MechCon Company HRM Evaluation

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Introduction

Human resource management is an organization function that entails all aspects that are associated with the human resource or work force in a particular organization, company or institution. It entails aspects like recruitment, coordination, and control of the people working in an organization.

Some of the issues linked with human resource management include hiring, compensation and benefits, safety and welfare, communication and motivation, employees performance management and administration, training among others.

Human resource management is a very essential function in every organization as it enhances overall efficiency and effectiveness of the organization through smooth running of all the activities and operations that are carried out in the organization. It falls under one of the major components of the management function (that is staffing); the other ones being planning, organizing, coordination, and controlling.

The human resource in an organization is a valuable asset that determines the success or failure of the organization through their efforts towards utilizing other assets in the company. It is however, only through their proper management that maximum efficiency, effectiveness, and profitability can be achieved (Mathis and Jackson 2008).

This paper discusses various aspects associated with human resource management with much emphasis being given to the human resource manager and his or her importance in an organization, in this case, the MechCon Company that serves as the case study.

The value that an HR manager could add to MechCon Company and the complexities involved in managing HR

A human resource manager is a crucial element in any organization as he or she helps in streamlining the activities and performance of the other employees.

The MechCon company which is a multi-task engineering company offering a wide range of services from mechanical engineering to construction services is lacking a very essential personnel, the human resource manager, who coordinates all the other employees to make sure that they perform well and that their needs are well catered for hence motivating them to do better day by day, which results to the overall success of the organization.

The employment of a human resource manager in MechCon Company is of essence as it will add value to the company through the following ways, the overall value being making things happen.

The human resource manager will add value in MechCon Company through foreseeing and facilitating aspects like recruitment and training which entails ensuring that the appropriate and efficient plans and strategies of hiring employees are strictly adhered to, carrying out performance appraisals through encouragement of hard work and maximum output, creating and maintaining a conducive working environment that promotes excellent performance of the employees and job satisfaction, handling and solving disputes that arise among the employees or even between the employees and the management, attracting and retaining talents and capabilities, and establishment of good public relations within the organization that fosters smooth running of the organizations activities hence overall success (Anonymous 2011).

Although there is a lot of values attached to human resource management, it is an aspect that is faced with numerous complexities especially due to the changes that are taking place in the competitive market that necessitates indulgence in more strategic activities to ensure success of the organization through securing of a place in the competitive world.

Most of the challenges involved in the management of human resource touch on the aspect of workplace diversity which encompass things like education background, religious affiliations, age, gender, ethnicity and race, work knowledge and experience, physical and intellectual abilities among other characteristics that could be exhibited by various employees in an organization.

The human resource manager in the MechCon Company should, for example, be able to overcome the challenge of workplace diversity by turning the problem into opportunity and pooling together the talents exhibited by the diverse talents, views, ideas and perspectives and maximizing or capitalizing on the positive sides of everyone while ignoring the negative or weak points of an individual.

Other general challenges faced by human resource managers in their day to day practices and activities include; the health and welfare of the employees, retirement issues, selection and application of human resource technology, outsourcing, leadership development, among other aspects associated with the human resource body (Chan 2002).

The Role That an HR Manager Should Play Within the Executive Group

The human resource manager in any organization should play various roles and responsibilities within the executive group and in the organization as a whole.

Some of the roles that the human resource manager should be linked with in the executive body of the MechCon Company include; balancing the needs of the staff and those of the company, he or she should also be able to act as a strategic partner in the organization and facilitate the development and accomplishment of the companys strategic goals and objectives which could be achieved through the design and implementation of effective work systems that allows for maximum contribution and success, and being a good advocate for the employees by creating a working condition that ensures that the employees are always motivated and happy and hence can put total efforts in their work leading to good performance.

The human resource manager should also act as a tool through which change in the organization can be perpetrated. This could be achieved through the execution of appropriate strategies that are aimed towards bringing positive changes to the organization. The change should, however, be introduced in an appropriate manner that will avoid resistance by the employees (Heathfield: What Does a Human Resources Manager, Generalist, or Director Do? 2011).

Specific Objectives and Recommendations to Guide a New HR Manager in the Way Forward

The human resource manager needs to have some objectives that should act as a guide towards carrying out their duties. Some of the objectives that may help the human resource manager to be focused in his or her undertakings include; the organizational objectives that should always remind the human resource manager that all the efforts of the human resource body should be aimed at facilitating the efficiency, effectiveness and economy of the organization.

The organizational objectives also ensure that the employees do their best to help the organization meet its goals and objectives. Functional objectives are also essential in the practices of a human resource manager as it helps him or her to keep a good pace in contributing to the fulfillment of the organizations needs hence avoiding any chances that may lead to either non-satisfaction of the organizations needs or wastage of its resources.

The society objectives should also be put into consideration by the human resource manager since the society is part and parcel of the company as the members contribute in one way or the other to its success or progress.

The organization should always be responsible in terms of fulfilling the societal needs, for instance, through corporate social responsibility to make sure that the society supports it fully as opposed to where the society could be dissatisfied by the organizations hence gang up against it making its processes fail in some way. The most crucial objective, however, remain to be the personal objectives.

These are the objectives that aim at promoting the achievement of the personal goals of the employees hence contributing to the overall achievement of the company through the combination of the individuals efforts.

The act of establishing and maintaining appropriate personal objectives in an organization ensures that the employees are not only maintained and retained but also motivated, which is a very positive aspect that keeps the organization growing due to job satisfaction among the employees.

The objectives of human resource management should under all cost enhance the productivity of the organization, ensure that the employees work in a conducive atmosphere that fosters growth and prosperity and also that the organization comply fully with the legal requirements and societal expectations (Dundas 2011)

Some of the recommendations that the human resource manager in MechCon Company should adhere to in his or her work include workforce planning processes, HRIS solutions and the development of recruitment processes and strategies for the employees. Workforce planning is a crucial process in any organization and should be carried out in a continuous manner.

This will ensure that the needs and priorities of MechCon Company match with those of the employees and that all the organizational and legal requirements are met at all time without any obstacles. Workforce planning will also ensure that there is the development of appropriate strategies in MechCon Company in regard to the employees.

It also allows for maximum identification, capturing and utilization of a wide range of talents and capabilities in human capital that are useful to the organization at present time and also in the future.

Some of the benefits associated with workforce planning include; there is always the existence of qualified and appropriate employees that could be readily picked and recruited incase of any vacancy, allows for maximization of the available human resource by avoiding either underutilization or over utilization of the employees.

It is also a process that is very helpful in budgetary allocations as it provides for useful projections that could justify the allocation. Workforce planning is also a strategy that could be applied by the human resource manager in an effort to manage a diversified workforce. It generally helps in efficient management of the organizations employees (U. S. Department of Transportation 1999).

Human resource management information system (HRIS) is a useful tool in the management of the employees and the human resource manager in the MechCon Company should embrace its application as it allows for smooth running of the workforce. It assists in processes like data entry and tracking, the information needs of the various employees of the organizations among others.

The human resource management information system should, however, be chosen carefully in a manner that will solve the problems of the particular organization based on the demands of the company that should be matched with the capabilities of the human resource management information system (Heathfield: Human Resources Information System (HRIS) 2011).

The development of recruitment processes and strategies for the employees is also a positive step that should be embraced by the human resource manager in the MechCon Company as it helps in the smooth coordination of the employees. The recruitment processes and strategies help in the selection of qualified human resource that in return contributes positively to the company through the talents and capabilities they possess.

The processes and strategies also ensure that the needs of the employees are adequately catered for to give them a good working atmosphere that facilitates maximum performance and coordination as everybody feels appreciated and needed in the organization.

There is need to identify the time frames for these objectives and recommendations so as to be able to meet the specific goals of the organization. The objectives and recommendations, for instance, should be classified in terms of the time by which they are expected to be met or fulfilled, for example, short term, medium-term, and long term objectives.

Short term objectives are those expected to be met within a short period of time, for instance, a financial year. Medium-term objectives, on the other hand, are much broader than the short term objectives and the time frame may range from one and a half years to three or five years depending on an individual organization.

The long term objectives and recommendations in an organization are expected to be met after a relatively long period of time, like five years and more. The objectives should always be reviewed and amendments made (where necessary) to make sure that they always remain appropriate and relevant to the organization and the society at large.

The objectives and recommendations should always be realistic, timely, specific, measurable and achievable irrespective of whether they are short term, medium-term and long term. These characteristics make the objectives meaningful and keep the organization moving at least with some expected results (Derbyshire, Wicks and Hardy 2007).

A Procedure for Recruiting and Selecting MechCon Employees Once an HR Manager Has Been Appointed

The process of employees recruitment should be procedural to ensure that all considerations are reflected on. Once a human resource manager has been appointed in the MechCon Company, he or she should follow a strategic recruitment and selection process whenever there is need for a new workforce in the company.

The recruitment and selection processes should always be compatible or match with the companys goals and objectives. The purpose of the recruitment and selection should also be kept in mind to enhance focus in the processes.

Some of the aims of a recruitment and selection procedure include; ensuring that there is equal employment opportunities for all the applicants, evaluating the effectiveness of the various techniques and tools applied in the recruitment process, reducing the chances of losing the employees after they have successfully been recruited and selected, minimizing the failure rate in the selection process that could be brought about by various factors, for instance, the existence of numerous inappropriate job applicants who could either be under qualified or overqualified, reduction of the cost incurred in the recruitment and selection process and most importantly assessing of the organizations present and future needs in regard to workforce planning and job analysis and description (Roberts 1997).

There are various procedures that could be employed in the recruitment and selection of employees in an organization depending on suitability and the decision of the human resource manager and other members of the management.

One of the procedures that the human resource manager in MechCon Company and his or her team members could consider applying is as follows; the first step involves assessing the relevance of the recruitment by identifying whether there is need for recruitment or the job could be done by the existing employees.

Job analysis is then done where the requirements of the post holder, for instance, in terms of qualification and experience is determined. Based on the job analysis, a job description and individual specifications are drawn giving clear details on the purpose of the job, the responsibilities involved and the conditions of the job plus the abilities and qualities expected.

The next step entails making a decision on the best methods to be applied in the selection process. Here, a curriculum vitae or an application form could be used as a tool for recruitment and selection with combination of other techniques like interviews or selection examinations.

Attracting candidates is also essential and ways of advertising the vacancy should be decided upon, which is then followed by the practical marketing of the job. The other step entails shortlisting the applications to reduce their number and hence ease the selection process by avoiding the consideration of either too little or too many applicants that could either limit the choice or lead to time wastage respectively.

The selection is then done for instance through interviews after which a decision is made and the successful candidates given the offer. References are also considered after the offer is made. Training is an important part in the recruitment and selection process as it ensures that the new employees are acquainted with the relevant skills and knowledge that will enhance their performance in the organization.

Consistency should be maintained in the entire recruitment and selection process to avoid any confusion. The process of recruitment and selection should be done by the human resource manager in collaboration with other management team members who include the line managers (Elearn 2009).

Conclusion

Human resource in any organization is very essential as no organization could run in the absence of people. It entails aspects like recruitment, coordination, and control of the people working in an organization. Every organization, regardless of nature and size, moves on and succeeds because of the efforts put forth by the employees through the diversity of talents and capabilities exhibited by them.

The human resource in an organization is a valuable asset that determines the success or failure of the organization through their efforts towards utilizing other assets in the company.

The management of the employees is, however, a crucial element that ensures that everything regarding the employees is in order, for instance, through aspects like motivation and rewards that ensure the employees are on their toes in their efforts to better their performance and the performance of the organization in general.

The presence and performance of a human resource manager in an organization should, therefore never be underemphasized as it leads to the growth, development and prosperity of the organization in one way or the other even though the impact could not be immediate.

Reference List

Anonymous. 2011. Benefits of Human Resource Management. Web.

Chan, A. 2002. The Challenges of Human Resource Management. Web.

Derbyshire, W, Wicks, D and Hardy S. 2007. Money and Work: An Essential Guide. England, Spiramus Press Ltd.

Dundas, K. 2011. Human Resource Management MNG00724. New York, Southern Cross University.

Elearn. 2009. Recruitment and Selection. New York, Elsevier publishers.

Heathfield, M.S. 2011. Human Resources Information System (HRIS). Web.

Heathfield, M.S. 2011. What Does a Human Resources Manager, Generalist, or Director Do? Web.

Mathis, R.L and Jackson, H.J. 2008. Human Resource Management. 12th ed. New York, Cengage learning.

Roberts, G. 1997. Recruitment and Selection: A Competency Approach. Britain, CIPD publishing.

U. S. Department of Transportation. 1999. Workforce Planning Guide. Washington, D.C., Department of Transportation.

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