DIS RESDiscussion 1 :

The main functions of Human Resource Management are to plan and conduct the recruitment of new employees, induct the new employees into the new working environment, manage the working environment, and also maintain all the staff relations. Employing the right person for the job, and creating a conducive working environment increases the capacity for individual performance at the workplace (Alfes et al., 2008). Modern human resource management however incorporates the development of the employees. Staff development entails training the company staff intending to ascertain they retain their competitive edge in the market. This, therefore, impacts on the performance of the individual at the workplace. Training ensures the skills of the employee remain relevant through on-the-job learning of the employee while development requires that the employee keep growing academically and career-wise.
            The human resource department is tasked with building developing core values that all employees are supposed to align themselves with. Employees are considered branding for a company; which points to the fact that the HRM should train the employees on how to be brands of their companies (Dhiman & Arora, 2020). I once worked on the front desk of a company; and being on the inquiries desk, I had to answer a lot of customers questioners. Quick enough customers would identify me even on a weekend and ask about the products of the company among other issues. Saying no, or strongly suggesting that I was outside my working timelines remained difficult, the most times the customers were actually. Had the human resource trained us on how to be a brand outside the workplace, I would have understood the best times to work with.
            Selecting the best talent and identifying the best candidate for a job during hiring is majorly important. To achieve the best results, the hiring team is supposed to identify the specific job requirements and qualifications when advertising for a position. This is enhanced by understanding what the incoming employee will do daily, and the responsibilities that will be handled. Doing the above however is no guarantee that the person selected as the best suited, and hence the need for personality assessment before hiring. Technology is increasingly being employed in identifying talent in employee hiring (Sivathanu  Pillai, 2019). There are developed software and automated talent selection tool that has already been developed.  These tools assess the performance of the employee both on paper and hands-on skills.

References:
· Alfes, K., Truss, C., Soane, E. C., Rees, C., & Gatenby, M. (2013). The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement. Human resource management, 52(6), 839-859.
· Dhiman, P., & Arora, S. (2020). A conceptual framework for identifying key employee branding dimensions: A study of hospitality indust




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