Human Resources Management

Topics: Human resource management, Recruitment, Human resources Pages: 7 (2126 words) Published: February 12, 2012
Human Resources Management

Description of Organization and Human Resource Topic
Canadian Tire, a leading retailer since 1922, provides products and services ranging from automotive, hardware, sporting goods, apparel, gas bar, and financial services. With 1,700 retail and gasoline outlets, across Canada, Canadian Tire employs approximately 68,000 employees. This Canadian retailer creates competitive advantage by owning 5 companies (Part Source, Canadian Tire Financial Services, Marks Work Warehouse, The Forzani Group Ltd., and Canadian Tire Petroleum) increasing their vision to create sustainable growth. According to Schwind, Das, and Wager (2010), “Recruitment is the process of finding and attracting capable individuals to apply for employment” (p. 174). I have chosen this topic as I believe that in today’s ever-changing business environment the human resource department has an increasingly difficult task of finding and maintaining employees for their organization. The role of recruiting human resources seems to be changing, with new technologies emerging, leaving recruiters to face constant challenges. Challenges Human Resource Managers Face During Recruitment

The human resource department is faced with numerous challenges in recruiting new employees. The greatest challenge is finding and retaining the best possible candidate for the job (Kaliprasad, 2006). Hiring good people is the key source of competitive advantage for any organization. To meet this task there are several challenges human resource managers must confront. Some of these challenges include: environmental and economic conditions, structural challenges of the organization, and creating diversity amongst the workforce. * Environmental and Economic Conditions

The Business Cycle, as shown by the above diagram, goes through various peaks and troughs, known as recessions and recovery periods. These cycles can have a sizeable impact on how Human Resource Managers will approach their recruitment process. Current economic conditions can influence managers to either enhance or reduce their recruitment activities. In times of economic growth recruiters may see an opportunity to increase their workforce as they see revenues rise and their budgets to conduct recruitment activities strengthen. As the economy improves there may also be an increase in turnover as employees see opportunities for growth elsewhere. “Your best workers are being wooed aggressively by recruiters and competitors—or they’re savvy enough to stay aware of their value in today’s job market (Porter, 2011, p. 58). In a down economy, recruiters may chose to hire more conservatively or even cease hiring as uncertain economic conditions create ambivalence. Recruiting during this time can become more difficult as the volume of recruits increases, while the quality continues to fluctuate. Skilled workers may be tough to find as they are afraid to leave their current positions due to lack of job certainty. Whatever the current economic conditions are, Human Resource Managers are confronted with challenge of making the best possible recruitment decisions for the organization. What are the right decisions? This becomes the biggest challenge due to the lack of uncertainty which lies ahead. Recruiters are left with a sense of confusion. * Structural Challenges of the Organization

Another challenge that Human Resource Managers must face is their organizational structure. This could include such things as: company policies, current recruitment practises, and support from senior management, Current company policies, relating to selection and hiring procedures, can prevent human resource management from finding the best possible candidate. Policies can specify types of recruitment source to use, whether to recruit internally or externally, or compensation for prospective employees. Such policies act as a guide for recruiters in how they can carry out their duties. Therefore,...

References: 1. Arthur, D. (2006). Recruiting, Interviewing, Selecting & Orienting New Employees. AMACOM Books. Retrieved from EBSCOhost.
2. Austin, J. (2009). Hiring in Hard Times. Computer Graphics World, 32(7), 14-22. Retrieved from EBSCOhost.
3. Backes-Gellner, U. (2004). Personnel Economics: An Economic Approach to Human Resource Management. Management Revue, 15(2), 215-227. Retrieved from EBSCOhost.
4. Fernandez-Araoz, C., Groysberg, B., & Nohria, N. (2009). The Definitive Guide to Recruitment in Good Times and Bad. Harvard Business Review, 87(5), 74-85. Retrieved from EBSCOhost.
5. Kaliprasad, M. (2006). The Human Factor I: Attracting, Retaining, and Motivating Capable People. Cost Engineering, 48(6), 20-26. Retrieved from EBSCOhost.
6. Porter, J. (2011). Attract and Retain Top Talent. Strategic Finance, 92(12), 55-61. Retrieved from EBSCOhost.
7. Raphael, M. (2010). Impact of Recent Economy Changes on Human Resource Management Recruitment and Section Practices. Proceedings of the Northeast Business and Economics Association, 556-558. Retrieved from EBSCOhost.
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