Human Resources

Full name-Your ID [Link] nameAssignment #-

1) What is the connection between strategy and the main HR functions (HR programming,
recruitment, selection, training and development)?
HR is an essential part of the management that has a vital role to play in achieving the goals of
an [Link] functions along with HR department is basically the strategic assets in any
organization that everyone should [Link] needs to ensure that employees are strategically
focused (Becker & Huselid, 2001).In order to be strategic, a longer view of HR resources is
needed (Mills, 1985).The basic aim of all HR functions in an organization is to enhance the
human capital for its smooth functioning. The connection amidst HR functions and strategy
primarily begin with an individual who is strategy focused professional itself only. After this the
whole system of HR develops a connection with organizations strategy. A proper strategy has a
major influence on the financial aspects of the business. Even, the HR functions proposed by
David Ulrich that includes recruitment, staffing, training and development, motivation of
employees works with organizational strategy only on the whole. The effective working of the
business generally is based on the alignment between its HR and strategy. Enabled by
technology, HR will be able to play a more strategic managerial role (Frangos, 2002).This makes
sure that people who are there in the organization are right to achieve ambitions. It helps in
knowing the organizational capacity and capability of business and people along with their skills
that are required for organizational growth. It not only guarantees adequate performance but also
ensures everyone gets paid on time. Thus, empowering a HR enlarges value to the defined
strategies can helps in growth and success of an organization.

2) Which are the main candidates recruitment sources and what kind of information must be
included in job postings?
Recruitment is the first process in the process of choosing right candidate for the job which is
followed by selection, training and development. It can also be quicker and can have a lower cost
to hire someone from another part of the same organization (Schawbel, 2012).Recruiting should
never be outsourced. Everyone at your company should be different in the same way (Thiel,
2014).Recruitment sources are the sources that help in picking right candidate for an
organization. These sources can be categorized in three divisions - direct, indirect or third party
methods. In direct method, job seeking candidates are directly through campus placement where
the main representatives of that organization visit the institutes to choose the right candidate.
Doctors, engineers etc. are mainly selected through direct method. On the other hand, in indirect
method, further mediums like newspapers, radio, journals, television, technical magazines etc.
are contacted to give advertisements about the required post. Eligible candidates apply according
to the norms and conditions mentioned in that advertisement. The indirect method generally
comes into existence when:

There is a vacancy in an organization and that firm is unable to find a candidate suitable

for the respective job

When organization wants to expand its territories and reach among the masses and the

market
The job vacancies which require technical, scientific or professional staff

Last but not the least method is used which is called third party involves the recruitment of the
candidate through employment agencies, data banks, referrals, recommendations, labor
contractors [Link] find the right match for an organization. No matter what source is chosen for

the recruitment process, if the job posting is not convincing, the candidate may not apply for the
job. An appropriate job posting should always include the following:

General description about the job

Duties of the candidate who wishes to apply
Role and responsibilities of an individual that will be selected
Experience and knowledge required for the vacancy
Education qualifications of a candidate who is eligible for that job
The starting range of the salary that is offered for the work in an organization
Instructions about application about how an individual who is interested in the vacancy
,can apply for it

3) Which are the main selection practices?

Recruitment and selection process is concerned with identifying, attracting and choosing suitable
person to meet organizations human resource requirements. (Anderson, 2001).Selection is a
method of picking the right candidate from the pool of individuals who applied for the job
through the recruitment process. In the selection phase, there are three basic principles included:
reliability, validity and usefulness. Rather, most organizations rely on the classic trio of shortlisting, interviewing and references (Cook, 2003). The selection of a candidate involves many
stages or selection practices which are as under:

Preliminary screening: When a company receives adequate number of applications for the
vacant post. It begins with finding the right candidate by deeply examining each
application they have received. The number of applications tells the interest of

individuals outside company in that job.

Telephone interviewing: After the best applications that has been screened from total
applications, the company proceeds to next step. This step is known as telephone

interviewing, is kind of a first round organized by an organization. It is a beneficial round

especially for small scale business that gives an opportunity to the company in knowing if
the candidate is still interested in the job. Also, it gets a little easier for the company to

know who are qualified candidates for the next face to face round.
Face to face interview: This is a time consuming practice among all selection process
stages. Above two methods are adopted by recruiter of an organization to save the time of
the hiring manager. For instance, a recruiter may choose only 5-6 candidate from the pool
of 30 job seekers. This is an advisable stage which confirms many things about the

candidate who is being called up for an interview.

Decision round: In this practice, the decision is made by hiring manager by selecting the
suitable candidate. The selected candidate gets a green signal that he or she is fit for the
organization. This decision may depend on the gut feeling or intuition of the hiring

manager completely.
Vetting candidates: After the hiring manager has told the name of the candidate who is
being selected to the recruiter. The recruiter, then is responsible to offer the job to
candidate and does all the background check and drug test to confirm that the candidate is
fit to work in the organization. Every company whether small scale or large scale should
conduct a background check of the candidate they are hiring. In the end, when everything
comes out to be positive, the final offer is done.

4) How we organize and we develop a training program for an organization?

Training is the process of acquiring specific skills to perform a job better (Jucious,
1963).Training and development is an area which mainly focuses on the overall growth and
development of the staff as well as organization. It helps people to become qualified and

proficient in doing some jobs (Dahama, 1979). Flippo (1961) differentiated between education
and training, locating these at the two ends of a continuum of personnel development ranging
from a general education to specific training. There are various methods to organize and develop
training program for organization:

Classroom lecture method: The direct and definite method where a lecturer delivers the
speech to many people together is known as class lecture method. It is one of the
advantageous and cost effective method that contributes a lot in good outcomes and

learning of employees in an organization.

Group discussion method: The method that helps in attitudinal development of every

trainee under the supervision of leader is called group discussion method.

Case study method: The method where real situation is described in a narrative form to
aware the employees of the problems that they can face in a particular situation is termed

as case study method. It is an aid in polishing problem solving skills of employees.

Apprenticeship Training method: The effective combination of education and
employment under a licensed, trained and skilled instructor is called Apprenticeship

training method. Trainees under this method are known under the name apprentice.
Job rotation method: It is a method where an exposure is given to employees by rotating

them from one job to another.

Computer Based Training method: Its a new era method where trainees are made to sit in
front of technology i.e. computer terminal to learn more things instead under the

guidance of an instructor.
In Basket Training method: The method, in which skills and knowledge of trainees are

developed by doing work on papers and files, is termed as in basket training method.
Internship Training method: The method where trainees work as interns in an
organization to meet its need is called Internship training method.

References
Anderson, N. (2001). Towards a theory of socialization impact: Selection as pre-entry
socialization. International Journal of Selection and Assessment, 9(1/2), pp. 84-91.
Becker, B. & Huselid, M. (2001). The Strategic Impact of HR. Harvard Business School
Publishing, Balanced Scorecard, May June 2001
Cook, M. (2003). Personnel Selection: Adding Value through People (4th edn). Chichester.
Dahama, O. P. (1979). Extension and rural welfare. New Delhi: Ram Parsad and Sons.
Jucious, M. J. (1963). Personnel management (5th ed.). Homewood, IL: Richard D. Irwin.
Flippo, E. B. (1961). Principles of personnel management. New York: McGraw Hill.
Frangos, C. (2002). Aligning Human Capital with Business Strategy: Perspective from Thought
Leaders. Harvard Business School, Balanced Scorecard, May June 2002.
Mills, D.Q. 1985. Planning with People in Mind. Harvard Business Review, July August,
1985.
Schawbel, D. (15 August 2012). "The Power Within: Why Internal Recruiting & Hiring Are on
the Rise". Time. Retrieved 28 October 2013.
Thiel, P. (2014). You Should Run Your Startup Like a Cult. Heres How. [Link]. Available
at: [Link] [Accessed: 26th March, 2015].