefficient organization. In the case of organizations, the balance that is made is between the extent to which the candidates are evaluated and the rate at which the positions are filled.

B

From the job seeker’s perspective, the recruitment practices that I observed comprised a detailed description of the job and communication from the employer. I liked it when, at the selection, organizations gave me time frames or when they gave me practical sessions whereby I could display most of the attributes. If I were to advise the company to improve it further, I would recommend refining the communication within the assessment. Stating the application status and the expected time of response can indeed greatly minimize the candidates’ stress (Mariani, 2019). Also, feedback can be provided to the candidates who have been rejected, and it helps to maintain the image of the company and build up relations with the candidates for the next offer. Therefore, meaningful and effective communication, feedback, non-tactical examination of structures and procedures, and their enhancement can improve the overall candidate experience, companies’ reputation, and the quality of candidates.

References

Kimball, D. (2016). Cases in Human Resource Management. SAGE Publications.

Lecture Week 1.(2024) What is Positive Psychology?  [PowerPoint Slides]

Mariani, Ronda. “THE UNCONSCIOUS BIAS.” Human Resources Management Issues, Challenges and Trends:” Now and Around the Corner 201 (2019).