Strategic Human Resource Management for Recruitment -myassignmenthelp

Question: Discuss about theStrategic Human Resource Management for Recruitment. Answer: According to (Buchholz, 2011), when an organizations human resources planning is done, it signifies the fact that there is a requirement for more manpower and they have to take a few decisions and verify their options. The initial step is of recruiting and refining the selection, but employing the new candidates is not always as feasible as it looks when the organization is recruiting the required manpower. This paper contains the data, which analyses the recruitment procedures and various policies along with the selection process that exists in the Healthcare United. Healthcare United, which is believed to be the one of best healthcare units in Australia (Faculty Recruitment and Selection, 2013). They hire the finest professionals in healthcare industry. The aim is always to be the best one in Australia and it currently employs approximately 1600 professionals in NSW and VIC. They have been planning to expand their operations and open a unit in Hobart. The modifications have been provided to this organization by comparing it with the newly made Healthcare United (2010) and their recruitment and selection processes. This creates the requirement of new professionals and employees and hence the recruitment and selection procedures need to be revised for the organization. The critical areas of this process have been identified and are discussed below: Analyze the vacancies The policies framed back in 2010 are not very apt and accurate as per the current vacancies and its evaluation processes. The responsibilities pertaining to the policies have shifted to from the HR to the managers which do not meet the terms as compared to the present day legislation. Timeframes The first process timeframe currently is of 2 to 3 weeks which back in 2010 were a forecasted timeframe ranging from 2 to 4 days. Involvement of the personnel The involvement includes both the HR department and the managers. HR is accountable for the analysis of the vacancies which is somehow an outdated process. The contemporary scenario evidently supports the fact that manager should be allowed to cover up these processes (Weinstein, 2012). Documentation - The HR and the manager, both are responsible for the documentation of this process and they have to finalize and complete the permission to recruit form. Training and Support - Throughout the process of recruitment and selection, the HR is supported by the manager under the 2000 guidelines. However, 2010 guidelines should have been followed during the same. Motivating and evaluating Post permission to recruit from stage, which is finalized by the manager and the HR, the senior manager gives the final approval. The policies (2010) have been duly followed in this stage. Based on the strategic human resource management, the analysis of the critical areas should be done. The recruitment and selection policies should be in line with the current legislation so as to be accurate. (Weinstein, 2012) acknowledged the fact that all the obsolete policies are not beneficial for the strategic management during the hiring process for the organization. The current legislation needs to be duly considered for the analysis of the positions. The responsibility of hiring in the Healthcare organization should lie within the Human Resources department and not with the managers. The current legislation should always be considered for the formations of recruitment and selection processes and policies (Whitham and Duley, 2013). References Buchholz, L. (2011). Hiring the Right Person for the Job. Plastic Surgical Nursing, 31(3), pp.124-125. Faculty Recruitment and Selection. (2013). Higher Education Abstracts, 48(3), pp.179-179. Weinstein, D. (2012). The psychology of behaviorally-focused rsums on applicant selection: Are your hiring managers really hiring the right people for the right jobs?. Business Horizons, 55(1), pp.53-63. Whitham, D. and Duley, L. (2013). Evaluation of a site selection questionnaire for the recruitment of trial sites into multi-centre trials: experiences from the nottingham clinical trials unit. Trials, 14(Suppl 1), p.O30.