Human Resources Management

1.0 Introduction Human Resource Management is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. Human Resource Management is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective Human Resource Management enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives. Human Resource Management is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. HRM is now expected to add value to the strategic utilization of employees and that employee programs impact the business in measurable ways. The new role of Human Resource Management involves strategic direction and Human Resource Management metrics and measurements to demonstrate value.

1.1 Selection The selection process is based on the requirement position shortcoming in an organization. So that Human Resources department will carry out they interview schedule to let the public know about the job vacancy provide by an organization, job opening and help the candidates in performing so the HR basically deals with this process and completes all the necessary details of the process of selection of the candidates as per the process and methods. In this case, Human Resources department will apply certain principles to make selection of the candidates apply for the job and carry out a selection process to the interviewees (Jillian, n.d). During the selection process, Human Resources department will make sure the candidates whether fulfill their requirement, qualification, experience and necessary positions so that the candidates will be obtain high performance on the right department. This is a very challenging and a difficult task or a job to select and reject the candidates in the interview process because it requires no heart in the field and only requires the interviewer to think from their mind and apply the tools and necessary strategies for making this concept clear. This process helps the company in filling the suitable employees with suitable positions to perform the task and duties in the organization. Selection can be conceptualized in terms of either choosing the fit candidates, or rejecting the unfit candidates, or a combination of both (Mahsin, 2012). Therefore, selection process assumes rightly that, there is more number of candidates than the number of candidates actually selected, where the candidates are made available through recruitment process. Selection is a process of choosing the most suitable persons out of all the participants. In this process, relevant information about applicant is collected though series of steps so as to evaluate their suitability for the job to be filled. On other hand, selection is the process of assessing the candidates by various means and making a choice followed by an offer of employment (Stacey, 2011).

2.0 The Interview Process The employment interview is conducted thousands of times daily within the personnel services industry. From screening interviews through hiring interviews, this process determines whether or not we will be successful in hiring a temp or completing a search assignment. Because this process plays such a pivotal role, we should have more than a passing familiarity with the purpose of an interview, the types of interviews, the formats that can be used, and the impact of the interview process (Kvale, 1996, p.14).
2.1 Types of Interview There are many types of interview can be used by an organization, below is a short list of famous interview used by organization:
1. Structured Interview This format combines the situational interview with a variety of other types of interview questions. Typically, each candidate is asked the same set of questions and their answers are compared to a scoring guide and rated. The goal of this approach is to reduce interviewer bias and to help make an objective decision about the best candidate (Gray, 2004, p.215).
2. Unstructured Interview Questions here are based on the individual’s application documents such as their résumé and so different variants of a question will be asked to each applicant. Without structured guidelines, the conversation can be free-flowing, thus making this method of interviewing the most prone to bias, but allowing the interviewer to get a more natural and perhaps more realistic sense of who you are. Although this type of interview may seem more casual, and may even occur over lunch or dinner, you must still be well-prepared and maintain a professional demeanor. Be careful not to provide information you would not have communicated if the interview was more structured.

3. Semi-Structured Interview This format is a blend of structured and unstructured, where the interviewer will ask a small list of similar questions to all candidates along with some questions pertaining to your resume (Corbetta, 2003, p.207).
4. Panel Interview A panel interview is conducted by two or more interviewers and is designed to reduce individual interviewer bias. It is very common for entrance into graduate and professional schools. One member of the panel may ask all of the questions or individual panel member may take turns (Akrani, 2011).
5. Group Interview A group interview occurs when several candidates for a position are interviewed simultaneously. Group interviews offer employers a sense of your leadership potential and style, and provide a glimpse of what you may actually be like as an employee and how you would fit into the team. Candidates may also be asked to solve a problem together which allows interviewers to assess candidate’s skills in action (Doyle, n.d).
6. Screening Interview This type of interview is generally conducted by larger companies when there is a large applicant pool and is typically the first phase of selection. Screening interviews are used to ensure that the candidates meet minimum requirements and are often conducted by a computer or by an interviewer from the human resources department who is skilled at determining whether there is anything that might disqualify you from the position.
7. Telephone Interview Telephone interviews are often used to screen candidates in order to narrow the pool of applicants who will be invited for in-person interviews- and is a good way to minimize travel expenses! They can be challenging because you aren’t able to rely on nonverbal communication or body language. You should prepare for this type of interview just as you would for a regular interview so, if you are not given any warning and are not ready for an interview when called, politely request that the interviewer call back at another mutually convenient time. This will allow you to refresh your memory on the organization and be better prepared. During interview, interviewer will carry out a question section to interviewees. Basically, they have four major of interview question such as: basic job knowledge, past behavior of interviewees, background of interviewees and situation of interviewees. During the interview process, basic job knowledge question will be carry out by interviewer to ask the interviewees to answer the basic knowledge of the job they have. On the other hands, interviewees will require the interviewees to describe about the past experience of their previous job background of the interviewees. In this case, interviewers will be obtained more information about the personal skills, education level, healthy and others. Lastly situational question present the interviewees in theoretical situation and ask how the interviewee would respond (Outerbridge, 1994). I agree that interview is the best method in selecting potential employees to fulfill the need of an organization. In this case, all of the organizations have their authority to choose the potential interview to work for their organization. However, wrong decision-making of HR department will be influence the performance on the organization to achieve their goal on future time. On the other hand, right decision making will bring benefit to organization in future time to achieve the goal of an organization.

2.2 The Advantages of Interview One major of advantages of using interview is interviewer is more easily to obtain more detail information about the personal feelings, opinions and perceptions form interviewees (Gyutae, 2008). During the interview process interviewees will be allowed to ask detail questions about the daily operation of an organization they apply for. In this case, interviewer is usually achieved a better response rate form interviewees. Besides, interviewees will not easy influence by other people during the interview process. On the other hand, if the interviewees are lacks of reading skills to answer a questionnaire, they will be more preferred to answer the question with their communication skill ability. This is because, most of the people will think will think that their communication skill ability will be better than their reading skills. Interview will help interviewer to be easy to confirm the applicant is fulfill the requirement by organization, for example their communication or social skills whether fulfill the need for the job. Furthermore, interviewer can obtain the job knowledge by the interviewees.
3.0 Accuracy of Interview The accuracy of interview is unpredictable and also unable to estimate. If an organization wants to increase the accuracy of interview and save time, the organization has to conduct more panel interview. The reason of panel interview is most accuracy is because during panel interview, employers can make an eye contact with the person who asking the questions during interview process. This may help to attract attention of all the members during interview process, so that employers can be treating all the members with equal importance. On the other hand, panel interview also will help employers to be more prepared to extend more energy in this setting, as you need to be alert and responding to more people during interview process (Adler, 2007).

3.1 Psychological contract Psychological contract research has been identified as a useful concept for understanding employees’ relationships with their employers and subsequent consequences including work attitudes and performance (Robinson, Kraatz, & Rousseau, 1994; Shore & Tetrick, 1994; Turnley & Feldman, 2000). The psychological contract is generally defined in the academic literature as the implicit and explicit promises two parties make to one another (Rousseau & Tijoriwala, 1998). Although psychological contracts have been empirically explored extensively over the last 50 years (Conway & Briner, 2009), this research makes a number of assumptions about how employees conceptualize and experience the psychological contract (Conway & Briner, 2005; Taylor & Tekleab, 2004). For example, how do employees articulate and perceive the implicit nature of the psychological contract (Guest, 1998)? Who is considered the other party in the psychological contract relationship (Millward & Brewerton, 2000)? And how do employees gather information about the psychological contract (Conway & Briner, 2005; Dabos & Rousseau, 2004)? Many have argued that the future of psychological contract theory relies on these limitations being addressed, and being addressed quickly; “Until some of these ignored sources are grappled with, studies searching for the attainment of a healthy psychological contract may be pursuing a lost cause in search of an organizational chimera” (Cullinane & Dundon, 2006, p.177). Table 1 provides additional comments made by psychological contract researchers who strongly believe that the future of psychological contracts looks bleak if we continue to ignore the concept’s measurement and theoretical limitations. The comments are listed in chronological order to illustrate that several of the earlier comments have been repeated more recently, suggesting that little progress has been made.

3.2 Examples of Organizations According to Fortune list, Intel Corporation is at the number sixth place in this list of the best technology companies in the world. Intel Corporation was started by two people named as Robert Noyce and Gordon Morce on 18th July 1968 and since then it has been the leading semiconductor chip maker in the whole world. Many new generation of computers have been made only because of the chip invented by the Intel Corporation. The headquarters of Intel Corporation is situated in Santa Clare, United States. Currently the company is headed by Andy Bryant who is the chairman of Intel Corporation. With over 100,100 people working round the clock easy year Intel Corporation does a business of 54 billion US dollars in all over the world. Besides, Google is a World leader in the internet and software development, the company named as Google Inc. is at the number fourth place in this list. This company was started on a very small scale by two friends named as Larry Page and Sergey Bin. At that they were studying in the very famous Stanford University. Who would have thought at the time that this company will be global leader in this field? The Google Inc. headquarters in located in California, United States. Each year Google makes revenue of 37.905 billion US dollars and has as many as 53,546 people constantly working to help this company achieve many more heights. Furthermore, The Company named as Apple Inc. is at the number first place in this list which shows the top ten best technology of computer software, electronic items and computers has been world leader from the past few decades. Apple Inc. was previously known be the name of Apple Computers and was started by Steve Jobs, Ronald Wayne and Steve Wozniak on 1st April 1976. Currently this company’s prime office is located in California, United States. With over 72,800 people working for Apple Inc. easy year it does revenue of 156.508 billion US dollars.

4.0 Conclusion In conclusion, interview is the main tool for select the suitable employees to solve the problems of staff shortage of an organization. Nowadays, interview is the best way to select the best employees in an organization to achieve the goals in future time. In this case, I agree with interview is the best method in selection of potential employees for an organization. However, it is better to hire individual who are willing to be flexible, and with a positive attitudes and motivational qualities to work for an organization. However, interview brings many advantages to organization. But in fact, interview also has some disadvantages. For example: Judgment error in the selection process will bring a lot of disadvantage to an organization. This is because, if the wrong selection making by HR department, the employees their hiring cannot obtain a good performance in an organization will cause the organization need to carry out a new interview process to replace the employees who are cannot obtain the requirement of an organization. On the other hand, interview plays a very important role in an organization. Every types of interview also will influence the organization, if good employees are hired, it bring benefits to the organization. However, if making wrong decision it also will lower down the organization performance. The accuracy of interview is hard to estimate or predict, to maintain the well performance of all workers; organization may provide more incentive for employees. Financial incentives are more dominant. The reason that why humans work is money, so give extra bonus to employees can motivate them.

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