A chance of emergence Essays

A chance of emergence Essays A chance of emergence Essay A chance of emergence Essay Culture in organisation frequently reflects norm, value, tradition, and expectation from its people. Each organisation has its own unique internal environment. For example, in theory, all applicants are required to show their self-confidence and their extroversion. These cannot go well with the traditional or conservative organisation which requires a modest person rather than an aggressive one. A working environment which comprises structure or flexible style can affect the applicant when they have an interview, for instance, casual clothes are accepted in some companies but not others. Ideal working environment was quoted in theory but in practical it is far beyond that. The continual innovation and improvement of science and technology have been changing social economy environment and competitive methods between companies to a great extent (Ref). This kind of transformation enhances the difficulty of companies and organisations to make an appropriate policy of HRM. They need to achieve a balance of catching up with new challenges and avoiding the risk of inaccurate decision-making. In recruitment and selection, technology has adapted new content in practice, the flourish of traditional public media let organisations place their recruiting adverts at a reasonable price, the development of public transport and the car industry has made it possible for companies to recruit from a larger region, the Internet has given them a good chance to go further. A giant in computer soft industry claims that The only constant in Microsoft is change (Ref). However, not all players are winners in this game. It is universal for managers to make inaccurate decisions because of deficient cognition of new methods. For instance, although E-recruitment can bring us quick, low-cost, efficient methods of finding qualified candidates, it still has unavoidable shortcomings. (www. arinso. com/downloads/recruitment. pdf, accessed 11/11/03) Online recruitment and the use of new emerging technologies have many advantages for the modern recruiter. The one drawback, however, is that online recruitment can appear to be a daunting subject? (Michael Stamp, E-recruitment is revolutionising the Recruitment Industry)The worldwide trend of incorporation and internationalisation has promoted companies to expand into huge organisations. Recruitment and selection have become extremely difficult to deal with in such enormous employee scale. When each step of Recruitment is made, HRM department need to classify complicated relationships and deal with huge information. Once an inaccurate decision is made, the influence is fatal and far-reaching. Take Balin Bank of UK as an example, (Ref) which had a history as long as 233 years and finally became bankruptcy. Besides the unsound operation system, the essential reason was the using of wrong people in fatal positions. Again, Ericsson announced that they would lay off another 1,700 employees in Sweden as an important step of the final object to be at 47,000 employees next year from 107,000 at the start of 2001. Maybe it will help the company to a profit during 2003. However, they could get more benefits if they had taken appropriate action in their recruitment and selection phases, from planning to testing. (Ref/Why? )Every theory has a particular environment of society and economy to exist in. When HRM theories were concluded, they all had been proved as effective to solve specific problems in practice. Nevertheless, these specific problems have different representations in different cultures and political environments. When business is put in a variable environment, HRM does not always work as well as it does in theory. Sometimes it is such a long and costly term for a company to adapt their HRM methods to new region which they are trying to expand to, no matter how successful these methods had been in the original system. The growth process of Microsoft China is a good case in point. In this August, Microsoft continued the contract with Jun Tan, who was assigned as the chairman of their subsidiary in China one year ago (Ref). It seems that Microsoft have found a suitable method of recruitment and selection for this important subsidiary now. However, they had been bothered for 5 years before the commission of Jun Tan. Each predecessor of Jun Tan survived in the hard and fast test of Microsoft, which proved effective in recruitment of their subsidiaries in western countries. These experts in both management and technology, had not arrived as far as they were expected in China market. Fortunately, Microsoft realised what they needed was a manager familiar with Chinese culture and the particular situation of China. After the commission of Jun Tan, Microsoft designed a new position CEO of Microsoft in big China area for an advanced manager recruited from another company, who has a strong background of working with Chinese government. Cultural shock is not the only thing that can beat companies HRM methods and strategies, every change of business environment could be fatal. There has been a gradual decline in the importance of recruitment and selection theories because of their validity and reliability. In the changing circumstances of a competitive business environment, it seems that every factor such as people, technology and so forth is changing all the time; on the other hand, the theories development are steady in the way of realistic applied. Generally speaking, individuals are different in terms of attitude and belief which affects their behaviour. It is implausible that the theories can be matched up perfectly with each individual. Each organisation has its own organisational culture which can be distinguished from the others. Moreover, currently, businesses have to be able to compete internationally. Nevertheless, the theories have limitations for worldwide use. Some theories can be appropriate for one country but not another. The big change of recruitment and selection method was brought by the impact of technology, the emergence of online recruitment or E-recruitment. As far as E-recruitment is concerned, it is believed that it could reduce operating expenditure and time spent on advertising and selecting the right candidate, for example. This phenomenon is not only about technology but also cultural and behavioural change both within HRM and people in organisation. It is a barrier-free procedure which means that everybody has the same rights to approach an organisation. No matter who you are, disabled person, mother of two children, black or white, man or woman. The process of E-recruitment will eliminate bias occurring from the recruiter. These will bring equal opportunities for people in society. E-recruitment is going to be the next important step of recruitment and selection without any doubt if the organisation strictly manage and deploy it in the constructive way. In the end, modern theory will definitely be waiting for a chance of emergence.