MBA 2022

  Blind Hiring and Its Implications for the HR Profession Recent surveys of Human Resource Managers (HR Professionals) has revealed that there are some companies that have embraced what is known as Blind Hiring wherein the HR managers specify the prospective and potential applicants to leave their personal details blank in their applications. The details such as Name, Gender, Colleges, and Universities Attended, as well as details regarding personal beliefs and preferences are supposed to be left blank in the applications. Further, the hiring is supposed to be based on the applicants solving case studies as well as presenting solutions to given tasks instead of the traditional screening and hiring process wherein the applicants are called for interviews based on their educational and professional qualifications. Figure 01 Moreover, the hiring in this case is supposed to be “blind” to the personal details of the applicants so as to remove any bias or conflict of intere...

  The HRM Function and Its Role in Recessionary Times The Case for the Importance of the HRM Function even in Recessionary Times Figure 01 In these recessionary times, it is tempting for the companies to cut the budgets of the HRM function and focus on cost control and trimming as a means of profitability. Further, with the squeeze on hiring by many companies, one of the key activities of the HRM function, which is the hiring, and on boarding activity remains frozen. Therefore, there is more the case for pruning the HR budgets. What adds to this research is the anecdotal evidence from many multinationals that seems to prove the hypothesis those excellent HR policies makes for a well-motivated workforce that can ramp up their performance to match the increased expectations of companies during recessions. The implications are that in case organizations want to do more at the same cost, they must focus on Procession cost cutting instead of on HR budgets alone.   (Syed, 20...

  Challenges for HR Leadership Teams Figure 01 Human Resources (HR) is a complex profession (but that’s what you like about it, right?) and the challenges you face come from many directions. Some of those challenges, like tight labor markets and economic volatility, are beyond your control. Others may arise perennially but can be affected by how you approach them. Nurturing workers’ health Reducing the cost of worker illness and injuries probably shows up on your list of top five concerns every year. The cost of worker’s compensation payments, medical expenses, and legal consultation fees are additional, as are indirect costs such as temporary employees, accident investigation, and repairing or replacing any problematic physical infrastructure. Improving employee retention Figure 02 When company leaders do audits to figure out the source of financial leakage, employee churn will always show up as an expense to be reduced. No business wants to lose top talent, and wh...

The Impact of Effective Human Resources Planning on the Utilization of Workers Figure 01 Planning on the Utilization Many businesses find themselves with underutilized employees or workers without the specific skills they need to grow with the company. Planning your workforce needs in advance and then monitoring your workers’ performance pays dividends in a variety of ways that directly and indirectly improve your bottom line. Create a human resources strategy that reviews your current staffing situation and plans for long-term growth to make sure you use your workers productively and efficiently. Proper Organizational Structure Figure 02 Human resources planning evaluates your current staffing needs, what they might be a year from now and where they might be beyond that. Using this information, a human resources professional develops an organization chart that identifies the positions you need, creates detailed job descriptions for each position and ranks them. This process helps iden...

  What Are Ways Effective Recruitment Activities Can Help an Organization Figure 01 Effective Recruitment Activities Effective recruiting events will bring the small business more than a few new faces. New recruits will pay huge dividends almost immediately. Over half of the new hires companies hire won't work out, but just their appearance can have a positive influence on the small business. Besides the obvious advantages of integrating new talent, there are many other factors that help organizations succeed. Refresher Course Figure 02 New employees bring fresh enthusiasm and optimism to the small-business environment. As the new hires become familiar with company processes and systems, seasoned employees will, to some degree, undergo a refresher course. When training the new guy, the more experienced worker will revisit troubleshooting protocols, basic functions of the office and company policies. As new employees do not work in a vacuum, training will require everyone...

Hiring a Human Resource Manager As your company grows, you may begin to realize that the human resources role you have been performing is becoming a full-time commitment. As you hire more and more employees you have to determine their compensation, provide their benefits, create a company culture, and be consistent with how employees are treated, which will lead to the realization that you need a human resources manager with the expertise and knowledge to perform these tasks. (Brown, 2003) Evaluating Your Company Once you realize you need an HR manager, one of the keys to hiring the right person is to understand exactly what your company needs when it comes to the HR role. For example, if your company is in a hiring mode, and you expect to hire many people in the coming years, you will need to hire a manager who has demonstrated success when it comes to recruiting and hiring. If, on the other hand, you don't expect to be hiring many people but you need someone to create a compa...