Discernment

Recruiting process widely expanded but selecting candidates is challenges for human resource management. There some areas human resource management must look over or change little bit the process of hiring or discover in global context what is the solution for not to failure on hiring process or why its neglects on employee resourcing. Never get excited when see a resumes that came from the competitors or a well respected companies, it might make your judgment clouded rather look for a reason to hire, must prove that they are well qualified for the job and the company. Another way to find the bad applicant notice the negative patterns on a resume that elaborated nicely but in far down can identify some mistakes. Applicants from best companies suitable for position or expected level to fits to the company but might have reason to leaving the company which matter for long period plans of particular position that he or she selected for. There are some valid question that need to ask in the interview panel rather asking "why do you like this job or where do you see next five years from today" its old pattern and applicants prepared to give best answers to make interviewers impress.

 "What made you to think resign your job or have you ever felt guiltiness just by resigning your position, been worked long period and made the career achievements and company might depend on your for certain objectives" these are questions can get answers what kind of person you are recruiting and is he really deciding things consciously. Try to get applicant who is always ready to do the related jobs rather only focusing on his or hers job so that can identify he or she just looking to switch the companies for good package in pay or to get away from something or from someone. Just because of he or she did marvelous job in particular event or any function doesn't mean they are fit to the company expected level so when selecting the candidates must see the engagement that he or she came through with career paths that will tell the story.  John Sculley who was an American businessman, entrepreneur and president of Pepsi cola and he failed to succeed the Apple Inc organization when he was took over the organization. He did very good marketing at Pepsi cola and he was succeeded there but when he was being hired to build the Apple Inc couldn't find the right room think and build IT industry. (Aine, C. 2017) Psychologically proven the person who can think or spot the right answer within 30 seconds then they are more productive and active person. There are other key area must notice from applicants such as professionalism, good appearance, great smile, top university qualification and able to work with under pressure at any place and any time. 

Bibliography

Aine, C. (2017) There's a major dark side of success, according to the former CEO of Apple. businessinsider [Online]. available at <http://www.businessinsider.com/former-apple-ceo-success-mistakes-john-sculley-2017-10.>. [Accessed on 7th may 2018].

Human Resource Management vs Strategic Human Resource Management

Human Resource Management

Human Resource Management is formal system which managing the employees of the company with the focus of employee compensation, benefits and training so and so. Human Resource Management maximum to creates the foundation for employee to be perform efficiently and productively to work order to achieve the objectives and competitive goals of the company. 

(Royalty-Free Illustration, 2018)

Strategic human resource management

Strategic human resource management includes components of human resource management with that improve the quality of the work experience while improve the policies, guidance and human resource works which all related to company's strategies to fulfill the objectives. By implementing strategic human resource management able to discover external strength, opportunities and threats, weaknesses for the company. 

Comparison Chart

(Surbhi, 2016)

Clarified differences between human resource management and strategic human resource management. as explained above its clear there is no room for confusion to practice the human resource management to aim the development of employees performance. organization improvement, culture improvement and the quality of achievement will develop as corporate level by practicing the strategic human resource management.  

References  

Surbhi, (2016) keydifferences, Difference Between HRM and SHRM [online]available at <https://keydifferences.com/difference-between-hrm-and-shrm.html>[accessed on 3 May 2018]

Royalty-Free Illustration (2018) dreamstime. Presenting diagram of Functions of HRM [online Available at: <https://www.dreamstime.com/stock-illustration-functions-hrm-presenting-diagram-image97290913>.].[Accessed on 5 May 2018]

Retention

Human Resource Department or Department which is handling the recruitment process advertise the vacancies with the support of marketing department from the collected candidate's resumes or information will short listed based on job description that required. (Maria K, 2013)

The major key areas that need to be verified 

• Candidates must be accomplish the criteria which required in the job description.
• Must identify candidates needs to be prepared to work next couple of years focus of where they fit to be qualified for the next level to work
• Approach the school leavers who has done good results in Advanced Level 
• Order to follow least three interviews if required arrange exams  

And other basic key areas need to be verified 

• Common Law Privacy Obligations
• Privacy Legislation
• Race/Colour/Ancestry/Place of Origin/Ethnic Origin
• Sex/Gender Identity/Gender Expression
• Sexual Orientation
• Record of Offences
• Family Status
• Health Status

Reference 

Maria K, (2013) Blaney, Critical Issues in the Hiring Process: The Do's and Don'ts of Hiring [online]available at <https://www.blaney.com/articles/critical-issues-in-the-hiring-process-the-dos-and-donts-of-hiring>[accessed on 2 May 2018]

Common issues

In this current modern high demanding business world to run the company owners always give priority to protect their workplace by keeping quality and standard employees. Leaders develop the communication among the employees and create the quality values ethical culture within the organisation. But at some points employee or employees not fit to their designation or fit the company according to the company culture from there can find out what is the common issues highlights order to make a good plan. Rather motivating with rewards or incentives, create the engagement to the job role where it still cost for the company. To maintain and manage the company effectively leaders must find out the issues that made from the beginning. (Advance system, 2017)

References  

Advance system, (2017) advance system,5 Most Common Employee Relations Issues & How to Handle Them [online]available at <https://advancesystemsinc.com/employee-relations-issues-handle/>[accessed on 28 April 2018]