Individual Adaptation of the Employees

The theme of the human resources management has been researched for many years, but it became crucial some years ago, when business world came into the sphere of innovative technologies and managers understood that to be a successful company, the use of only new technologies is not enough, educated and experienced employees should be involved in the working process. The role of human resources management in facilitating the individual adaptation of the employees is crucial as the HR management is responsible for employees and their infusing in the staff team as soon as possible.

To understand the importance of the HR management in business world, the responsibilities of the HR manager should be discussed and analyzed. Ibrabim Al-Rajhi et al (2006) in the article Managing Impatriate Adjustment as a Core Human Resource Management Challenge identifies such responsibilities of the HR management as (1) planning, which function is to deal with the new employees and structure their work and education as well as of the other employees, (2) recruitment and selection, which involves studying, evaluation and testing of the new employees, and (3) training, which is the organization of training and the evaluation of its effectiveness. The training programs, either national or foreign (which give the opportunities to the gain other nation abilities and strategies, which may be rather important in the further work), help not just to improve the work, but often teach to work in the team, thereby improve the relations between the employees and the help the individual adaptation of the new employees (Mccaughey & Bruning, 2005).

The significance of the employees to immerge in the technological sphere of the new working place also requires from the HR manager some additional intensions. The implementation of technology is prompting modifications in organizational processes, which Mike Schraeder, Paul M. Swamidass, and Rodger Morrison (2006) offer to decide by the HR managers and their support. Before coming to the job, the HR department should provide the testing, both general and personal. The inner abilities of the worker should be decided, as these personal qualities are the main identifies whether the employee will be able to immerge in the collective as the team worker or not. The journal article Psychological Testing in Personnel Selection by Wesley A. Scroggins, Steven L. Thomas, and Jerry A. Morris (2008) perfectly describe the methods and the measures according to which the testing should be provided, moreover, some peculiarities during the very process of the testing should be taken into account by the HR department and HR manager.

The reforming of the HR management in the public sector is the significant issue as times change and view on the HR management change, furthermore, these changes are dictated by the varied surrounding world and the society. The HR management depends on the social development directly and this should be taken into account while the individual adaptation in the new collective, as stated in the article Searching for Effective HRM Reform Strategy in the Public Sector: Critical Review of WPSR 2005 and Suggestions by Pan Suk Kim and Kil Pyo Hong (2009).

In conclusion, role of human resources management in facilitating the individual adaptation of the employees is crucial as the HR management is responsible for employees and their infusing in the staff team as soon as possible. The better and faster the adaptation takes place, the better and faster results from the work will be achieved, moreover, the significance of the human resource management is stated by the society and the surrounding world, which puts its corrections.

Reference

Al-Rajhi, I., Altman, Y., Metcalfe, B., & Roussel, J. (2006). Managing Impatriate Adjustment as a Core Human Resource Management Challenge. Human Resource Planning, 29(4), 15+.

Kim, P. S., & Hong, K. P. (2006). Searching for Effective HRM Reform Strategy in the Public Sector: Critical Review of WPSR 2005 and Suggestions. Public Personnel Management, 35(3), 199+.

Mccaughey, D., & Bruning, N. S. (2005). Enhancing Opportunities for Expatriate Job Satisfaction: HR Strategies for Foreign Assignment Success. Human Resource Planning, 28(4), 21+.

Schraeder, M., Swamidass, P. M., & Morrison, R. (2006). Employee Involvement, Attitudes and Reactions to Technology Changes. Journal of Leadership & Organizational Studies, 12(3), 85+.

Scroggins, W. A., Thomas, S. L., & Morris, J. A. (2008). Psychological Testing in Personnel Selection, Part I: A Century of Psychological Testing. Public Personnel Management, 37(1), 99+.

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