Human Resource Management Implementing Process

Question: Discuss about the Human Resource Management for Implementing Process. Answer: In order to select the skilled engineer at CERA, certain selection methods should be followed and implemented. Two of the methods of selecting the engineers have been discussed. Preliminary interview- This technique has always been effective for the organization as the before selecting people for any particular post, it is necessary to design the job requirements. Hence, the HR manager has to take the responsibility of the entire selection process (Kalleberg, 2013). By implementing this process, CERA could eliminate unqualified application based on the information provided in the application forms. The major focus of this particular method is to reject misfits. On the contrary, a preliminary interview is usually called a courtesy interview. It helps the company to form an effective public relation. For the post of engineers, the recruiters need to focus on the qualification of the candidates such as their academic records, project management knowledge, decision-making skills and problem solving techniques. Selection test After the preliminary interview process, the candidates who qualify the preliminary interview are now called for the selection test. In this particular test, some particular HR skills are examined. There are different types of tests conducted base on the requirements and the organization. However, for CERA, the recruiters need to focus on the skills that are research and civil engineering aspects. Notwithstanding, as the focus is on the aboriginal people, it is necessary to test their cultural skills, local market knowledge and other civil engineering aspects. In addition, the tests can also be conducted in the form of aptitude, personality and ability test to understand how effectively an individual could perform the activities related to the job (Campbell Knapp 2013). Once the candidates are qualified, they are asked for the next process. Discussing, merits, and difficulties of the chosen selection method As CERA is one of the largest research associations, it has different types of job categories ranging from HR activities to research designs. However, among the vast category, the post of engineering has been selected as the significant category for increasing the aboriginal people in the organization. There have been certain difficulties associated with chosen selection method. It has been observed that sometimes it becomes difficult for the organizations or the recruiters to select the candidates based on the preliminary interview and selection test. Most of the candidates are observed to be unsuccessful in dealing with the real life issues at the workplace (Renwick, Redman Maguire, 2013). Many candidates lack the real-world knowledge; therefore, dealing with the fresher candidates based on the selected methods may not be effective. On the contrary, by selecting the aboriginal people, the organization could utilize the people to the fullest since aboriginal people have intensive knowledge about the market. For example, by selecting aboriginal people in engineering, the organization could justify its increasing workforce. The selected candidates for the post of engineering could further contribute to project management and research (Holmes, 2013). However, the organization could implement the above mentioned methods to select the aboriginal people as the company could gain other benefits such as intensive market knowledge. References Campbell, J. P., Knapp, D. J. (Eds.). (2013).Exploring the limits in personnel selection and classification. Psychology Press. Holmes, L. (2013). Competing perspectives on graduate employability: possession, position or process?.Studies in Higher Education,38(4), 538-554. Kalleberg, A. L. (2013). Book review symposium: Response to Reviews of Arne L Kalleberg, Good Jobs, Bad Jobs: The Rise of Polarized and Precarious Employment Systems in the United States, 1970s to 2000s.Work, Employment Society,27(5), 896-898. Renwick, D. W., Redman, T., Maguire, S. (2013). Green human resource management: A review and research agenda.International Journal of Management Reviews,15(1), 1-14.