Human Resource Management
Catherine
Module 2
Word Count - 1958

The challenges presented from the Far East are the ability to produce high quality products at a low price; global competition is increasing, made easier by advanced in technology and the removal of international trade barriers. In order to remain competitive in the field of electronics and improve the organisation’s footing in comparison to its competition the HR department seeks to re-evaluate current practices on how it recruits the right people at the right time, retains and rewards its employees. A resource strategy needs to be implemented in regards to recruiting Operators, Supervisors and Engineers in addition to how they’re paid for their work. Costs to the organisation may be reduced by having the right policies in place or improving existing policies. In order to be effective, however, the human resource department needs to carefully evaluate all the areas affected and weigh the pros and cons of introducing new strategies against staying with the current policies and how they will affect long term plans.

When evaluating the organisation's current strategy regarding human resource management, the following needs to be approached according to Sara LaForest and Tony Kubica in Creating a Strategic Vision (2010):
Is the organization’s current human resource practice outdated for today's market?
Is the organization suffering because of the practices? A clear vision of what the current state of health of the organisation needs to be determined by determining:
What practices are working and not working for the organization?
What are the goals the organization trying to achieve?
What practices need to abolished and what should be kept?

Even though the organization is remaining afloat, previous strategies may no longer be applicable and it is time to change. Care must be taken to keep the management teams onboard and updated with any changes and lines of communication must be kept open to avoid upheaval amongst current employees as the prospect of change can cause fear and start rumours, which can destroy employee morale and be detrimental to the organization and the goals they hope to accomplish. It is of utmost importance to maintain a culture of trust within the organization in order to maintain employee loyalty and to retain talent (HRM guide 2010). Changes to the current strategies usually take place in stages in order to avoid resistance, stress and conflict.

Current recruitment In the past the organizations approach to filling vacancies has been through ‘word of mouth’ which has meant bringing in friends or family of existing employees. Even though this has reduced the costs of hiring by eliminating the need to advertise it may result in not hiring the most qualified people for the position. Word of mouth is useful as a quick fix hire, short term contracts or for positions that require little training. Hiring from a limited pool of people does not create diversity in the work force and could lead to discrimination whether intentional or not. It may also exclude certain groups of people in society. The organisation should also consider their reputation in the local community, are they perceived for employing certain types of people only? A predominantly female work force is likely to perpetuate a predominantly female work force as workers are likely to recommend people like themselves who they feel will adapt well to the company’s existing culture. Diversity in the workplace will not be achieved as word of mouth only reaches a limited audience.
The organisation must be sure they adhere to employment laws.
Under the UK Equality Act 2010 it is illegal to discriminate against a person for any of the following reasons: age gender reassignment marriage and civil partnership pregnancy and maternity race religion or belief sex sexual orientation
The overall goal that needs to be accomplished is to develop a strategic recruitment