Human Resource Management - Essay Example

Hiring decisions are the possible final opinions that can be adopted in a hiring process. They are culminating possibilities from the hiring process that involves recruiting and selection processes of potential employees. The hiring decisions that I might witness in functional areas, manufacturing and accounting areas, include the appointment of the freshly recruited employee, renewal, or extension of an employee’s contract, promotion of an employee, or dismissal of a particular employee or recruit for an alternative. The decisions largely rely on the job specifications, job design, and the qualities that are demonstrated by the recruits in any of the possible hiring cases. A consideration of the expected roles of a potential employee, the potentials of the recruit, and the organization’s job design is for example essential in determining the ability of the recruit to adapt to the organization’s structure and culture. Consequently, making the hiring decisions should rely on the management’s informed opinion based on the recruit’s past data from previous employers that allows for both human resource forecasting and quantitative forecasting of the recruits’ abilities. The resultant opinions of the hiring panel are then deliberated upon and a final decision is made on whom to hire for the subject position (Castillo and McAniff, p. 64).

Strategies to recruiting appropriate applicants

There exist varieties of strategies that can be used to recruit applicants into an organization’s human resources. Examples of the most currently used recruitment strategies include job postings, application of the print media, mail recruitment, recruitment through personal contact, and recruitment from an organization’s interns. Job postings may be the traditional posting of job opportunities at a strategic place such as public notice boards or maybe electronic on listing agencies’ websites and may be geographically targeting specific or maybe universal. Recruitment through the media is, however, regional and target-specific while making personal contact and recruiting among interns involves a specific interest in particular individuals (Berman, et al, p. 93- 95). 

Legal compliance of the strategies

The strategies are legally compliant unless they involve conflicting interests or they directly conflict with legal provisions such as by discriminating against a person or a population segment. This is because the recruiting organizations retain their freedom of choice and the right to safeguard their organization's interests (Nankervis, Compton, and Morrissey, p. 153).

Organizational design issues

Organizational design can be either mechanistic or organic. The mechanistic design focuses on organizational structure and involves well-defined jobs and duties. Its job definitions are fixed and it adopts a strict structure. An organic design however focuses on processes and has weakly defined roles and weak organizational structures (Williams, Champion, and Hall, p. 180).