Human Resources Plan the Process of Globalization

¶ … Human Resources Plan The process of globalization has determined companies to develop innovative strategies in their attempt to create competitive advantage. Human resources represent the most important resource that companies can use in order to improve their position on the market. Therefore, numerous companies focus on improving the aspects that influence the activity of their employees. This refers to improving the recruitment and selection process, to updating the organization of personnel's activity, and to adapting the motivational strategy to the requirements of employees.

These are the most important factors regarding human resources that can influence companies' activity. The deficiencies of the company's human resources system start with the recruitment and selection process. If this process is not well organized and in accordance with the objectives of the company in case, then it is expected that the HR department will not be able to recruit the best candidates for each position. In other words, the potential efficiency of the company's activity is reduced from the beginning.

Therefore, it is important that companies thoroughly analyze their objectives in order to establish their human resources necessities. The organization of personnel's activity is another factor that companies must take into consideration when developing their human resources strategy (Bohlander & Snell, 2010). This is because numerous employees have reported that they are not sure of what their tasks at work are, or that their superiors force them to perform different tasks that are not included in their job description.

This means that companies should intensify controls in order to identify and correct such situations. The motivational strategy is a very important factor that influences the performance of employees and of the company's activity. This is because properly motivated employees work better in comparison with employees that are not sufficiently motivated. Therefore, companies should focus on developing motivational strategies that are in accordance with the needs and requirements of people based on scientific studies. The following pages focus on answering to the question regarding the recruitment and selection process.

The sections of the paper are organized so that the objective of the paper is to identify the factors that determine the efficiency of the recruitment and selection process of a company in Singapore. In order to reveal the theoretical foundation of the issues discussed in the paper, the Literature Review section provides important information. Another interesting fact that this paper tries to emphasize is represented by the importance of the recruitment and selection process. Basically, the success of each company relies on its human resources.

If the company is unable to hire qualified employees, its efficiency could be reduced. Therefore, it is important to develop a recruitment strategy oriented towards reaching the company's objectives. The paper also makes several recommendations that can be used by a company in Singapore that wants to improve its recruitment and selection process. Literature Review The vast literature in the field of human resources provides a great variety of resources that can be used as a secondary research in this case.

The numerous books, articles, and websites that can be easily accessed allow interested individuals to develop an opinion on this subject. These resources refer to the theory of human resources management, but also to the practice that can be found in companies worldwide. The Recruitment and Selection Practices Survey Report focuses on identifying these practices in certain companies and to prove the fact that effective recruitment and selection of candidates ensures the retention of satisfied employees. The study has revealed some interesting facts.

Therefore, the researchers involved in this study have reported that companies tend to fill positions with external candidates more often than internal ones. It seems that companies understand better the importance of the recruitment and selection process, because they allocate larger resources to this process. In addition to this, most of the studied companies are interested in modifying their approach to this process (Rioux & Bernthal, 2010).

The most important recruitment channels that these companies use are represented by the Internet, newspapers, trade publications and magazines, employment agencies, college recruiting, professional organizations, and others. The candidates are selected based on behavior interviews, training and experience evaluations, and ability tests. The study has also identified the most important barriers to effective recruitment and selection. These are represented by finding and competing for qualified applicants. In order to identify certain aspects regarding human resources management in Singapore, it is important to analyze the business environment in this region.

This activity is intended to help establish certain factors of influence on HRM in Singapore. This can be achieved by addressing numerous articles on the subject. These articles refer to a series of studies and surveys conducted by the Singapore Human resources Institute that focus on analyzing important facts about the employees in this region. These studies have revealed the fact that the Singapore employment landscape has become more dynamic as a result of international pressure.

This fact can also be attributed to technological advancements and the increasing competition in the business field. The study also reveals the most important challenges that companies in Singapore have regarding their employees. The most important problem seems to be represented by employee turnover. In addition to this, most of these companies have problems regarding the training of their employees. The importance of this study relies on the fact that employee turnover is considered to have a significant impact on organizational performance (SHRI, 2010).

The study has identified the reasons that determine most employees in Singapore to change their job. These factors are represented by the uncertainty of career progress, reduced career opportunities, achievement not being recognized, reduced learning opportunities and challenges, and the relationship with their superiors. The strategies that these companies intend to develop in order to address employee turnover are based on improving employee communication and involvement, increasing learning and development opportunities, and increasing salaries.

The Recruitment and Selection Process The Necessity of the Recruitment Process In accordance with the opinion of most specialists in the field, in order to ensure their success companies must find solutions to the following problems: identifying the educational background and the skills required by certain positions and selecting the best candidates for these positions, identifying and attracting competitive candidates by using the most adequate methods and recruitment sources, and complying with the regulations regarding the workforce in each country.

Therefore, the recruitment of human resources refers to confirming the necessity of hiring personnel, to making certain modifications when personnel is hired, and to the actions taken in order to identify potential candidates. From this point-of-view, recruitment needs can be strategic, because they respond to the demands of the company's activity, or they can be determined by personnel structure modifications. The recruitment of human resources represents the process of searching, identifying, and attracting potential candidates, from which the most suitable candidates must be selected, based on their professional characteristics.

This is also a managerial process of maintaining and developing the most adequate internal and external sources necessary for ensuring competitive personnel in order to reach organizational objectives (Werner et al., 2011). Factors of Influence The recruitment policies and managerial practices in the field of human resources are influenced by a series of constraints and internal and external factors. Some of these factors are represented by the conditions and modifications on the country's workforce landscape. This is because they have a great influence on the recruitment process.

In the case of Singapore, several studies have revealed the modifications that characterize the workforce. It seems that employees in this region are harder to satisfy by potential employers. In other words, companies have great difficulties into attracting competitive candidates for their positions. This is because companies are not in the position of satisfying the demands of potential candidates, because their strategies have not been oriented towards these demands.

This situation can be attributed to the fact that companies in Singapore did not focus on identifying these needs of their employees and on satisfying them. Therefore, it is recommended that companies in Singapore increase their interest in identifying the factors that influence the activity of their employees, and the demands they would like their employers to satisfy. This strategy could have important effects. This is because employees would feel that the company takes interest in them, in identifying and satisfying these needs.

This is expected to determine them to improve their performance. Companies should increase the resources allocated to this activity. In addition to this, such activities should be included in companies' strategy (Lawler & Boudreau, 2009). There are also other factors that influence the recruitment and selection process. Such factors are represented by the capacity of training and development systems of human resources, but also educational models with great influence on this process. The reputation of the organization that is hiring personnel is very important for candidates.

The preferences of potential candidates for certain business fields, organizations or jobs, certain advantages, can be influenced by factors like skills, professional experience, and the influence of other people.

In addition to this, the recruitment and selection process for companies in Singapore is influenced by factors like organizational objectives that reflect the strategy regarding human resources management, organizational culture that influences the recruitment necessities, the managerial practices in the field of human resources, political, economic, and other criteria, the requirements that the company considers necessary in order to ensure that the skills of potential candidates are in accordance with the requirements of the job. There are several factors that determine difficulties for companies that want to hire personnel.

These factors are represented by: the necessity of identifying potential candidates confidentially, complex jobs for which candidates are difficult to identify, the reduce level of rewards in comparison with other companies, and the inaccurate description of the job. The decision of accepting a job is influenced by objective, subjective, and recruitment factors. Objective factors are represented by salary, type of work, location, career advancement opportunities. Therefore, it is important to identify the workplace issues that present great interest to candidates.

This means that personnel recruitment must be considered a marketing activity, and the company must sell the product represented by the job. Subjective factors determine the preferences towards certain organizations by candidates. Certain specialists in the field consider that people are oriented towards organizations that are in accordance with their personality. Therefore, it is important that the candidate is described the organizational culture and values, in order to establish whether they are in accordance with the values system and objectives.

Recruitment factors refer to the fact that most candidates do not have sufficient knowledge about the job or the organization, making it difficult for them to make a rational decision when they must decide what job offer to accept. Therefore, candidates with little experience tend to be influenced by the attitude of the recruitment specialist and to associate this behavior with the climate of the organization (Armstrong, 2009).

The Recruitment and Selection Strategy The analysis of the Singapore business environment and workforce situation has revealed the fact that the necessities of employees in this region are not properly responded by companies that are trying to hire them. In other words, companies are not modifying their human resources strategy in accordance with these necessities expressed by potential candidates. Therefore, the strategy of the company regarding the improvement of the recruitment and selection process must focus on several issues.

Identifying and attracting a higher number of candidates This strategy is intended to help the company reach the numerical and qualitative necessary of candidates. There are several methods and recruitment sources that the company can use in order to reach this objective. It is recommended to identify the methods and techniques that are the most suitable for the company in case. The use of interior, exterior, or a combination of these recruitment sources Selecting the recruitment sources represents one of the most important problems of the human resources strategy.

For example, an important policy refers to promotion within the organization. This strategy is considered by most managers as the most correct towards loyal employees. In addition to this, it allows to protect a certain level of privacy regarding jobs within the company. Ensuring the recruitment activity is in accordance with the values and objectives of the company This is another important factor that the company must take into consideration in order to develop an efficient recruitment and selection process.

Basically, the success of the recruitment process and the performance of the company rely on the relationship between organizational objectives and the recruitment activity. In other words, the recruitment process must be oriented towards reaching the company's established objectives. However, this is not an easy task. In order to ensure the success of this activity, it is important to modify the company's human resources strategy. Therefore, the company's strategy should also be discussed with the HR department employees that are involved in the recruitment and selection process.

This helps them understand the objectives of the company and the personnel necessities they determine. Based on these factors, HR employees can easier determine what skills and experience are required for each position. This is also helps them identify the best candidates. The company's preference towards candidates This is because certain companies are interested in rapidly identifying candidates with satisfactory skills, while others are trying to attract competitive candidates with real interests for the positions in case and that can ensure a performing management in the field of human resources.

The recruitment strategy of the company should reflect its interest in human resources and the investment the company can make in its training. In this step it is important to evaluate the investments that can be made in order to ensure the company benefits from an efficient recruitment and selection process. The company's preoccupation in attracting a variety of categories of candidates This activity should represent one of the central principles of organizational culture. From this point-of-view, personnel recruitment is influenced by other human resources policies.

Therefore, it is important to take into consideration several categories of individuals. This leads to reduced discrimination, which is another issue that organizational culture is based on. Recruitment Sources One of the most important steps in the recruitment and selection process is represented by identifying recruitment sources. These can be internal or external, but most companies use both sources. This is because a higher number and variety of sources increases the chances of identifying and attracting competitive candidates.

The advantages and disadvantages of internal recruitment The most important source that companies use in their selection process is represented by the internal pool of candidates. The fact that the company's employees have a priority at these positions is a great stimulus that leads to improved performance. However, internal recruitment is not always recommended.

Specialists in the field consider that this method should be avoided in situations where the company is expanding and there is the possibility that employees cannot handle other tasks, or when the company's employees have not been properly trained. The same situation applies is the company's managers observe a reduction of flexibility, or an increase of work routine, because this recommends external recruitment sources. There are also other situations that require the company to use external sources of recruitment.

Therefore, it is recommended that the HR department correctly analyzes these situations. The most important advantage of internal recruitment is that companies can identify the strengths and weaknesses of candidates, because there is sufficient information on them. Attracting candidates is much easier in this case because the company can offer them superior opportunities. Therefore, the selection of candidates is more efficient, given the fact that internal employees have more knowledge on organizational practices. The probability of making inaccurate decisions is significantly reduced in the case of internal recruiting.

The larger volume of information about employees and their availability helps managers correctly analyze them. This situation also leads to improved morale and motivation, because promotion opportunities are considered stimulating by employees. If the company uses internal employees, the possibility of improving results and reaching its objectives is increased. Internal recruitment is less costly than external recruitment. In addition to this, employee loyalty increases. This situation can be attributed to the fact that employees consider internal recruitment a great opportunity and an acknowledgement of their performance by their superiors.

However, there are several disadvantages that managers must take into consideration. For example, internal recruitment does not favor the promotion of new ideas. This situation does not allow the company to reach the innovation level that is required by the business environment. The internal recruitment policy can also be based on incorrect assumptions, like the fact that the company's employees are sufficiently skilled for promotions. Internal recruitment can also lead to favoritism. This further leads to conflicts between employees, creating an inadequate environment at the workplace.

Therefore, it is important to identify the situations where it is recommended to use internal recruitment instead of external recruitment sources. In addition to this, the company should establish strict promotion procedures, so that employees do not accuse the company of favoritism in case others get promoted. The advantages and disadvantages of external recruitment Same as in the case of internal sources, external recruitment presents certain advantages that companies in Singapore must take into consideration when developing their human resources strategy.

Such an advantage is represented by the fact that this type of recruitment allows the company to identify and attract a higher number of candidates. This is even more important in case the company has strong knowledge about the Singapore workforce. This also helps improve the recruitment and selection process because it allows the company to compare internal and external candidates. It is recommended to use external recruitment as a strategy of reducing costs. In this case, the costs with personnel training are reduced.

It is usually cheaper and easier for companies to hire trained professionals in certain fields. There are situations that require the help of professionals. In such situations it is recommended to hire individuals trained for the activities that require them. This helps the company reduce the investments made with the training of internal employees, and it also reduces the risks associated with performance problems. In addition to this, external recruitment can correct certain errors found in employees' contracts.

It also allows the correction of certain discriminatory practices regarding recruitment, which ensures the company complies with the country's regulations in the field. Another important advantage is represented by the fact that external recruitment helps the company expand its activity. Same as in the case of internal recruitment, the external recruitment process presents certain disadvantages.

For example, it is more difficult to identify, attract, and evaluate the candidates, because of the complexity of the workforce and because the skills and demands of these employees are not directly evaluated, but based on interviews. Therefore, the risk of hiring candidates that do not reach the expected potential is higher. The cost of recruiting external personnel is also higher because of the identification and attraction of candidates on a large labor market, which is little known to the company and difficult to access.

In companies where external personnel are frequently hired, a dissatisfaction environment is created among internal employees. This leads to conflicts and to reduced efficiency. The Selection Process The selection of personnel represents one of the most important activities of human resources management. This activity can prove to be quite expensive if the company does not develop an efficient selection system. Therefore, the main objective of the company's strategy is represented by minimizing the risk of selection errors.

The design of the selection strategy involves the following aspects: the criteria used in the selection of candidates, the methods and techniques used in collecting the required information, using the obtained information in the selection process, and evaluating the efficiency of the personnel selection process (Reynolds & Weiner, 2009). It is important that the company takes these aspects into consideration in order to develop a selection system oriented towards reaching the company's objectives with qualified personnel. Personnel selection can be performed based on empirical and scientific methods.

Some of the empirical methods are considered quite controversial,.