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Please answer only two questions from the 6.

1. How has technology transformed HR?
2. What are the HR planning process and the role of HR strategies in the overall process?
3. Why are employment standards important to the employee? Provide examples to explain your answer.
4. What are the behavioral factors that can affect job analysis? How do they affect job analysis?
5. Discuss the various methods of recruitment that could be used to hire in small or large organizations?
6. Describe how global organizations can be staffed, and what unique challenges you may be faced with by these choices?


Question 1: How has technology transformed HR?

Technology has greatly contributed to the transformation of HR. Some of the areas in which this transformation has been successful include the storage of data, retrieval of data, as well as the processes of recruiting and training employees. Technology has also improved the way activities relating to performance management are carried out. As a result, HR professions are able to do their work more efficiently today.

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Technology has many uses as far as the processes of storing and retrieving data are concerned. By applying technology in these processes, HR professionals have been able to avoid too much paperwork (Lengnick-Hall, 2003). They are also able to store and retrieve data more quickly. In the recruitment process, the transformation has also been magical. HR managers no longer rely on print publications when posting jobs. Other than newspapers, they can use the internet and access millions of people. When millions of people read and respond to job advertisements, the chances of getting the right person for the job increases dramatically. Moreover, the process of interviewing job applicants becomes more efficient. This is because they simply need to send their applications via the same internet platform.

The training process has also been transformed. Today, trainers are able to work with newly hired employees from remote locations. This is made possible by information and communication technology. Such employees are easily trained in fascinating virtual classrooms. At the end of the virtual training programs, the trainers simply administer computerized tests to evaluate the trainees.

Technological advancements have also led to the improvement of activities relating to performance management. HR professions can use technology to evaluate the level of performance of all employees. They are able to compare the performance of individual employees with those of their colleagues. Similarly, technology makes it easy for the performance of each employee to be measured against the intended goals of the organization. Many software programs have been designed for use in performance management. After evaluation, employees who do not live up to the expectations of the organization are subjected to further training.

Question 5: Discuss the various methods of recruitment that could be used to hire in small or large organizations?

            The methods of recruitment that are normally used in both small and large organizations are categorized into internal recruitment and external recruitment (Lengnick-Hall, 2003). In internal recruitment, individuals to fill the vacant positions are selected from within the existing workforce. In external recruitment, organizations set out to fill vacant positions from qualified applicants outside the organization.

One of the advantages of internal recruitment is that it is cheap and quick to recruit people for the vacant positions. However, the main disadvantage is that it puts limits on the number of applicants who qualify. Another reason for preferring internal recruitment is that the people who occupy the position are already familiar with the operations of the organization. However, this can also be a disadvantage because such individuals cannot be expected to introduce any new ideas into the organization.

            On the other hand, external recruitment is a long process, although it brings people with fresh, new ideas into the organization. There are four common methods of external recruitment; namely job advertisements, recruitment agencies, personal recommendations, and job centers. In job advertisements, HR managers place job adverts in numerous places, including national newspapers, recruitment fairs, and notice boards. For recruitment agencies, the core service is to provide employers with all the details of candidates who qualify for particular areas of employment. Personal recommendations are facilitated through the word of mouth, hence saving on advertising costs. Finally, job centers are government-funded utilities for helping unemployed people get training as well as secure jobs. All these methods of recruitment could be used to hire in both small and large organizations.

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