Human Resource Management System in a Practical Context, Coursework Example

Introduction

Having a business or a company means also having the right personnel for the organization starting from the top leadership positions down to all the subordinate stuff required for the running of the company (Guo, 142-144). The activities involved in a certain organization are innumerable and cannot be handled by the chief executive officer alone. According to a paper written by Guo, a human resource manager is a person who deals with all the many activities involved in the management of people or the employees in the company and ensures smooth running and healthy functioning of the company.

In this discussion, I am looking to apply the systems by these personnel in a practical and realistic context where a person, namely Julia, wants improvement in her business for dry cleaning in downtown Albany (Guo, 142-144). I am providing human resource management consulting to her. I shall give her my knowledge in strategic HRM and job design, her recruitment activities, selection, training & onboarding, and helping her with planning (Guo, 142-144).

Strategic HRM and Job Design

Some of the questions that I am going to ask Julia to help determine the kind of human resource she needs for Julia’s Dry Cleaning (Guo, 142-144). It would include background information on the applying client, previous jobs in dry cleaning or related fields, the exceptionalism, and the uniqueness of the client (Guo, 142-144). What makes them unique? The experience in this or closely related field will be of great importance.

If Julia has decided that she wants to hire an administrative assistant, I would urge her to consider if the person is detail-oriented, likes to be organized, and if they like to work in a structured workplace or environment (Guo, 142-144). Also, Julia should seek to know if the client has a computer background knowledge for the basic stuff they would be doing using a computer. Some steps to be taken to ensure that the job is appealing and engaging for the employee would be to include better and comfortable furniture and related devices (Guo, 142-144). Improving the work environment would make the employee want to do the job in a better way and be more engaged in the job.

Recruitment

For the recruitment of the administrative assistant, the place to go to do her recruiting would be in companies nearby or even far. This is because she will be in a position to ask the company employees for referrals (Guo, 142-144).

When making the advertisement for the job positions in her company, it would be wise to consider hiring a graphic designer to do this for her. The graphic designer would make sure the posters, as well as the videos made, have high-quality graphics, and this would attract many people. Also clearly adding a detailed job description and requirements in the advertisement would attract well-qualified candidates (Guo, 142-144).

Selection

With the assumption that Julia has a large number of applications, she needs to screen them and remain with the very best. Firstly, she can check if all of them have met all the required qualifications, like having a high school diploma, etc. also, a series of questions to the employees via email would aid in this process (Guo, 142-144). One of the questions may include, “State the kind of experience you have when answering talking to people over the phone.” Conducting a phone interview would be another tactic to use for this (Guo, 142-144).

She also needs to set up the interview process, the in-person interview. This will help her learn several things from the employee, such as the punctuality and neatness of the individual (Guo, 142-144). For the interview, state the time and place where it will take place and give contact information for the interviewer, Julia, in this case. She will also need to avoid bias and discrimination during the employee selection (Guo, 142-144). An example of a way to do this would be to avoid including parts in the interview paper that requires the identity of the applicant’s race, (Guo 143), and any other sensitive issue for instance gender.

Position: Administrative Assistant

1. Greetings to the applicant introducing her full name and title are in the introduction.
2. Talk to the candidate; know some of their interests and talk about them for a short while.
3. Elevator pitch. Give the candidate a chance for their elevator pitch.
4. The Q-A exchange. This is where Julia will ask the candidates standardized questions and receiving answers from them.
5. The end. Wrap up the interview and making sure that the candidate has left with a good feeling about Julia’s Dry-Cleaning company. The end is also as important as the beginning.

Training and Onboarding

After the best is picked, Julia needs to train the person to work in the company. She needs to tell her some facts about the company, for instance, the number of employees, the approximate number of customers that her company deals with in a day, the opening and closing hours, and the working days (Guo, 142-144). Mentioning the salary is also required at this time. Furthermore, an orientation is needed. Julia should now set up an orientation program; for example, for a three-day orientation program, day one would be to go through the company, showing them the main offices and other vital buildings (Guo, 142-144). Day two, take them around the company compound, and the last day would be to take them to the outer compound to know the neighborhood (Guo, 142-144).

Conclusion

Finding a good employee is quite a process, however, the human resource managers are a great help in this area. It is advisable to seek advice and/or help from these individuals when dealing with the companies’ activities. Julia has received great help by doing this, as seen in this article.

Work Cited

Guo, Yunli. “Original Paper An Interview with Human Resource Manager.”pp142-144