Managing Human Resources in Supporting

Question: Discuss about the Managing Human Resources in Supporting. Answer: Introduction Strategic human resource management is a business approach to managing human resources to support long-term business strategies and goals. This method focuses on matching future needs of an entity with its human resource. The plan encompasses macro concerns of quality, culture commitment, and values of a company as improved business performance is attributed to efficient human resource management. There are various facets inherent to human resource management. It includes training and development pay structure, selection, training, and job analysis. Improvement of any of this aspect will serve to improve business performance. This report is going to focus on recruitment and selection issues in strategic HRM. It will focus on how this issue is used to improve strategic human resource management. Consequently, the paper will focus on recruitment and selection of a cloud connectivity company Aria system with a major focus on recruitment and selection of this organization. A set of recom mendations will be outlined in the paper inherent to HRM of Aria Systems. Company background Aria Systems is an Australian Cloud computing company that provides desktop visualization, networking, and Software as a Service (SaaS). Ed Iacobucci in Richardson Texas founded the company in 1989. The company started its operations by building and developing remote access products for Microsoft systems (Armstrong Taylor 2014). Throughout the operations, the company sourced licensing from Microsoft for the development of remote servers. Aria Systems rose to prominence in the 1990s as the main developer for thin client technology whereby it focused on the development of remote servers (Berman and Evans 2013). A period from 1995 to 1999 saw the company gain revenues boom. Aria Systems floated its IPO in 2001. The primary objective of Aria Systems is to power digital transformation. They aim to achieve this by making the world data and Apps easy and secure to access at any point and through any device with a network connection. The management envisioned that technology is a great liberator in business and connecting the world. As a result, Aria Systems aims at pushing its services towards adopting technological innovations and increasing its productivity. The company also takes keen address on the security of network systems. The company endeavours to power world where organization, people, and business applications are accessible and securely connected (Bratton Gold, 2012). Aria Systems aims at creating a platform where all business is carried out on a digital platform. Moreover, it focuses on the world where customers are empowered to make and achieve remarkable aspects in their life. Aria Systems yearn to accomplish this by developing the world best integrated technological services fo r secure apps and data delivery anytime and anywhere. Human resource recruitment issues for Aria Systems Aria has embraced selection of the best people for the right job so as to achieve the overall impact to achieve its strategic goals. Particularly, this is where personal skills and knowledge have a profound role in establishing a company competitive advantage (Noe et al. 2015). Aria has thus embraced merit selection process when recruiting cloud connectivity and networking professionals. It has thus collaborated with Cork Institute of Technology USA where it selects the best students in programming and takes them through a rigorous training and selection process. Students who perform exemplary are selected to join the Aria workforce in technical areas such SaaS. Although this selection process is time-consuming, Aria Systems has invested time and energy to get the employees who are suitable and productive for jobs in specialized fields. To avoid massive employee turnover, Aria offers competitive payment package to their highly valued staff. Selection of staff at Aria is a complex process right from the job advertisement to the final placement process. The selection team at Aria follows simple but complex selection process. Apparently, Aria offers a five-year term job offer. Specialists can only be retained for five years, regardless of their productivity. Staff recruitment serves as a way of injecting new innovative minds into the Aria organization structure and the potential applicants are subjected to aptitude testing on issues inherent to cloud connectivity. Subsequently, they are subjected to an interview by a selection panel composed of specialist officers under networking and cloud connectivity. Successful candidates are taken through a rigorous 20 weeks orientation and training. This process is meant to identify the best candidates suited for some of the specialist roles in the company. Recruitment of new staff for Aria systems According to Noe et al. (2015), the appropriate use of technology is vital in automating routine activities and can help HR managers to concentrate on the organization activities that can add relevant and substantial value to the organization. For instance, technology is available in automating the processes of enrolling employees, recruitment, and selection, training, and development, as well as other benefits as well as record keeping of the activities. As a result, Aria values hiring as among the most important aspects of human resource management as it aims at recruiting best programmers to develop and maintain the already existing cloud connectivity products. HR managers at Aria understand how its expensive and time-consuming to hire employees in the current job market. Logically, its important for the HR department to be keen on the recruitment and selection procedures as denoted by Budhwar and Debrah (2013). Aria recruit staffs are dedicated and ready to carry on innovative cloud connectivity activities. Potential employees at Aria are advised first to invest time in information gathering about the nature of engagement. It will help them determine whether the job scope has changed. Moreover, potential employees should focus on the introduction of new patterns or new technologies. Before Aria carry selection and hiring, the HR department makes sure that all applicants have met the actual job requirements. Recruitment process provides agencies with opportunities that align staff with set initiatives and goals for individual and Aria growth. The HR department at Aria must properly plan and evaluate the need for hiring the right person for the team When Aria is creating a new human resource position; the HR department must understand and take into consideration the strategic goals the organization wishes to achieve. In determining the suitability of this role, the HR department identifies the core skills required presently and in the future. Additionally, to identify gaps the HRM conduct job analysis of the impact of the new position in the department (Cheramie et al. 2014). Before replacing role with another, Aria systems perform a job analysis to review whether the new position will bring fresh, innovative ideas or it will replicate the previous role. For effectiveness, the product development team at Aria consult with the HR department to determine whether it is noble to increase the number of employees after the introduction of three business units namely; Workspace services, mobility apps, and Workspace Services. Communication between these units is executed through virtualization, networking, data sharing, web collaboration and IT support. A successful recruitment process requires the HR department in an organization to develop a position description. This report is important for the section panel to develop interview questions, develop reference checks and carry on interview evaluation (Gatewood et al. 2015).This process is critical since it enables the section panel to have the first impression of the applicant. Additionally, the process articulates the responsibilities and qualifications that attract the best candidates. Aria Systems have created the position description for a legal consultant. This product description required the department to oversee government initiatives, corporate governance, and commercial transactions. Additionally, it provides support to sales partner organizations and helps the sales. The legal team is responsible for keeping an excellent record by raising ethics and awareness. Any legal Consultant applying for this position was deemed to go through the scope requirement before applying fo r the job. After job description, the hiring manager at Aria identifies duties and responsibilities for the new position. General information about the role is outlined such information includes payroll title, Pay Grade, and the working title. Individuals seeking entry-level positions at Aria are entitled to 700USD pay scale. This rate continues to increase as they advance their careers. However, before being hired the potential employees must fulfil particular requirement and conditions. Potential employees must have a background on networks and informatics, additionally; they must possess occupational qualifications in cloud connectivity and networking (Grant 2016). The next step is to determine the essential job function. The process is critical since it defines the scope of the job. The performance of this step requires applicants to have a specialized skill for that job. Aria needs an app developer to possess skills in desktop visualization and SaaS and other technologies such as Xen Open Source Products. By the accurate description of job function, app developers have a clear understanding of the role expected of them (Hill et al. 2014).The essential functions listed have been interrelated for the accomplishment of the mobile developer capacity. Setting the minimum requirement is another step towards potential applicants or a position. Aria systems required applicants for mobile developers to possess soft skills in programming and software development. The minimum requirement should be objective to the role advertised. Moreover, the minimum requirements should be supportive for the accomplishment of an essential function. Individuals hired by Aria are required to possess communication skills and organizational skills to help then communicate with clients. HR experts have stated that listing too many qualifications will limit the applicant pool and limit selection of candidates. Citrix has added soft skills requirement as a way of attracting more applicants to their fold (Kehoe 2013, p. 6). Aria staff selection process Although Aria has been able to attract the best talent in cloud connectivity, there are some issues inherent to HR that need streamlining. Recruitment and selection process at Aria needs improvement. While comparing Aria recruitment system with peers such as Cisco, there is a need for developing a more comprehensive recruitment plan. Positions in the procurement process need a plan, which has to be approved by an organizational unit. Moreover, this policy ensures women and persons with disabilities are represented (Kerzner 2013). Aria system hiring process lacks such a plan. Besides, Aria human resource system requires an outline of placement goals. The goal is intended to be achieved by organizations should be outlined. This procedure is carried out by the HR in conjunction with the departmental HR coordinator. Aria system HR department should systematically describe the steps of the recruitment plan in a bid of getting the best-qualified staff for positions. Best practice suggests that recruitment and selection process should have the following steps in chronological order (Kerzner 2013). Posting period. This is the time taken from the date a vacancy is announced and the first day for short-listing. For super professional staff such as programmers and system developers, the period lasts for only two business days. Moreover, for senior professionals, the period should be at least 15 days. The modern best practice requires both top professionals and professional support staff posting time to remain Open Until Filled. Industrial best practice requires that all cloud connectivity companies adhere to this recruitment precept. Additional resources in the advertisement. Industrial best practice requires all Cloud connectivity companies such as Aria to add a variety internal and external recruitment sources. The recruitment sources are placed to attract a large pool of applicants. Further, the advertisement related to the placement at Aria should bear this message Aria systems are an Affirmative and equal opportunity employer with a commitment to diversity and excellence among staff and faculty. Industrial practice requires the contractor and the sub-contractor to adhere to these precepts in the hiring process. Besides, the industrial practice prohibits Cloud computing companies from discrimination of qualified individuals on grounds on sexual orientation, creed, and disability. Use of resume banks. Industrial practice requires that cloud-computing technologies to use resume banks to sort out qualified candidates (Snell et al. 2015). Jobs seekers are encouraged to post their resumes in the informal poll so that potential employers can be able to search for the best-qualified candidate. Aria system did not utilize the resume bank when sourcing for programmers. Selection of search committee. Industrial practice requires that applicants selected for interview and final recruitment consideration to be evaluated a panel of individuals in a bid to minimize instances of personal bias. The hiring manager has to identify members of the team that has direct and indirect interaction with the applicant in the recruitment process. Industrial practice requires that the hiring manager to select a search committee that is a representation of a cross section of the staff. The affirmative action and the compliance liaison monitor the action aspect of the search committee (Uddin 2014). Implementation of the recruitment plan and the post position. Once a candidate is selected, and his job description completed, industrial practice requires that the position to be made available on the website. Aria never used such a system when they posted their openings. There should be the accuracy of a job description and for posting information. The posting should be clear so that it may not change the applicant pool on the website. Monitoring the recruitment and hiring plan. Industrial practice requires complete control of recruitment activity thus creating active of the recruiting process. Precisely monitoring is done through the social media. Search committee members can monitor further control for applicant tools. Aligning of values and strategic goals Bratton and Gold (2012) suggest that Aria Systems believe that there exists a better way of powering a digital enterprise and realizing achieved visions by fuelling digital transformation. For the realization of this vision, Aria Systems focuses on the following core strategies; Become a global leader in Workspace as a Service (WaaS) by developing the most competitive, comprehensive, and an integrated platform for data, secure app, and network delivery. Strengthen and gain clear leadership ability for secure systems delivery solution to mid markets, enterprises, and strategic service providers. Become the most reliable and preferred solutions for file synchronization and business sharing for companies across all market segments. Exploration of a viable solution that will meet unique needs of the firms and industry. Aria Systems aim at empowering people and organizations by making the extraordinary to be technologically possible. Besides, it aims at making the world data to be secure, easy to access from anywhere and through any device with a network connection. Further, Aria Systems aims to be a global leader in cloud computing technologies through effective and efficient network delivery across any device and platform. Recommendations Aria systems should embrace a robust and vibrant culture that is essential on how the entity works and serves its customers. Besides, they should continually advance their culture by the creation of a hiring process by creating staff continuous learning (Storey 2014). Moreover, the company HRM staff should hold each other accountable for excellent results and outcomes. The director of research and development should emphasize on collaboration and take pride in solving hard-hitting HR problems. In addition to that, Aria, systems have a recruitment process by helping out HRM and other partners to innovate and subsequently succeed in hiring process through technology use. Further, the company should embrace different views and cultures thus making the world a better place to work. Moreover, the company should urge innovation and creativity in recruitment and hiring. Aria Systems HRM staff act with honesty and integrity by holding each other accountable in the entity hiring operations. In addition, they should adopt a culture that denotes continuous innovation, learning, and improvement. Conclusion Strategic human resource management for Aria should signify courage, dreaming big and being compassionate in pursuit of excellence in hiring processes. There is a complete redefinition of what art means by going to work. Staff working at Aria has confessed that working there is a life to change the experience. Aria systems ought to come up with a leadership program that is meant to inspire entry-level staff to become great leaders in innovation. The leadership program will encourage Aria systems to build a strong corporate centre for career growth. Team talent will be recognized, and efforts are appreciated. Aria Company HRM should work as one collaborative unit in the organizational culture that spur creativity and innovative thinking. The company business strategy will involve embracing business and accelerating mobile technology by having a smooth decision-making process within various departments in the entity. List of references Armstrong, M. and Taylor, S., 2014. Armstrong's Handbook of human resource management practice. Kogan Page Publishers. Berman, B.R. and Evans, J.R., 2013. Retail management: a strategic approach. Pearson Higher Ed. Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan. Budhwar, P.S. and Debrah, Y.A. eds., 2013. Human resource management in developing countries. Routledge. Cheramie, R., Fuller, B., Simmering, M.J., Marler, L.E. and Cox, S.S., 2014. Improving career development in students by developing job analysis skills...Learning in Higher Education, p.49. Gatewood, R., Feild, H.S. and Barrick, M., 2015. Human resource selection. Nelson Education. Grant, R.M., 2016. Contemporary strategy analysis: Text and Cases edition. John Wiley Sons. Hill, C.W., Jones, G.R., and Schilling, M.A., 2014. Strategic management: theory: an integrated approach. Cengage Learning. Hoque, K., 2013. Human resource management in the hotel industry: Strategy, innovation, and performance. Routledge. Jiang, K., Lepak, D.P., Hu, J. and Baer, J.C., 2012. How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of Management Journal,55(6), pp.1264-1294. Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices on employees attitudes and behaviors. Journal of Management, 39(2), pp.366-391. Kerzner, H.R., 2013. Project management: a systems approach to planning, scheduling, and controlling. John Wiley Sons. Mello, J.A., 2014. Strategic human resource management. Nelson Education. Noe, R, Hollenbeck, A, John, R. Gerhart, Barry W, and Patrick M, 2015. Human resource management: gaining a competitive advantage; Ninth Edition McGraw-Hill Education. Purce, J., 2014. The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67. Snell, S.A., Morris, S.S. and Bohlander, G.W., 2015. Managing human resources. Nelson Education. Story, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals). Routledge. Stone, R.J., 2013. Managing human resources of Aria Systems. John Wiley and Sons. Townley, B., 2014. Selection and appraisal: reconstituting. New Perspectives on Human Resource Management (Routledge Revivals), p.92. Uddin, M.N., 2014. HRM Practices in Insurance Companies: A Case Study of Bangladesh. Journal of Accounting, Business Management, 21(1). Ward, J. and Peppard, J., 2016. The Strategic Management of Information Systems: Building a Digital Strategy. John Wiley Sons.