HumanResource Management Final Paper
HumanResource Management defines the term applicable in the description ofthe formal systems utilized in the management of persons within aninstitution or organization. The responsibilities that a humanresource manager serves in an organization are three major typescompensation and provision of benefits to employees, staffing anddefinition or assigning of work. Primarily, the sole function of HRMis to ensure the maximization of the production taking place in anorganization through enhancing the optimization of the effectivenessamong the employees. For this paper, its aim will the presentationof the report on the interview process carried on the human resourceof manager of MDOT Company
Asalready discussed earlier, Human Resource Management describes theformal systems established for managing persons within an institutionor an organization. Initially, the department concerned with thehuman resource was placed in the low hierarchies despite being acritical department that seeks to replenish and nourish the interestof an organization on workforce(Stonebraker, 2016).However, of late, there has been the recognition of the value or roleof human resource management in an organization especially when itcomes to healthy growth and development. The recognition here coversthe value HRM has on businesses when it comes to the handling ofmanagerial decisions that are likely to have great impacts on thehealth of the organization. About the MDOT Company, as at present, itdoes carry out its recruitment in very many countries. The instancehere could be due to budgetary constraints that cause limitation tothe activities taking place in the Midwest. On top of this, thecompany is also faced with some other restrictions when it comeshiring of international workers since the Michigan State does notprovide for sponsorship on the visas for the internationalcandidates. Due to this reason, this paper will present the reportfollowing the interview was done with the HRM of the MDOT Companybased on scopes concerned with hiring and recruitment process.
Theimportance of hiring someone from a different culture
Indeedthe process of recruitment and selection is gradually moving towardsa kind of hiring that relies on the core values or the culturaloutfits instead of the technical competencies. A major reason behindthis factor could affect the labor markets that somehow stay afloaton a particular job for nearly three years and the same time givingpriorities to valuable work against pay since the operating companyis always aligned to its respective values (Schofield, 2016). Theinstance here implies that through clear definition of the values ofthe organization and their integration in the same organization, thenthis organization has the likely opportunities for generating theattraction of employees that their personal values are within thissame organization`s alignment (Schofield, 2016). Also, theorganization`s core values may also lead to natural screening of thefitting cultural candidates who may not have the drive to makeapplications for the positions since they do not have similar valueswith those of the organization. MDOT uses the core values when hiringsince it aims at the tracking of the brand identity and its longlifespan. On the same note, through clear communication of corevalues and culture, the company, in this case, has got theopportunity of sharing its visions and dreams to the possiblecandidates. Not forgetting, the company intends to make people havefaith in its products, values, and vision since it is the employeeswho will have the intrinsic motivation in working to their fullstrength towards realizing the objectives of the organization(Schofield, 2016). On the same, the other major benefit that MDOTCompany gets by hiring from varied culture is acquisition orenjoyment of good work product.
Waysto Accommodate the Cultural Differences
Theprocess of hiring from varied cultural backgrounds requires theaccommodation of these variations in culture as well. When conductinghiring about core values, the aspect has the likelihood of leading toa creation of legal problems like the aspects of discrimination andbiased decision making on who to select for hiring. The reason is duetosome questions asked during the process could be those touchingon the private life of the individual(Zastrow & Kirst-Ashman, 2013).On MDOT Company, the company always seeks to understand its dailyencounters at workplaces. Seeking the answers to something during theinquiry enhances good understanding and also a check with resources.
Elsewherethere are no specified steps that a company may use in the adjustmentof its process of recruitment. Likewise, the most suitable practicecomes with the combination of the traditional job fit type ofinterview based on culture questions that seek to know the kind ofpeople in the organization to live with and represent based on thecore values (Zastrow &Kirst-Ashman, 2013). Such people also may be needed when itcomes to the delivery of results or outcomes that will assist theorganizations and the stakeholders involved in realizing its goalsand objectives.
Howto keep employees from another culture misunderstanding policies
Demographicchanges imply that the potential labor force of the company is alsoexperiencing changes. The workforce that the company need may lackthe experience based on the environment of operation of the companyfails to share the values from the Western world and also have variednotions of time as well as a difference in body language and themanner of showing respect (Rouen,2016). For the case of the MDOT Company, the company alwaysasks questions that give assurance from the employees that they haveunderstood the information given to them. On the same note, thecompany also offers service such as translation and the invitationmade to the present staffs from varied cultures who sit in the panelswhen undertaking the revision on the likely input from suchemployees.
Despitethe steps taken by the MDOT Company so far in handling employees fromvarious cultural backgrounds, again the company still needs to putinto consideration of the manner it can offer attraction and theretaining of employees (Schofield,2016)  fromvarious cultural backgrounds. The instance here then brings into theattention of how the company should initiate the process of buildinga diverse and inclusive type of workplace.
Typeof training/orientation is available for employees from a differentculture
Inthis regard (Zastrow &Kirst-Ashman, 2013), the aspect of creation of an inclusiveand also a supportive kind of workplace especially for the culturallydiverse employee`s entails
Setting an example kind of leadership based on well-defined commitment that stresses on the value of diversity.
Adoption of policies and procedures that are pro-diversity, against instances of discrimination and cases of harassment
Promotion of both internal and external commitment to the organization towards the diversification.
Ensure the accountability of staff in the work.
Provisions of training as well as awareness within the workplace.
Theneed to have a translator in case where different languages arespoken in the company
Translatorsin any organization that has them same to MDOT Company, in this case,assists in the conversion of documented materials from one particularlanguage to another(Donaj & Kačič, 2016). The prime objective of the translator is to ensure that people canbe in a position of reading the translation more of like the same toits originally documented content. To achieve this, the translatormust be in a position of writing in a manner that ensures themaintenance or the duplication of the structure and style of theoriginal content while at the same time still maintaining theaccuracy of both the ideas and facts of the original content.Similarly, translators must be able to effectively have thetransmission of cultural variations such as slang and other forms ofexpressions that lack with the literal translation(Donaj & Kačič, 2016).Added to the same, the translators must have the capability ofreading the original language in a fluent manner. Many at times,translators do their work in their native language. Elsewhere, theworks concerning translation are performed by the computer, and thetranslators have the role of receiving and submitting most of theassignments through electronic means. Before they become final,translations pass through various revisions on their contents.
Howthe company seeks to hire women
Thecredit, in this case, goes to the efforts placed by OHR departmentthrough Mike Derose. On the other hand, as much as women representthe vast majority of the both undergraduates and graduates, whatremains to be unfortunate is that they still trail men in theworkforce (Hrcouncil,2016). Averagely, the earning of women is close to 78 cents of the dollarportion in comparison to their male counterparts. Where one is awoman due to a given color or is either a mother, then in suchoccasions, the woman is likely to earn the least. Despite talks onwomen with fewer earnings, there is also another contradictingassumption that the same women are the first to get jobs.
Womennot only come to terms with cases of low pay but again face low oddswitnessed in the promotions taking place internally or the when itcomes to receiving an offer for a job. In this regard, the desire bythe company to support gender diversification may not be that enoughfor women but only fits for men and also for the business in the longrun (Hrcouncil,2016).From a business perspective, organizations that exercise genderdiversity have higher reports of revenues when taken in comparisoncompanies that exercise homogeneity. In this regard, the likelyfactors that are likely to lead to higher earnings are
Both men and women who have varied insights and ideas on the table that ensuring for the facilitation of good ways of solving problems
Teams with gender diversity that are in a good position of serve diversity of clients for the company
Also, the team with gender diversity in it is in a position of attracting and also retaining of those women with talents
Themost difficult part of hiring someone from a different culture
Sofar in MDOT Company, through HRM department, they are yet toexperience difficulties when it comes to hiring of an individual froma different cultural background. However, a critical question thatalways arises in connection with hiring a person from another cultureis the conscious or unconfirmed lies within any process of hiring((Rarr. 2016).The question here is whether candidates will blend well with fellowworkmates or the organization`s management team. The same problem orquestions seek to know how these employees from other culturalbackgrounds will fit well with the values and overall culture of theemploying company.
Howrecruitment from different backgrounds assists the company
Oneof the steps in the process of hiring used by companies isrecruitment where they used for selection and employing of newemployees. As a hiring process, the process of recruitment occurswhen a company seeks to have a given pool of candidates (Zastrow& Kirst-Ashman, 2013). In this regard, the company maypost job vacancies in their websites, use of external referrals,advertisements, recruitment in compasses, use of social media andmany others. Meanwhile with its objective to undertake recruitmentfrom different cultures, MDOT Company has indeed reaped some benefitsout of this move. The benefits are as stated below
Enhancement of relationship among divergent cultural sects and the organization
Bycontacting local immigrant agencies, the company can learn newprograms about advice and services on employment. In this case, itpromotes the company`s profile against the new recruits and alsothose working them (Rarr. 2016).On top of this, the company may enjoy the advantage of programs thatinclude foreign working programs and cases such as workings permitsfor postgraduates on the international students as well as thoseprograms associated with employing of immigrants. Some agencies alsooffer publications of local connections to programs related totalents among immigrants and other associated programs such ascouncils on employment of immigrants.
Promotion of the company as a good place to seek employment
Somepersons may not have the consideration of a nonprofit company as apossible employer. New employees may come from varied countries thatlack and established nonprofit sector and also where the employmentopportunities available within the sector is either not desirable orcommon (Jonsson, 2011). By entering into the partnership with othernonprofits, MDOT Company stands a chance of ensuring the incrementits profile and accessing network of job opportunities as well asattendance of workshop programs that promote its image in thecommunity.
Connection with base of volunteers
MDOTCompany stands a chance of tapping individuals seeking to work withthe company on volunteering basis thus in this case adding someskills and diversity of knowledge to the company (Levitt and Dubner,2005). At the same time, such moves promote the image of the companywhen such volunteers leave the company if finally absorbed by otherorganizations. In this regard, the company needs to make it known forany vacancy it has through advertisement so that volunteers may havethe consideration of making application for such chances.
Allalong this paper has focused entirely on the interview done withhuman resource manager of MDOT Company on recruitment and hiring.Several scopes that were covered in the interview have at in depthbeen covered as listed in sections above. Added to the same, thereport has tackled the value of each section to the company as awell. Due to this reason, MDOT Company, and other future researchersshould find this reported value when it comes to the analysis andimplementation of the issues tackled in this paper.
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