Contemporary Issues in Human Resource Management

Contemporary Issues in Human Resource Management
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Introduction
Human resource management refers to the process of hiring, training, and compensating individuals to conform to the policies of an organization. It is a multifaceted process that influences the identity of a workplace and the future success or failure of the enterprise. Every manager or authority figure at an organization has a role relating to human resource management. For the most part, human resource managers are tasked with compensation, motivation, and retention of the employees. To do so, they are required to build connections with the employees and be responsible for their well-being while working for the organization. This essay is an analysis of contemporary challenges that are faced in human resource management.
Employer Branding
Employer branding is one of the strategies employed to fulfill human resource obligations. It is concerned with talent recruitment based on promoting an organization as the employer of choice to an aspiring talent group. Each company manages to establish a reputation in the years it has stayed in operation. The reputation can be cultivated by the quality of products produced, services, leaders, history, and employee roster. A strong reputation can inspire an emotional or intellectual perception that will define an organization for decades (Lybrand, 2018).
Day by day, the job market becomes increasingly competitive for organizations, current employees, and unemployed aspirants. Therefore, positive employer branding is critical to gaining an advantage in hiring and retaining talent. It describes the company’s promise and value proposition to potential employees in exchange for their expertise, skills, and experience in a field.
Why is it important for organizations?
A brand does not develop by accident, rather it is a product of carefully planned steps to attract consumers (Theurer, 2016). Employer branding provides an organization with an opportunity to showcase its unique characteristics. It acts as a tool for storytelling that uses a direct voice that details the essence of the organization. Consequently, people get a picture of what the organizations stand for and how their qualifications and personal characteristics align with the aspirations of the company. A human resource manager is responsible for communicating to the public that the organization is a good place to work. When done correctly, employer branding can create a buzz around the company that will attract inspired job seekers.
Satisfied employees and customers are the best forms of advertisement for an organization. Not only is the strategy efficient, but it also is a free form of promotion. Aspects of compensation such as salary, benefits, and career promotions are great motivators for employees. Combined with a healthy working environment, the employees develop a positive association with the company. In the age of social media, it is easier for employees to share and compare experiences within their respective organizations. Therefore, satisfied employees are likely to improve the overall perception of an organization through their feedback. Aspiring employees will also ask existing employees about their experiences in the organization before making their decisions. Positive employees are crucial in improving an organization’s culture that will provide free advertisement over the years.
Is perceived workplace diversity important during the recruitment process?
Perception is influenced by characteristics that apply to an individual. According to Kossek and Zonia (1993), age, gender and race affect the perception of diversity in a large climate like a university (Allen, 2008). At the moment, there is an increasing number of organizations that have embraced diversity, while others view it as an issue of compliance to avoid legal consequences. This grey area has provided some organizations a competitive advantage by establishing a perceived perception of inclusivity.
Points for
Perceived workplace diversity is important to an organization because it promotes mentorship. Mentoring is one of the most crucial relationships to a protege, the mentor, and the organization. The effects of mentorship are associated with positive career development, higher incomes, more promotions, and fewer turnovers. Minority mentors are aware of the benefits associated with mentorship and the challenges race can have on career development. As a result, a company with perceived workplace diversity is deemed to focus on creating upward mobility. Consequently, there is an opportunity for organizations to have minority interns on their roster. Interns that show higher potential are groomed for more influential positions or career paths that ultimately culminate in managerial positions. New talent is cautious about how their career will be handled at a particular organization. Therefore, a more diverse company has a competitive edge in talent recruitment by offering support such as mentorship and a clear path for development (Lybrand, 2018).
The lack of information is an issue that women and minorities face in their attempts to combat the issues of diversity and isolation in organizations. Consequently, organizations have formed support network groups that provide women and minorities with better opportunities. Provision of information will help educate and change the perception of workplaces for women and minorities. According to Hite (2006), black women in managerial positions perceived the existence of institutional racism. They were more likely to believe that race was a determinant of their success in an organization. Another perception is that more whites are more oblivious to the racism present in society. For instance, Caucasian men deemed the workplace to be more inclusive of Caucasian women and racial/ethnic minorities. Perceptions about racism can negatively impact the trajectory of an organization and affect the image of a company. Differences based on race and gender stems from prior experiences that minorities and women have historically been exposed to. Their view on institutionalized racism and sexism propels such employees to appreciate institutions that cherish diversity. Therefore, perceived workplace diversity is important in the talent recruitment process.
In a competitive marketplace, first impressions are crucial in attracting talent. Studies that date back to 1950 demonstrate how quickly interviewers make up their minds regarding the candidates. In the same vein, a talent is looking for a first impression when making a decision on which organization to work with. First impressions can be created through tours of the facility, proposals, or word of mouth. Perceived workplace diversity is a powerful tool that can create a first impression giving the talent an offer they cannot refuse...