This unit introduces learners to human resource management, which has gained traction in recent years. It plays an essential role in the overall functioning of organizations. Businesses cannot optimally recruit and retain employees without managing human resources. Improving, enhancing, and maintaining a healthy workplace environment and culture would also not be feasible (Stone et al., 2020). It is the soul and heart of any organization. Human resources management keeps employees well trained and happy, ensures the business works within the stipulated guidelines and solves any emerging liability issues. According to Boon et al. (2019, p. 2516), other human resources management functions are job reviews, appraisals, employee benefits, staying up to date with ethical and societal models, and maintaining a healthy work-life balance for employees’ career planning and development.
Employee resourcing is matching human resources to the operational and strategic organizational needs. Although employee resourcing is usually problematic due to the competing interests between the individual employee and the organization’s needs, human resource selection and recruitment, planning, performance management, and team deployment are fundamental in human resource administration (Macke and Genari 2019, p. 809). Today, access to talent is a bone of contention globally. Organizations still seek to engage and find quality hires, be they part-time, contingent, permanent, or board members. However, accessing a pool of quality talent is not a game in the park. Thus, several diverse issues face employers in the talent marketplace. They include (Strohmeier 2020, p. 347):
The need for talent development and training, changes in skills demand, and redeployment
Younger people with stronger desires and expectations but lower employer loyalty
Fewer job applicants
As organizations embrace diversity to catch up with the new dynamics, those with old-school models disregard contingent workers’ potential.
Recruitment is one of human resource management’s fundamental responsibilities. Attracting and selecting onboard suitable candidates are vital for the organization. Human Resourcing (2022) asserts that the growth and sustenance of a business depend on the employee selection process. It is an operational and a key strategy reflecting a company’s professionalism in meeting the long-term and medium-term goals. The process must be well optimized and defined to meet stakeholders’ needs and increase the organization’s effectiveness.
By working at the University of Manchester, the author was exposed to different models used by the institution in accessing talent in the labor market and selection and recruitment process. Hiring the right personnel fulfills job requirements and enables the organization to maintain its commitment to offering employees equal opportunities. There are many practices in human resource management, especially in sourcing talent in the labor market and recruitment process (Holland and Jeske 2017). The learning intention of this unit is to acquaint one with the complex market dynamics and how organizations are sustaining themselves by engaging high-quality individuals. It also enables one to understand the role of human resources management in productivity and training initiatives. From the guest lectures, human resource professionals have unique perspectives on their operational areas. The author’s interest stems from a strong understanding of the organization’s HRM priorities and challenges in the selection and recruitment process regarding the employment decisions it makes. The recruitment process has evolved from appointment letters and phone calls to studying candidates’ online behavior (Human Resourcing 2022). The stage UOM conducts HRM has changed drastically due to technology and analytics. It is critical to understand what the institution can do to incorporate the new selection models in HRM.
Most importantly, analyzing the model’s effectiveness from guest lectures may go a long way in harnessing the required pool of professionals in the institution. The subsequent section examines the critical selection and recruitment theories and how they apply to the University of Manchester. The writer’s reflection from the main guest lectures has also been provide
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