Alders and Richardson case study

In order to have the right number of people in the right places at the right times, human resource management is crucial in a business. It is a component of the organizational methods employed to prevail in a hostile environment. This explains why managers ought to alter how they perceive their workers' working relationships (Robbins & Coulter, 2016). In-depth examination of human resource management will be covered in this essay, with an emphasis on difficulties and potential solutions based on a case study of Alders and Richardson. HR departments fail to recruit and select the best talent in most cases due to speedy hiring. During such times, the HR lacks the necessary time to make substantial deliberations over a candidate's suitability to the position thus getting unqualified personnel. Budgets involved in the recruitment processes time are overstretched thus leading to the skipping of other activities to meet the existing budgets (Robbins, & Coulter, 2016). Besides, the challenge of finding workers capable of fitting to the organization's culture is always a challenge resulting in HRs being unable to recruit and select the best employees.
The HR department fails to provide training and development to its employees due to the lack of a strategic focus that is aimed at integrating company goals and employee performance. Conventionally, a well-designed plan started with an emphasis on ambiguous and mixed up company goals result in employee inefficiency and confusion thus adverse performances (Robbins & Coulter, 2016). The failure by the HR to consider the implications of the lack of training and skill development is a strategic failure that can be blamed on the lack of employee development. The other aspect that undermines the provision of training and development by the HR's is the lack of leadership commitment towards improving employee performance. The company expects the HR to be always engaged with employees towards bettering their output, which is essential for company growth. Since the leadership lacks the commitment and overlooks the need, there is no drive within the department towards improving employee output (Robbins & Coulter, 2016). Also, the lack of stakeholder review is to blame for the same; although the organization's stakeholders majorly concern the HR with employee issues and developments, reports from time to time ensures that each department delivers on their mandate.
Staff performance and the retention of experienced and quality employees by the HR department have a direct influence on an organization. Employees stay in an organization longer when they believe that they are in the right place where their needs are fulfilled and their abilities appreciated (Robbins & Coulter, 2016). When the HR department fails to place the employees in their areas of competence or specialization, they lack the passion and the zeal to work thus looking for new environments where they can use their skills passionately (Robbins & Coulter, 2016). Poor performance reviews result in employees getting second thoughts about working for the organization, as they feel unappreciated thus leaving. Also, employees are concerned about their personal and professional developments, and failure by the HR department to discuss such issues frequently leads to employees seeking other alternatives that can guarantee them their needs and expectations.
Recommendations
Human resource managers should ensure they provide the best description of the company's profile and culture; this helps those seeking the job to understand the role better, ensuring that those candidates who fit well to the organization make their application. Professionals of HR should also be able to analyze where to find best employees. They can use social media such as LinkedIn to advertise vacant positions in the organization. Also, the human resource personnel should assess the tools they use for recruitment; this includes strategies for managing employees and the software they use (Robbins & Coulter, 2016).
This minimizes time spent by the recruiters trying to key in candidates' information. To address the challenge of training employees, the management should ensure there is flexibility, consistency, and logic. Learning should be considered as holistic and the employees to be included in the learning process (Robbins & Coulter, 2016). Employees should listen to the needs of their employees; this helps to ensure that the employee's fee; they are valued and are part of the organization. Work benefits should also be provided to employees
Measuring Effectiveness of Recommendations
In determining whether the proposed recommendations are favorable or not, efficiency, impact on company strategy and effectiveness form the basis for the determination. When the corporation can hire the best employee at a cheaper cost, then the recommendation on hiring and selection is adopted efficiently (Robbins & Coulter, 2016). On training and development, employees being updated at all times on the emerging trends as far as business operations are concerned to determine the successful implementation of recommendations. Lastly, the practical retention of experienced and skilled employees in the long-term implies success in the adoption of recommended solutions.
On the other hand, scientific methods that include observations, data collection, and experimentation can be adopted in determining ineffectiveness of recommended solutions. Research and analysis on the employee base based on various attributes help in determining the extent to which the result is below the expected levels.
The flaws in the HR system indicates a disconnect between the various management arms of the organization. It is expected that multiple departments communicate on matters that relate to the organization but from the case, it appears that the HR department works independently from the management thus making its own decisions, which to them may seem reasonable, but in reality may not be in the best interest of the company (Robbins & Coulter, 2016). The resistance by the HR to address the issues arises due to the lack of commitment to responsibility as they try to shift the blame to external matters and not internal. The aspect brings out the need for a collective approach towards effective management of the organization.
Based on the analysis of the situation, I will recommend that the president of Alders and Richardson that he or she undertakes a performance review of the VP HR to determine if they are working an expected. The performance review will help the HR to understand what is expected of him or her and compare it with the current situation.
Causes of Resistance
The organization may resist putting in place the recommendations because of economic issues, for the company to post job vacancies in platforms such as LinkedIn they may require to employ an expert who will do it for them, hence may lead to resistance. The company may resist due to the fear of not finding the employees who fit the culture of the organization; this leads to fear of not being able to develop behaviors and skills that may be required by the recommendations (Robbins & Coulter, 2016). Resistance may also occur as a result of an organization having a different assessment, managers, and individuals to initiate change may have different views. Hence no one feels responsible for applying the recommendations.


References
Robbins, S. P., & Coulter, M. (2016). Management, 13th Edition. [BryteWave].  Retrieved from
          https://shelf.brytewave.com/#/books/9780133935820/