Human Resource Management: Recruiting

In: Business and Management

Submitted By tcas005
Words 1577
Pages 7

The recruiting and hiring process can be extremely time consuming and resource intensive. In order to ensure the company is hiring the right people, it may take months to complete the process. When it comes to employing competent and capable staff, the stakes are high, therefore it is very important to know the steps involved in the process and adhere to them as strictly as possible (Shwiff, 2007).

Human Resource Management: Recruiting

The process of recruiting and hiring comprises of several phases, however, before being able to recruit and retain employees the company needs to make sure it understands all of the regulations and laws that must be followed during the process (Fernández-Aráoz, 2009). There are a multitude of regulations and laws in place to safeguard applicants throughout the recruitment process; many of the legal mandates that pertain to recruiting and hiring are on a federal level that all states must comply with but there are also a number of laws on a state level that apply to that state only (Wren, 2006). The federal laws that cover employment and recruitment are as follows:

• Wages and hours- the laws regulating this fall under the FLSA (fair labor standards act) and is enforced by the WHD (wage & hour division) of the US DOL (department of labor). This act stipulates the criteria for minimum wage and overtime. Under the FLSA employees, unless they are exempt, must be compensated at least the federal minimum wage for a 40 hour work week anything beyond 40 hour must be compensated an overtime rate of one-and-one-half-times the regular rate of pay (U.S. Department of Labor, 2014).
• Age requirements -. The WHD governs the federal child labor laws. Under the FLSA mandates, 14 is the minimum age for employment and restricts the number of hours an employee under the age of 16 can work. It also prohibits anyone…...

Similar Documents

Human Resource Management

...performance in the Human Resource field nowadays, you must be able to walk the walk and talk the talk. However, as easy as that may seem, there are many factors that need to be taken into consideration to effectively create a high performing organization in the respect of any human resources department. Job design, recruitment and selection, training and development, performance management, and compensation all go hand-in-hand to develop such a successful, high performing outcome. Job design is a vital part in the development of high performance. The role that any human resource representative plays in this part is that they must put themselves in the managers’ shoes. To carry out the job successfully, you really have to break down work procedures and clearly define the specialized tasks to be completed. The human resource representative is responsible for working with the manager or the department lead to ensure this information is the most accurate as this will ultimately be the basis of which defines the job duties and responsibilities. By working with the managers or department leads, it gives the human resource representative the opportunity to thoroughly understand the job itself and its place in the grand scheme of the business. In high performance organizations, job design is essential because it emphasizes teamwork and empowerment as a fundamental piece of improving collaborative performance. Once the job design has been established, the human resource......

Words: 1286 - Pages: 6

Human Resource Management Overview

...Human Resource Management Overview Ileana Vick HRM/300 Instructor: C. Guerreiro UOP October 1, 2012 An organization thrives because of the capabilities and performance of its people. “The only vital value an enterprise has is the experience, skills, innovativeness, and insights of its people” (Edvisson, 2002). Whether an organization recognizes it by a formal name or not, human resource management is the administrative discipline of hiring and developing employees so that they become more valuable to the organization (Business Dictionary, n.d.). In this paper, I will discuss the primary function and the role of human resource management in an organization’s strategic plan. What is human resource management? Human resource management can include a broad spectrum of specialties within an organization. Some specialties may include recruiting, payroll, policy, training and development, and performance management (Mazurek, n.d.). Depending on the size of the organization, each specialty may be handled by an individual department or they may all be handled by one person. The main goal of human resource management is to make sure that the right people are working in the right place to accomplish the organization’s goal. What is the primary function of human resource management? Human resource management identifies the primary mission of the organization and then discusses what talent is needed to meet the mission along with which areas need improvement. Some...

Words: 890 - Pages: 4

Human Resource Management and the Workplace

...Human Resource Management and the Workplace Cassandra M. Rhymes BUS303: Human Resources Management Professor Beverly Williams April 26, 2010 Human Resource Management and the Workplace Human Resource Management requires a careful balance and coordination between corporate policies, local, state and federal regulations, and employee rights within the workplace. This paper will review a few of the principles examined during this course and applied to current work environments. Specifically, this paper will review the effect human resource management has on planning within a company through hiring, planning, and recruitment through the use of compensation and other benefits that are important to employee satisfaction. Discussions within our classroom environment included EEO and affirmative action, human resource development, safety and health, and employee and labor relations. While these are not the only components of human resource management, these are the items we addressed in class. Within my own company, our human resource department is divided among the divisions, with the main corporate office housing the human resource group for the entire company, and a small human resources group in the St. Louis office for the division I currently work for. For purposes of this paper, I will use the St. Louis information, as it is the group I am most familiar with. Additionally, I will address the corporate policies for the United States groups, as those apply to......

Words: 1885 - Pages: 8

Intro to Human Resources Management

...What is Human Resource Management and Why it is Important – The Management process involves the following functions: planning, organizing, staffing, leading, and controlling. The “people” or personnel aspects of management jobs involve conducting job analyses; planning labor needs and recruiting job candidates; selecting job candidates; orienting and training new employees; managing wages and salaries; providing incentives and benefits; appraising performance; communicating; training and developing managers; building employee commitment; being knowledgeable about equal opportunity, affirmative action, and employee health and safety; and handling grievances and labor relations. A. What Is Human Resource Management? The management process includes several functions: planning, organizing, staffing, leading and controlling. Human resource management is the process of acquiring, training, appraising, and compensating employees, and attending to their labor relations, health and safety, and fairness concerns. B. Why Is HR Management Important to All Managers? Managers don’t want to make personnel mistakes, such as hiring the wrong person, having their company taken to court because of discriminatory actions, or committing unfair labor practices. HRM can improve profits and performance by hiring the right people and motivating them appropriately. It is also possible you may spend some time as an HR Manager, so being familiar with this material is important. C. Line and......

Words: 413 - Pages: 2

Human Resource Management Overview

...Human Resource Management Overview Human Resource Management (HRM) plays a big role in a company. Human Resource Management is responsible for a lot of duties in a company. They focus on recruiting, managing and developing the employees of the company; they deal with other issues regarding employee compensation, performance evaluation, hiring, development, wellness, safety, training, and communication. The human resource management in the organization plays a role in making strategic and coherent approach to managing the company’s most important asset; its employee. There are several factors affecting the staffing of the human resource management can be categorized under external and internal. The external is the level of education, the laws and regulations that affect employees, the attitudes in society at work, the supply and demand for the manpower outside the company and the economic conditions. Human resource management faces problems with staffing and staffing turnover. Human Resource Management has to organize different things within side the company such as goals, tasks, organization structure, what kind of people to employee, the demand and the supply of managers within the company, the reward system, and various kinds of policies are the internal factors which may affect staffing. Company use the highest technology in industries requires extensive and intensive education and training. The high employee turnover equals high costs. When employees leave the......

Words: 596 - Pages: 3

Human Resource Management

...5/26/2011 The proliferation of technology and changes in the business environment have increased the importance of human resources in the modern world. The major challenges facing human resources arise from this elevation of human resource activities to a core strategic function. * Finding and Retaining Talent The primary challenge facing human resource is to have the right people ready at the right time at the right place. The spread of technology and globalization has ensured a level playing field for firms in terms of technology, information, and availability of finance. The human resources of an enterprise, hitherto considered as just another resource such as land or capital, are now the key differentiator among firms, and as such the most critical source of competitive advantage. Although the availability of labor usually exceeds the availability of vacant positions, talent that makes a difference has always remained scarce. The increased competitiveness among firms ensures that finding new ways to increase the level of talent in the organization remains the key challenge facing human resources. The very existence of many knowledge-centric firms in fact depends on the ability of the human resources department to hire and retain the right talent. Retaining existing talent is easier than hiring new employees, and as competition increases among firms, human resources looks at various ways on how to retain talent. Possible interventions include custom-made......

Words: 1599 - Pages: 7

Human Resources Management

...Introduction Human Resource Management (HRM) is the process of people management within companies and organization, as well as that of managing Inter-personal relationships. Both of these processes are important for ensuring business growth and success. The research question of this study is on how the recruitment policy coherence initiative on employment in Malaysian industry. The previous research that was done by Jomo K. S. and Wee Chong Hui on this topic is lack of explanations on how the companies use the recruitment process to attract, screen, and select the qualified person for the job. For this research the hypotheses that can recruit the right person for the right position to improve the work place. 2.0 Research question How effective is a recruitment process in the government sector? 3.0 Importance of the research This research is important as to prove that right recruitment of employees do have impact on their job performance. This study will help the employers to understand the importance of the right recruitment of the employees especially for those who are working in the government and private sector. In other hand employers can use this research study as guideline to recruit the employees. 4. Literature Review 4.1. E-recruiting process Finding a job in government sector can be a frustrating experience for many people; the process is long and convoluted, and can be very confusing especially when the government uses......

Words: 1468 - Pages: 6

Importance of Human Resource Management

...lower case) Name Course Tutor Institution Abstract Human Resource Management is defined as the process of hiring and developing employees so that they become more valuable to the organization (Mondy, Noe, & Gowan, 2005). This is a central and strategic organizational activity but at the same time of increasing complexity and importance. It includes recruiting the right people for the job, orienting and training, planning personnel needs, managing wages and salaries, providing benefits and incentives, conducting job analyses, evaluating performance, communicating with all employees at all levels, and resolving disputes. Acquiring an overall view of Human Resource Management with respect to integrating new knowledge includes explanation and examples. I will review, present, and explain in this essay that in all companies, proper management of human resources is vital to being a successful business; human resources must be a critical department within the functional area of an organization. The basic purposes of this essay is to emphasis and culminate the principles of Human Resources Management by describing the application of the knowledge learned in the field of human resource management, with emphasis on six areas: EEO and Affirmative Action, Human Resources Planning, Recruitment, and Selection, Human Resources Development, Compensation and Benefits, Safety and Health, and Employee and......

Words: 1922 - Pages: 8

Human Resource Management

... |1 | | |Human Resource | | | |Management | | | |Lecture Outline | | | |Strategic Overview |In Brief: This chapter explains what Human Resource| | |What is Human Resource Management and Why is it Important? |Management is, how it relates to the management | | |What is HR Management? |process, and how it is changing in response to | | |Why is HR Management Important to all Managers? |trends in the workplace. It illustrates how all | | |Line and Staff Aspects of HRM |managers can use HR concepts and techniques, HR’s | | |Line Managers’ Human Resource Duties |role in strategic planning and improved | | |Human Resource Manager’s Duties |organizational performance, the......

Words: 5767 - Pages: 24

Human Resource Management

... What is HR consultancy firm- A Human Resource consultant not only concentrates of compliance issues and following best practices, but will also assist in employee programs and training and development.  National PEO, for example, provides Human Resource services ranging from employee handbooks to compensation analysis. Professional Employer Organizations (PEO) has the staff and expertise to make business run more efficiently.   They have special tax rules that company needs to utilize. Their employers are trained in the special needs that an HR consultancy business have.  For example, Axis consultancy firm of bd have detailed knowledge pertaining to that community and its trends. It’s best to have a consultant that can take care of your local (city) needs along with whatever the state may require. Most major cities and even a few small metropolitan communities have Human Resource consulting firms. Knowledge or rules, laws and regulations are not the only things PEOs offer.  Human Resource consulting needs are certain differ from business to business and city to city. They also provide any sort of service for employ’s background and other record checking. To recapitulate in short, whatever your particular business needs may be a reliable professional employer organization can be the key to your business running more efficiently and with a higher profit margin  Arizona, Tuscon, Phonix, Las vegas are the most renowned international HR firm. Locally we have some renowned HR......

Words: 4161 - Pages: 17

Human Resource Management

...All organizations have people -- they have human resources. Regardless of the size of an organization or the extent of its resources, the organization survives -- and thrives -- because of the capabilities and performance of its people. The Human Resource Management (HRM) function includes a variety of activities, including Affirmative Action to Employee and labor relations. All HRM functions work together to build a strong company where key among them is responsibility for human resources -- for deciding what staffing needs fits the company’s future. According to Youssef (2012) “The HR department is here to support you and ensure that the company's human assets are selected, deployed, and managed efficiently, effectively, and fairly. But you are ultimately their direct manager.” (P. 12) We will look at the some different aspects of the HRM department and why they are so important. Companies and organizations are much like the human body where all parts work together to make a cohesive person. And, if the HRM department is operating properly then there are certain functions that they must operate in to help balance all the different aspects of a successful company. One cannot say that one of these functions are more important than the next. If a company did not offer Compensation and Benefits they would experience low employee morale which would affect profits. And, if they did not have planning and recruitment it would have high turnover and could face all sorts of...

Words: 1942 - Pages: 8

Human Resource Management Management

...Assignment 1: Human Resource Management Overview Manuel Johnican HAS 320 Healthcare Human Resource Management November 1, 2015 HR managers in healthcare have several roles that are rather different and difficult. The main role for Human Resource Managers is constantly evolving based on the life stage of Healthcare facilities and the business. Human Resource managers in health care play a role of an important business partner. They have a significant impact on the facility performances. HR introduces company policies and practices focused on the increase of the performance of employees, maintain the high level of employees’ satisfaction, and designing the unique corporate culture. They are the ones who keep all policies up to date and in its appropriate place. Human Resource Managers lead and manage projects resulting in building the competitive advantage. They are the single point of contact for the management. In healthcare facilities, they share goals with business leaders and take ownership of the strategic HR agenda. Parallel to several other department managers in healthcare, a human resource manager has double uncomplicated functions: One of which is overseeing division occupations and the other one is supervising worker. To perform these task correctly, Human Resource Manager must be well experienced in each of the human resources areas. Areas such as punishments- payment and profits, preparation and progress, employee relations, recruitment, and......

Words: 1888 - Pages: 8

Human Resource Management Overview

...Human Resource Management Overview Becca Langum HRM/300 May 9, 2016 Susan Bradley Abstract In the following pages, we will discuss the creation of a Human Resources Department in a new healthcare insurance organization called Care for You. It will include a 6-month plan of the items and actions the new Human Resources Department will need to focus on. This department will be a one-person department for the near or far future. This document will identify the three factors that will be considered for the formulation of the department along with the four functions this human resource department will focus on. We will discuss how the Human Resource Department aligns with Care for You’s strategic plan and services the employees. Human Resource Management Overview Care For You is a not-for-profit organization who recently obtained regulatory approval to start offering their new medical insurance policies on the Federal Exchanges for 2017 policies. Over the next 6 months the Human Resource Department will be partnering with the operations department to develop a plan to get the department up and running. This document will explain how and what we are planning to implement. Month 1 The first month we are focusing on finding a third party vendor to handle all the payroll accounts and recruiting. Contracts with vendors can take time and we need to make sure we have everything in place getting those contracts approved and in place. Outsourcing these functions will allow time...

Words: 1572 - Pages: 7

Human Resource Management

...Grace Walters MGMT 1100- PRINCIPLES OF MANAGEMENT CRN 49771 Human Resource Management is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers. (Heathfield) Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. While human resource management is sometimes referred to as a "soft" management skill, effective practice within an organization requires a strategic focus to ensure that people resources can facilitate the achievement of organizational goals. Effective human resource management also contains an element of risk management for an organization which, as a minimum, ensures legislative compliance. Human Resource Management is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective Human Resource Managers enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives. Human Resource Management is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. HRM is now expected to add value...

Words: 3108 - Pages: 13

Human Resources Management Roles

...Human Resource Management Roles Sylvia McLeod HCS/341 8/20/2010 Michael Coleman Human Resource Management Roles Human Resource Management or HRM is an activity that is focused on recruiting, managing and developing the people in an organization. This function also deals with the issues regarding employee compensation, hiring, performance evaluation, safety, development, wellness, communication, training and development. The human resource management in the organization plays a big role in making strategic and coherent approach to managing the company’s most important asset; its people. Most companies see the HRM function as a major contributing factor in aligning specific assignment to the employee’s capabilities. In doing so, the company will be able to efficiently achieve its goals at a minimum required resources. The factors affecting staffing functions of the human resource management fall into either the external or internal categories. Examples of external factors include level of education, laws and regulations that affect staffing, economic conditions, and the demand for the manpower outside the enterprise. These factors are considered to be a big problem faced by human resource managers. The top three influences of staffing needs include teamwork or no teamwork/unit cohesiveness, chaos factors affecting the delivery of nursing care and effectiveness of communication. Internal factors that affect staffing include......

Words: 717 - Pages: 3