The paper "Success in Human Resource Department " is a perfect example of a management assignment. The most important function of the human resource department in any given organization is to get the right people to perfume the duties and functions that arise in the organization (The Times 100, 2011). It is imperative to note that recruitment entails the identification of the fact that the organization needs to hire a person to perform specific tasks as they arise while selection refers to the process of selecting the right person with the required skills, capabilities and experience to fill the vacant position. The success of any firm depends entirely on the talents held by the firm’ s staffs which mean that the human resource departments should not compromise on any given aspect in the process of hiring the staff (Gomez-Mejia et al, 2001).
While internal recruitment is a worthwhile approach because it helps in saving costs of recruitment, external recruitment is also important because internal recruitment may not yield the anticipated expectations in terms of getting the right person with the required skills, capabilities and experience to fill the vacant position. One of the issues that arise in relation to the recruitment and selection process followed by Kline & Associates is that the suitability of the person to take over as the director of the company’ s subsidiary in Japan was overlooked.
Suitability refers to the inherent capabilities, competencies, skills and experiences a person has that make him/her suitable for a particular task. From the case, it is obvious that Fred lacked the necessary competencies and experiences to undertake the new role as the director of the company in Japan. First, Fred did not understand the difference in the manner in which business is done in America and Japan.
This would be necessary for understanding the business culture of Japan, especially how the Japanese conduct themselves in meetings and another business etiquette. In this respect, it was hard for Fred to integrate with both the Japanese employees as well as the clients (Patrick and Bruce, 2000). Second, Fred lacked the necessary communication competency to interact closely with Japanese clients and Japanese employees. This made it hard for him as the director to enquire directly about the firm’ s processes without relying on other staff members.
The second issue that arises in relation to the recruitment and selection process followed by the firm is that the analysis of the vacant position was also overlooked. The analysis of the vacant position helps the human resource department to determine the skills, the processes, the job, traits, performance as well as understanding the overall environment that surrounds the person to fill the position (Fine & Cronshaw, 2000). This is important because analysing the job and the environment that surrounds the person to fill the position would have enabled the selection panel to understand that a person experienced and competent in Japanese language and interaction skills with the clients was the most suitable to fill the position of the firm’ s subsidiary in Japan. However, the analysis was based on Fred’ s performance with his team in America which is quite a different business environment with the business environment in Japan.
This explains why Fred was competent in America but felt frustrated in Japan.
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