Page 174 - DCOM102_DMGT101_PRINCIPLES_AND_PRACTICES_OF_MANAGEMENT

Principles and Practices of Management

Notes Changes in Employee Roles and their Values: The changing structure of the workforce has led to
the introduction of new values in organisations.
Among these are moves towards (a) emphasis on quality of life rather than quantity; (b) equity
and justice for the employees over economic efficiency; (c) pluralism and diversity over
uniformity and centralism; (d) participation over authority; (e) personal convictions over dogma;
and (f) the individual over the organisation. Alienation from the job, increasing counter-
productive behaviour, rising expectations and changing ideals of employees are some of the
other factors responsible for the changing values and roles of human force.
Managing International Workforce: Managing people in international settings requires human
resources to address a broader range of functional areas. If requires more involvement in the
employee's personal life. The firm should establish different human resource management
systems for different geographic locations. It must closely watch the moves made by external
constituencies including foreign governments, political and religious groups. A host of other
issues relating to employee compensation, health, safety, welfare etc., need to be monitored
carefully. Employees on international assignments represent valuable assets and hence need to
the managed systematically and strategically so that they can easily adapt, survive and flourish
in diverse cultures and environments.

Task Take example of two companies and show the impact of government
policies on their HRM practices.

10.3 Recruitment

Organisations have to recruit people with requisite skills, qualifications and experience, if they
have to survive and flourish in a highly competitive environment. While doing so, they have to
be sensitive to economic, social, political and legal factors within a country. To be effective, they
need to tap all available sources of supply, both internal and external. Internal promotions and
transfers boost the morale of people who have served the firm loyally for a number of years.
External sources, too, need to be explored regularly to bring qualified people with lots of ideas
into a firm.

10.3.1 Meaning of Recruitment

Recruitment is the process of locating and encouraging potential applicants to apply for existing
or anticipated job openings. It is actually a linking function, joining together those with jobs to
fill and those seeking jobs. Recruitment, logically, aims at (i) attracting a large number of
qualified applicants who are ready to take up the job if it's offered and (ii) offering enough
information for unqualified persons to self-select themselves out (for example, the recruitment
ad of a foreign bank may invite applications from chartered accountants who have cleared the
CA examination in the first attempt only).

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