SCHOOL OF MANAGEMENT
Human Resource Management
Discuss how the practices of human resource management can give an organization the competitive advantage, particularly in the areas of recruitment, training and diversity management.
Due Date: 1 Sept, 2004.
There are a number of factors that contribute to the success of an organization. It is not only the quality of the physical resources or the technology that counts, but the people and their skills also make the difference. Human resource management refers to "the policies, practices and systems that influence employees' behavior, attitudes and performance" (De Cieri et al. 2003:4). This essay ...view middle of the document...
Human resource management is strategic when the human resource practices are planned, and implemented towards achieving the organization’s goals (Noe et al. 2000).
One can suggest that recruitment plays an important role in strategic human resource management as it is during this process that the caliber and qualities of potential employees are assessed. Recruitment refers to any practice or activity carried out by the organization with the primary purpose of identifying and attracting potential employees. They can be sourced from internal or external sources, direct applicants and referrals, advertisements, public or private employment agencies~ electronic recruiting, or universities (De Cieri et al. 2003).
It is important to implement an effective recruitment strategy to at1Iact highly- skilled candidates. According to Boxall and Purcell (2003), recruiting candidates with inappropriate skills may prevent or stall organizational growth. Recruitment strategy differs from selection practices in the way that selection practices involve looking at a candidate's strengths and weaknesses, whilst recruitment strategy attempts to attract highly-skilled candidates by promoting the organization as a great place to work. It seems that Henry Davis York takes this strategy into consideration and makes an effort to be known in university campuses. The rationale of their' growing its own' strategy is to recruit young professionals who will grow with the company and understand its directions, rather than to recruit experienced executives from other law firm. Given that this strategy has won Henry Davis York an award in the category of Best Attraction and Retention Strategy at the 2003 Australian Human Resource Awards, it can be suggested that the recruitment strategy may have contributed to their 90 percent retention rate (Donaldson 2003).
Training and development should be viewed as an investment that adds value to an organization by increasing employees' motivation and skills. New technology changes
the roles of managers and employees, as well as the way work is performed. In the new work system, there is an increasing need for interpersonal skills and problem-solving skills, rather than physical strength or '.fine motor skills" (Noe et al. 2003:36).
Dyer and Shafer point out that employee development program should "build the firm's agility over the long run" (cited in Boxall et at. 2003:144). It seems that the 'Dynamic Resourcing Strategy' of Main Roads W.A. attempts to make sure that changes to the organization is performed efficiently. The focus appears to be in "rejuvenating the organization" after its 70-year existence. Its approach includes a training and development program to ensure that employees, including management~ have the required skills in the new directions for the organization. The organization indicates that they place special importance on training new employees to ensure that they are ready to take over when the older...