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Human Resource Management

The document discusses the roles and responsibilities of human resource professionals, including recruiting employees and ensuring cultural awareness in hiring. It also outlines the process for recruiting a Chief Financial Officer, including required qualifications and metrics for evaluating the recruiting process.

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Ndutu Munywoki
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14 views2 pages

Human Resource Management

The document discusses the roles and responsibilities of human resource professionals, including recruiting employees and ensuring cultural awareness in hiring. It also outlines the process for recruiting a Chief Financial Officer, including required qualifications and metrics for evaluating the recruiting process.

Uploaded by

Ndutu Munywoki
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Human resource professionals are crucial for any organization.

Human resource professionals are


involved in the identification, development, and implementation of organizational objectives.
One essential function of human resource professionals is the recruitment of employees in the
business enterprise.
The professionals have to look at different competency levels according to Human Resource
Management (HRM) principles.
Currently, the company is looking for a competent person to fill the Chief Financial Officer
(CFO).
Roles of the Chief Finance Officer
Providing effective leadership in financial management as well as the accounting team.
A role player in the identification and addressing of financial risk facing the organization
Creating and developing a good relationship with executive and external stakeholders.
Reviewing of all financial procedures
Giving insights and advice on long-term fiscal planning
Qualifications Needed
Prospective candidates should have at least a Masters degree in Accounting or Finance
A minimum experience worth eight years in a senior role of a senior management
Potential candidates should be proficient in verbal, written, and organizational skills.
Knowledgeable in financial and accounting computer applications.
A CPA designation is an added advantage
The following metrics are used to measure the quality of a recruiting process;
Using hiring analytics in hiring– to achieve a high return on investment, the HR has to look and
analyze relevant talents from job boards, social media platforms, or referrals.
Determining internal satisfaction – the HR have to assess the value that a new employee will add
to the organization.
Reviewing external expectations – prospective candidates with a positive onboarding experience
are more likely to fit in a given position and remain with the company for the long term.
Time-to-fill analysis – it is necessary for HR to consider the time it will take to fill a particular
job position. A lengthy time-to-fill may point to a possible problem in the hiring process.
Analyzing time-to-fill metrics helps HR managers to plan workload better, by knowing when to
expect the vacant to be filled.
Valuable recruiting ratios- recruiting ratios is an excellent metric to measure the hiring process's
effectiveness, such as the cost of resources.
Total cost per hire –this metric can be used to draw comparisons between efficiency and return
on the employee's investment.
Social and Cultural Awareness
While hiring, the hiring manager must bear in mind that the new employee has to blend with the
firm's social and cultural aspects.
It is impossible to refute the social and cultural background of employees. It is by recognizing
the social and cultural attributes of individuals that the company can build its own culture.
Creating social and cultural awareness is a diversified hiring strategy to stimulate innovation and
productivity.
The organization is also able to trap a range of skills and increase language and cultural
awareness.
Being careful when posting job advertisements such as avoiding the use of words such as
'ambitious' and 'dominating,' which may discourage female applicants.
Use Technology Tools to optimize diversity
Resume screening using AI,
Blind resumes' and
Blind interviews.

Application – use of qualifying questions or gamification


Resume Screening – checking on the candidate's background to ascertain whether they have the
necessary skills and knowledge.
Screening call – to shortlist interested candidates
Assessment test- for example, an online test to test attitude and intelligence.
In-person interviews – refining the best candidate for the job.
Background checks – to test the candidate's integrity and reduce the chances of the candidate
bringing risks to the company. The checks include criminal records, credit, and driving reports.
Reference checks – getting reports on the performance of the candidate from the person they
worked with.
Decision making and job offer

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