The Importance of Implementation to the Success of HRM Capabilities

Question

Advantages of Effective Induction

Discuss critically how job analysis contributes to the success of other human resource management functions.

Critically assess whether the introduction is only meant to “pass on the manager’s message and the company’s rhetoric rather than making the newcomer part of the family” (Daskalaki,

Critically discuss the current role and future potential of social media in recruitment and selection functions.

Answer

Human resource management (HRM) refers to the process of hiring, training and rewarding people who can contribute to the proper functioning of an organization. It helps explain the process of employee leadership and development in a company. This includes everything related to managing an organization’s human capital. The onboarding process helps introduce new hires to the workplace and company. This helps to welcome and greet employees on arrival and to provide basic information to help them adjust to their new office environment (Delery and Roumpi 2017). It creates a sense of belonging in him, helps him explain his responsibilities and company policies, and makes him feel at home in the organization. The onboarding process helps new hires build rapport with other existing employees. This essay argues that self-introductions help convey management’s message and company rhetoric, making newcomers feel an integral part of the company.

The onboarding process is designed by the HR department for new hires and aims to ensure that the new hires have no trouble getting used to working relationships. This allows new hires to perform more efficiently and become productive members of the organization. Studies show that an effective onboarding process promotes an intimate perception of employees and helps pave the way for reducing turnover. According to Pak et al. (2019), it helps new hires get a first impression of the company and helps improve the quality of employees’ work. Onboarding is an important aspect of employee retention and helps reflect company values. Brewster (2017) argues that a well-planned onboarding process has a positive impact on an organization’s public image and helps convey potentially useful leadership messages to employees. This helps communicate corporate rhetoric to inform employees of new organizational policies and working conditions. This helps employees understand the organization more broadly and become familiar with the organization’s values ​​and culture.

Communication of management messages and corporate rhetoric

Proper onboarding begins with identifying hiring needs and is conducted during the employee’s first year to familiarize the employee with the operations and processes within the organization. A face-to-face onboarding process can help meet the immediate needs of knowledgeable people and employers, and help address worker demands (Markoulli et al. 2017). Onboarding can be described as a year-long process and has been found to be associated with corporate training programs. The induction program includes a blended learning curriculum that utilizes classroom instruction and discussion with line managers. This helps provide capabilities for self-directed e-learning that benefits both employees and organizations. It is established that information requires interpersonal interaction and is transmitted within the classroom environment. According to Guest (2017), individual work-related information is presented electronically to help employees remember important information. The onboarding process introduces employees to the culture and organizational system and helps them adapt to the new working conditions of the organization. Provide general information about the employee’s work process and help them understand the company’s history and mission. This helps employees learn about employee assistance programs and health insurance options that benefit the company.

The onboarding process helps convey leadership messages and ensure a successful integration of employees and management. This helps new hires get a good grasp of the organization’s values ​​and goals, and helps them get work done in the right direction (Peoplemanagement.co.uk 2021). This helps employees learn more about the company’s history, goals, policies and capabilities, which can increase the effectiveness of employee performance. Managers can pass on company traditions, customs, and myths, thereby helping employees adapt to new situations within the organization (Grobman et al. 2018). Senior managers are involved in the onboarding process, which is a prerequisite for the success of the talent management function. Senior managers participate in the orientation process and help give employees the right signal that they are being valued by management.

According to Jakobsson (2018), the adoption process has proven to be very useful in communicating company rhetoric, as it allows employees to understand the work culture and vision of the organization. This will help employees understand their new roles and help them meet company goals. During the onboarding process, language can be used to introduce employees to the company culture, thereby moving the company forward in the long run. Janet (2019) argues that the socialization process can effectively introduce employees to new cultures and stimulate their interest. This helps find the cultural fit between new hires and the organization, and helps employees adapt to that culture. It can be helpful to pay attention to cultural and practical factors that can positively impact new hires.

This helps educate employees about the organization’s mission and vision and helps them recognize key elements of their business (Peoplemanagement.co.uk 2021). This helps lay the foundation for relationships within the team and across the organization, and can drive long-term growth for the company. This helps eliminate employee confusion that can lead to reduced employee productivity within company boundaries (Sievert, Vogel, & Feeney 2020). This helps clarify expectations about culture and shared values ​​that can be a positive force for the organization. This helps new hires get to know their manager and other team members in their first week of reporting, helping them build effective relationships that move the company forward in the long run. This helps set expectations early on and allows members to ask questions that help prepare them for future work. Trainers add introductory activities to impress students and help them plan for the coming weeks.

Socialization: making newcomers part of the family

The onboarding process can be of great benefit to your company and will greatly help new hires become familiar with your organization. This allows employees to reach their full potential and establish themselves as productive members of the organization. Danvila-del-Valle, Estévez-Mendoza, and Lara (2019) argue that the onboarding process brings significant benefits to employees by making them part of the family. This gives new hires valuable support and helps them feel like an integral part of the organization. A new job can be a stressful experience for employees and they may become accustomed to the new job. This will help you understand the terms of employment and help build a strong bond with the organization. Abdullah (2020) suggests that formal employee induction programs can be put in place that can help new hires adjust to new work conditions. Ad hoc onboarding approaches have proven problematic because the first week of work is so critical to employee engagement and success. This is very important for workers as it can be a determinant of whether they will continue to work in the future. According to Vermeeren (2017), an induction program helps new hires hear from business leaders and understand the company’s purpose and direction. It can help them put their contribution into perspective, thereby giving their work greater meaning. This ensures a smooth onboarding for employees and a smooth integration into the corporate culture. Employees feel supported and can have a positive impact on the growth of the organization.

The onboarding process enhances new hires’ decision-making about joining the organization and helps foster a sense of belonging among employees (Pohl, Vonthron, & Closon 2019). This has proven to be very helpful in managing fear for employees and provides coping strategies to help employees cope with stressful times in organizational life. This reduces uncertainty among employees and allows them to become more familiar with the organization faster. Evoke positive emotions in your employees and pave the way for increased employee satisfaction. This can result in productive employees who feel like an integral part of the organization. According to Yang and Lew (2020), adoption programs aim to provide companies with tangible cost-related benefits that can support their growth in the long term.

It also provides mental benefits to employees and helps them reach full productivity in a short period of time. This helps introduce new hires to the organizational structure and culture, allows them to get to know everyone, and helps them get the job done properly. This can help inform employees about their professional role and make them aware of how they can effectively contribute to the department. This helps deliver manager-supported training and helps communicate key information about employee culture, values, and job expectations (Al-Abbadi 2018). Newcomers become part of the family as we offer workplace tours to help them get acquainted with their new office environment. You should organize group meetings and introduce new members to the group. This allows employees and organizations to profit profitably from it. This encourages social interaction and helps new hires to express their feelings and feel comfortable in their new environment.

The role of social media in HRM functions

Onboarding programs have several types of drawbacks that can jeopardize a company’s prospects. New hire onboarding programs are often poorly organized and can have a negative impact on the company. He is often unable to answer questions from new hires, making employees uneasy. High cost to the organization, which can be seen as a weakness of the recruiting program. It can also lead to increased stress for new hires and impede organizational progress (Rozika, Dharma, & Sitorus 2018). This can waste valuable resources and companies invest significant time and money in implementing adoption programs. Introduction programs have been found to contain too much theory, which can reduce the effectiveness of training programs. Theoretical programs can make induction programs boring and new hires lose interest in the program. Data is often not stored by employees, resulting in no beneficial results for employees or the organization. Feedback systems rarely exist to help new hires voice concerns about an onboarding program. When it comes to implementing an adoption program, there are a variety of challenges that can pose challenges for companies.

However, new hires are exposed to too much information and find themselves unable to cope with new onboarding processes within the organization. The onboarding program turned out to be ineffective for the employees because the trainers did not understand the role of the new hires. According to Vermeeren (2017), workers have personal expectations of their roles, which should be recognized from the outset, which helps reduce anxiety and anxiety in new hires. Unified programs do not provide significant benefits, and they may prove to be unrelated (Delery and Roumpi 2017). The digital resources available to employees should be relevant to their jobs and answer the individual questions they have about the company. Feedback should be used to drive ongoing change that can provide the best experience for new hires.

Conclusion

The HR department organizes an induction program for new hires to ensure that employees are comfortable with their new profession. This increases employee efficiency and helps them grow into productive members of the organization. It has the ability to convey leadership messages and helps integrate employees and leaders well. New hires get a good sense of the organization’s values, which helps keep things moving in the right direction. As a result, new hires feel like an integral part of the company, and employees receive invaluable support in their onboarding. New jobs can be a stressful experience for workers and help improve employee job quality. Onboarding programs are often poorly organized and offer no benefit to new hires.

References

Abdullah, A., 2020. Relationship the Work Culture and Training Programs Within Performance. International Journal of Progressive Sciences and Technologies, 20(1), pp.92-101.

Al-Abbadi, L.H.M., 2018. The impact of high performance human resources practices on in-role and innovative job performance: The mediation role of affective commitment. Global Journal of Management and Business Research.

Brewster, C., 2017. The integration of human resource management and corporate strategy. Policy and practice in European human resource management, pp.22-35.

Danvila-del-Valle, I., Estévez-Mendoza, C. and Lara, F.J., 2019. Human resources training: A bibliometric analysis. Journal of Business Research, 101, pp.627-636.

Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and competitive advantage: is the field going in circles?. Human Resource Management Journal, 27(1), pp.1-21.

Grobman, W.A., Rice, M.M., Reddy, U.M., Tita, A.T., Silver, R.M., Mallett, G., Hill, K., Thom, E.A., El-Sayed, Y.Y., Perez-Delboy, A. and Rouse, D.J., 2018. Labor induction versus expectant management in low-risk nulliparous women. New England Journal of Medicine, 379(6), pp.513-523.

Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new analytic framework. Human resource management journal, 27(1), pp.22-38.

Jakobsson, R., 2018. Employee commitment, how it can be influenced by the recruitment and induction processes of organisations and what employees experience to be the source of the changes to their commitment levels during these processes and their individual components.

Janet, W.S., 2019. EFFECTS OF RECRUITMENT PROCESS ON EMPLOYEE PERFORMANCE-A SURVEY OF LIFE INSURANCE COMPANIES IN KENYA. International Journal of Business Management and Finance, 2(1).

Markoulli, M.P., Lee, C.I., Byington, E. and Felps, W.A., 2017. Mapping Human Resource Management: Reviewing the field and charting future directions. Human Resource Management Review, 27(3), pp.367-396.

Pak, K., Kooij, D.T., De Lange, A.H. and Van Veldhoven, M.J., 2019. Human Resource Management and the ability, motivation and opportunity to continue working: A review of quantitative studies. Human Resource Management Review, 29(3), pp.336-352.

Peoplemanagement.co.uk, 2021. “Lockdown forced us to take our recruitment online – but now it’s staying that way”. [online] People Management. Available at: <https://www.peoplemanagement.co.uk/voices/comment/lockdown-forced-recruitment-online-vivid> [Accessed 23 February 2021].

Peoplemanagement.co.uk, 2021. Life isn’t fair – but your workplace can be. [online] People Management. Available at: <https://www.peoplemanagement.co.uk/long-reads/articles/life-not-fair-workplace-can-be> [Accessed 23 February 2021].

Pohl, S., Vonthron, A.M. and Closon, C., 2019. Human resources practices as predictors of organizational citizenship behaviour: The role of job breadth and organizational support. Journal of Management and Organization, 25(2), pp.224-238.

Rozika, W., Dharma, S. and Sitorus, T., 2018. Servant leadership, personnel’s job satisfaction: The role of organizational culture and human resources practices. Academic Journal of Economic Studies, 4(2), pp.120-137.

Sievert, M., Vogel, D. and Feeney, M.K., 2020. Formalization and administrative burden as obstacles to employee recruitment: Consequences for the public sector. Review of Public Personnel Administration, p.0734371X20932997.

Vermeeren, B., 2017. Influencing public sector performance: studying the impact of ability-, motivation-and opportunity-enhancing human resources practices on various performance outcomes in the public sector. International Review of Administrative Sciences, 83(4), pp.717-737.

Yang, J. and Lew, J.Y., 2020. Implementing Sustainable Human Resources Practices: Leadership Style Matters. Sustainability, 12(5), p.1794.