Get human resource management assignment help on the following questions : analyze the two different selection processes and strategies by addressing the following: Clearly identify the case examples you are using.
- Identify the purpose of each selection process.
- Explain how to design the selection process to minimize risk.
- Does the strategy minimize or increase overall risk for the company?
- Offer one alternative for each selection process designed to reduce the risk to the company.
HRM Selection Process Assignment Help: Introduction Human resource is the essential part of the organization that influences success and failure of the organization. This failure & success depend on the strategies and processes that organizations use at the time of selection (Mathis & Jackson, 2011). This business assignment help paper analyzes selection process & strategies that IBM & Google use at the time of selection of human resources. It also includes discussion regarding risk that arises during & after the selection and recommendation for mitigation of such risks as well.
Selection Process & Strategies: Selection process of an organization includes several steps and that must be followed properly (Mathis & Jackson, 2011). The selection processes in IBM & Google are based on the requirements and designation. Both organizations are from different stream as IBM is an American multinational technology & consulting corporation, whereas Google is an American multinational internet & software corporation. From following points, the selection process & strategies of both organizations can be explained:
Purpose of each Selection Process: Google is a well-known organization in the overall world. Due to monopoly in search engine market, it consists of rigorous process in the section of human resources. The only purpose behind such process is to acquire best talent for the maintenance of such effective image among world. The selection of human resource after such a long recruitment process reflects possessiveness for appropriate human resource as per the requirement of designation (Social Machinery.com, 2010). Being a big and famous organization, Google has to maintain this image among people and this is possible by having skilled, knowledgeable human resources only. This purpose represents talent acquisition strategy for the perfect selection of human resources. In relation to IBM selection process, it mainly focuses over enhancement of existing employees’ skills & knowledge. It uses very simple and common selection strategy to acquire new talent. Mainly, its purpose behind such selection is to make the selection process cost effective. This purpose of IBM influences competitiveness within existing employees as it focuses over them. Overall, IBM works on a talent model for human resource management to cover the need for new skilled and capable human resource and for employee development & performance management. Through such inclusion of model, IBM makes improvement in the selection process continuously (IBM). Thus, both organizations have been using different strategies and processes to select employees for specific designation.
Deign Selection Process to Minimize Risk: The selection process conducted after completion of recruitment process by a responsible authority. The information regarding candidate is collected through a recruitment process. The selection is the second and vital step for every organization to acquire talent as employees. It is necessary for an organization to design the selection process with the consideration of several aspects such as the match between qualification of candidate and requirement of designation. In relation to a selection process, there is the possibility of occurrence of risks such as selection of the wrong applicant for the job (Gatewood, Feild & Barrick, 2010). The deep consideration on the principle, which reflects over the selection of the right applicants to drive the organization in the right direction, may help organizations to minimize the risks in the selection process. The design of selection process must include a list of necessary qualification & skills that a designation needs to run.
To design an effective selection process, an organization must measure job-related qualification & interest of applicant into a job. This measurement includes analysis of whole data that is collected at the time of recruitment process via interviews, written test, personality test, medical test, ability test etc. Selection must be designed with the proper methodology and legal considerations so that employees can select appropriate applicant and can reduce the risk of selection (Storey, 2007). Thus, consideration of candidate-related and job-related elements will be quite helpful in designing the risk-free selection process. You can also get Google case study assignment help services from our US experts.
Impact of Selection Strategy Over Companies’ Growth: The selection process is designed in organizations on the basis of their ability to reconcile the activities properly. The strategy used by Google serves benefits to overall organizations. Through the job matching strategy, Google has been getting success to hire skilled and knowledgeable personnel. Such selection reduces overall risk in Google as skilled employee can easily understand users’ need and problems that reduce the time consumption within the organization (Computer World.com, 2006). Google is known for search engine so; it faces risks if the users cannot use it properly. The assessment job matching strategy reduces the risk that may occur after selection. It is because employees get satisfied with their job and further contributes in organizational increment (Rainmaker Group.com, 2012).
On the other hand, IBM’s selection strategies that include talent model provide benefits to overall organization in term of reduction of risk related to existing personnel. Similarly, selection of skilled personnel helps IBM to reduce the possibility of occurrence of operation related risks. Through the selection of right applicant, to drive the organizational operations in right direction, related policy increase the ability of organization to solve customer problems regarding assessment of technology. The motivational and improvement related strategy minimizes the risk of human resource turnover (IBM Global Business Services). Along with this assignment help, IBM has been growing extensively with effective human resource availability. The training session for improvement in skills of existing employees helps to maintain the cost of new recruitment and reduce the risk of new employees. Old employees can take less time & efforts to understand organizations’ policy and working environment. It minimizes the risk of failure in selection process that may directly affect the operations. Sometimes, both organizations may face some of risk as the human resource is a most flexible asset of corporation (IBM). Thus, employees may behave in opposite manner as the organization planned. Newly recruited employees may show their fake attitude at the time of recruitment process, so the selection process may fail and could result in wastage of cost & time. Therefore, selection strategy represents both situations in term of reduction of risk or increment in risk.
Alternative Strategies for Selection Process: IBM and Google both are well-known organizations in their areas and both use a different selection process. The selection process must need alternative strategies to reduce the risk from the companies’ operations. The selection process of Google is generally done on the basis of external selection. To reduce the risk among organizational operations, Google must more emphasize over internal selection & improvement of employees. The selection procedure must include both types of selection, so that organization can reduce the operational risks that may arise due to new human resource assessment. With the adoption of such alternative selection strategy, Google can improve technicality of human resource with the development of new skills with existing (Zerbe, 2010). Also, selection of existing people for high job profile will reduce the risk of wrong selection regarding the important designation. On the other hand, IBM emphasizes over the internal selection technique, which reflects improvement in existing talent. In-spite of existing selection technique, IBM must use an alternative technique for selection such as inclusion of new talents may help to reduce possibilities of risks in organizational operations.
As the firm generates technical equipment and provides consulting services, it needs to be aware of trends and wants among market. IBM can reduce the risk of failure of training & development program to acquire new talent. New talent is more enthusiastic in compare to existing employees. Also, new talent comes up with innovative ideas & techniques to do work and to achieve ordered targets. The collection of new talent will improve ability of human resource of IBM that will help to improve image among market & competitors (Pyka & Hanusch, 2006). Thus, the combination of both internal & external selection techniques is necessarily required for every company’s success & growth.
Conclusion: From the above discussion by assignment help experts, it can be concluded that adoption of selection process must be completed with the consideration of organizations’ internal & external aspects. It is necessary because it an only human resource that drives the overall organization and only their effort can decide its failure & success. Above discussion also reflects the two big organizations’ selection process that also needs some recommendation for some more improvement. An organization can get success & can reduce the occurrence of risk with the combination of internal and external employees.
References: Computer World.com. (2006). Google’s recruitment process revealed. Retrieved March 2, 2012, from http://www.computerworld.com.au/article/166548/google_recruitment_process_revealed/ Gatewood, R., Feild, H.S. & Barrick, M. (2010). Human Resource Selection (7th ed.).USA: Cengage Learning. IBM Global Business Services. (n.d.). A new approach, a new capability. Retrieved March 2, 2012, from http://www-935.ibm.com/services/us/gbs/bus/pdf/g510-6304-01.pdf IBM Services. (n.d.). Core business operations – insights. Retrieved March 2, 2012, from http://www-07.ibm.com/services/hk/bcs/sc_core.html IBM. (n.d.). Recruitment Process Outsourcing. Retrieved March 2, 2012, from http://www-935.ibm.com/services/us/en/it-services/recruitment-and-talent-acquisition-outsourcing-services.html IBM. (n.d.). Risk assessment: Identify IT operational risks and develop a mitigation action plan. Retrieved March 2, 2012, from http://www-935.ibm.com/services/us/en/it-services/risk-assessment.html Mathis, R.L. & Jackson, J.H. (2011). Human Resource Management: Essential Perspectives (6th ed.). USA: Cengage Learning. Pyka, A. & Hanusch, H. (2006). Applied evolutionary economics and the knowledge-based economy. Edward Elgar Publishing. Rainmaker Group.com. (2012). Google’s Approach to Employee Selection. Retrieved March 2, 2012, from http://www.therainmakergroupinc.com/employee-selection-articles/bid/80333/Google-s-Approach-to-Employee-Selection Social Machinery.com. (2010). Why Google is the best: Talent acquisition strategy. Retrieved March 2, 2012, from http://www.socialmachinery.com/2010/01/06/why-google-is-the-best-talent-acquisition-strategy/ Storey, J. (2007). Human Resource Management: A Critical Text (3rd ed.). UK: Cengage Learning EMEA. Zerbe, W.J. (2010). Emotions and Organizational Dynamism. Emerald Group Publishing.
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