A Human Resource Department

Published 17 Feb 2017

A Human Resource Department plays a significant role in growth of an organization. Recruitment and Selection is the process of hiring the right candidate for a suitable job. It is a crucial step as an organization’s success and growth depend upon the efficient employees.

In particular, recruitment is the method of finding appropriate people according to the available jobs. Moreover, it also includes the process of recognizing the need of employing for the organization.

Recruiting is done by the HR Department. As soon as a vacancy arises, the need of a replacement is felt. The job description is then reviewed and ammended. An employee requirement and specification is written. Recruiting is done through several ways which include advertising through newspapers, providing online information, through a job center and many more.

A candidate’s suitability is then assessed through his qualification and skills required for a respective job. However, the candidate is usually required to fill a job application form or take a test or give an interview. Hence, the applicants are short listed for an interview as done by the recruitment panel. The recruitment panel works upon the interview and then decides about the employee as followed by an approval. However, that person is selected who meets the required criteria of the job including his knowledge skills, experience and more (Peter vs. Marsden, 979-991).

To fill in the post, recruiting can be done within the firm known as Internal Recruitment and External Recruitment i.e. recruiting people from outside.

Through Internal Recruitment, extensive saving can be done. Those chosen from with in the firm require less training as compared to the outsider as the Insider is quite aware of the company’s strengths and weaknesses. However, the organization is even aware of the employee’s potential and so can better assess him for the available job. The organization might not greatly be affected by the idea of someone who is used to of the working method of another firm. Internal promotion will motivate other employees to do hard work. While on the other hand, internal recruitment has certain disadvantages. Promotion of one might hurt others; the promoted person has to be replaces by another candidate.

Moreover, an insider may not be capable enough of providing fundamental criticism required for the effective working of the company. He might possess less then the ideal mix of competencies. Infighting and inbreeding might reduce organizational growth (Recruiting from internal sources, Richardson Margaret, Recruitment Strategies, p-8).

The other hand, External Recruitment may be beneficial since the company might profit with new ideas, talents and experiences of an outsider. However, this is much costly and the company might suffer appointing somebody who is inefficient as the candidates come from less reliable source and might not be inefficient when it comes to practice as compared to paper work and an interview.

Analyzing the recruitment procedure, one might say that it is beneficial since if hiring is not done, the present working employees might be required to do over time which will in turn increase stress thereby having a negative impact on the company’s working. This might even result in loss of more employees too. However, recruitment results in better employee satisfaction and contentment and organizational efficiency.

However, recruitment may have disadvantages as poor recruitment decisions might have a bad impact on the staff morale and the organization’s working. Hence it might limit the achievement of future tasks to be achieved and so lose its market share.

Selection is a process whereby which an organization chooses the best from the lists of applicants who meet the requirement criteria for an available post.

The selection process completes in a certain period of time. It starts after the applicant has submitted his application which is then reviewed and analyzed by the HR Officer, in order to check whether the person meets up the requirement or not. If the applicant is felt to meet the criteria stated then all the qualified applications will be dealt and screened by the Selection Committee (Bach Stephen, 125-130).

The major area of concern will be the qualifications essential for that specific post, experience and his past performance, characteristics and more. Once this screening process is completed, the Selection Committee meets to finalize the candidates, to fix and confirm the interview schedules along with the interview material which is then decided. The applicant might be required to take a test. Hence, the Human Resource Department will inform the chosen candidates giving them all the necessary details of the interview, presentations and more.

There are certain factors which might influence the selection process. Such factors are the size of the organization, complexity within the organization, the attitude about hiring among the workers, the availability of the labor, the laws of the state, the economic and political pressure and more.

The Selection Process is quite important since a replacement for a vacant position is always required for the organization’s efficient working and growth. If new candidates are not hired, then the existing current employees would have to work more and do over time. Moreover, they will be required to be paid more thereby not producing the required high-quality work. This might have a negative impact on the organization’s efficiency and might reduce the quality of work. The other advantages are such as the new employee might benefit the organization with his talent, idea and work experience. Paying him will be much more helpful in maintaining the high-standard of the company as compared to paying those doing over time.

On the other hand, Selection and Hiring process may end up creating problems for the organization as the selection committee might make some mistakes. Hence there will be no guarantee of a flourishing job performance. (Jakel Thomas, 100). As tests and interviews are no reliable ways of determining a person’s capability when it comes to working in an organization. Hence the reliability and validity of the selection committee can not be measured. Moreover, the recommendations made and the references given about the appointed candidate may not always be trustworthy. Therefore, it is important for the selection committee to correctly analyze the applicant and make the right decision as appointing the wrong person might have a negative impact on the organization’s growth and working efficiency. This will in turn harm the company’s name and reputation which will gradually result in instability in its in many areas and overall performance.

Human Resource Department performs several duties such as recruiting, selecting and orienting new employees, writing and evaluating job descriptions, administrating and monitoring policies and more. In short, it deals with the issues related to people like recruiting, safety, motivation, training, communication and more. An HR Department is essential for an organization since it has several responsibilities. For an efficient working, the Human Resource Department is required to adopt such strategies which will prove to be beneficial in its performance. Moreover, it is the duty of the Human Resource Department to help the organization achieve its desired goals by providing it with well-trained employees, maintaining a good quality of work and ethical policies and more.

An HR Department requires people with good communication skills, leadership capabilities, recruiting staff, proper accounting and record keeping. Thus, according to the recent researches, the HR Department and the HRM field is improving with time (David, Hugh and Patrick, 309-319).

It is generally said that the Human Resource Department works to protect the company and not the employees. Hence its working will effect the organization directly. However, there are certain disadvantages of having a Human Resource Department in an organization as the department fails in several organizations due to a number of reasons. One of the major reasons for failure is that few Human Resource departments have poor customer skills due to which they are unable to interact and communicate with people on professional level. This way they end up hiring the wrong staff. Hence, either more vacancies arise or job performance level falls.

Another disadvantage of the Human Resource Department is that some of them are not properly focused on gaining benefits for the company. This way the Human Resource Department hires inefficient employees. This results in the waste of time and energy. This also results in the company’s turn over issues.

Moreover, at times the HR Department proves not to be confidential. So the information confided to them by the employees, either related to their personal life or regular business issues are passed on. This breaks the trust of employees and may lead to affect their performance having a bad impact on the organization.

According to certain researches, not all organizations need the Human Resource Department, particularly those who can manage those activities with in the organization. Some of the Human Resource areas are quite questionable which includes methodology and data reliability. The reason of this poor performance is operational inefficiencies.

In big organizations, the HR Department is usually centralized, situated in the Head Office usually. Due to this reason, every employee can not interact with the Department, situated at the head office. While on the other hand, since there are a number of employees in small organizations, the HR Department again fails to interact with every one. Hence, this results in lack of communication and interaction between the HR Department and the workers in all the branches.

The HR Department at times fail to rate a candidate up to a certain level which can easily be done by that specialized department. This again creates problem at the time of hiring the right candidates. Other issues such as mismanagement at the part of the Department, lack of co-ordination with other departments and more might add-in to the disadvantages of having the Human Resource Department in an organization.

Thus, the Human Resource Department greatly influences the working of an organization. It plays an important role in improving a company’s efficiency thereby producing quality work. Although, an HR Department is quite essential for an organization, it is important that the department successfully performs its duties and help the organization in achieving its goals.


  • Bach Stephen, Managing Human Resources, Personal Management and Transitions.
  • David Collings, Sullion Hugh, Guniggle Patrick, 2007, ‘Emerging themes and contemporary debates’, International Human Resource Management in the 21st Century, Vol.17, No.4, 309-319.
  • Delay Doug, HR Fails to link Effectiveness to Performance, July 29, 2003.
  • Dr. Sullvian John, Selecting an HR Strategy. Is Your HR Department Friend or Foe? August 10, 2005.
  • Jakel Thomas, IPM 213, Human Resource Management, MCGraw Hill.
  • Peter Vs. Marsden, 1994, ‘Recruitment Methods’, The Hiring Process, Vol.37, No.7, 979-991.
  • Richardson Margaret, Recruitment Strategies, Managing/Effecting Recruiting Process.
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