Reflective Essay HRM

In this essay, the reflection focuses on recruitment and induction to a new organization as well as dealing with organizational dynamics and conflicts, particularly within the workplace culture context. Recruitment and Selection process The recruitment and selection process of any serious HRM ought to be clearly descriptive and outlining of the demands and challenges of specific roles or jobs within a company. The presence of job design, exact nature of the position, and staffing needs lie in establishment and planning (Wiley, 2005, p. Dell did offer a clear description of the particular workforce they wanted, the characteristics of those people, and the roles or duties they would be expected to handle in the company. Additionally, the recruitment source had been purely external because the company had very few workers hence they held both job fairs and campus recruitments in which they targeted specific specialists based on the background of the organizations.

Afterward, I was made to go through employment tests in which they asked particular questions to do with duties and roles at work while checking skills, intellect, competence, personality, and abilities of the candidate before I underwent a comprehensive interview before a panel against. In such an interview, I was asked oral questions by a potential supervisor. Moreover, I underwent, impression interviews both in terms of dress code, speech, attitude, values, motivation and related questions. By the time I reached the background investigation process of selection to check on the correctness and accuracy of initially filled information from educational centers, former employees, and references, I realized that there were only ten candidates. I then had to undergo a medical examination to check on both physical and related health aspect such as mental status and drug test that went in line with the job applied for before getting the permanent job offer because of being qualified to perform crucial job elements.

It must be done in the first months of hiring by the managers and executive leadership and should aim at teaching new hires through support, follow-up and evaluation process. During the induction process, the supervisor who was in charge of my department welcomed me to a meeting. He indicated that I was an asset to the company hence going through the induction process was going to help me familiarize with the organization and particular duties and responsibilities I have there. Theory Explaining Human Resource process Furthermore, they chose job fairs that targeted to interview a few candidates within a particular period of time so as to have an inclusive organization in terms of gender, minorities, and resend graduates. Adam states that through TPI theory of induction, induction training ought to involve aspects of practical and theoretical skill building so as to meet the needs of the workforce especially interaction needs which happen to be present among the new workforce who acquire a lot of value in the socialization process that brings about employee integration (Ndebele, 2013,p.

Through the integration of recruitment approaches with the company goals and strategies as an organizational culture, the company has had a success in the HRM. As such, the overarching company goals have been taken into account as the department makes a single decision such as hiring and recruitment. Vargas-Hernández (2016) purports that the induction process is key in emphasizing the human talent of the management of a company (p. In the recruitment process, the new workforce is interviewed and expected to tow in line with the organizational goals and strategies since they consider hiring as an addition of personnel to an entire company which has its foundational goals that everyone has to familiarize with from the beginning. As such, the neglecting of such a practice would be tragic because either the new employees might not fit into the company or it could interfere with the prevailing as well as prospective plans and growth of the organization.

In that, I was reminded of the need to learn to lead, examining our expectations, acting like I care, respecting other employees, and never stifling personal growth (p. Even though the acronym sounds simple, the repeated evaluation of the words sounded a great task to me and I realized a new employee is a tomorrow’s leader and if he or she is not made to know that the moment they are engaging in an organization, it is possible that they might not serve the organizational needs and might never develop self, others, and the company they are serving. Due to the digital era, virtual reality, programmed instructions, intelligent tutorial systems I too integrated into the process. I think, there was a need for discussions and lectures focusing towards cognitive training too.

As such, I was offered a comprehensive training three weeks after our stay in the organization, the training aimed to give me practical knowledge, the hands-on the concept of the tasks I was expected to do in the organization (Hilaire & Kosinski, 2015, p. Thus, by the end of the training, it had been established that I was already a leader. For example, some of my colleagues I moved from my former position to another which seemed to suit me more or require an expert them. I was also allocated a small group that I would enhance the virtual operation of tasks because my knowledge and application of computer were high. It also became imminent that the reward process of such a company is prone to be fair enough since there was an assortment of the rewarding process including gift certificates, promotions, bonuses, appropriate salaries, and day offs.

I understood how all these could come about as long as a worker enhanced the achievement of the organizational goals in one way or another. The selection and recruitment process itself is thorough in a way that they are assured of getting the kind of workers the company needs. Indeed, they make an applicant go through seven processes after which they engage one as a permanent worker. This long process is quite important and serves the needs of both the workforce and the organization because when they finally engage an individual as their employee, the person knows the expectations and demands of the work they are getting. Besides, such a process assures a worker that they qualify to be in the place hence having being entrusted with the position they must prove the panel right by ding as expected.