MANAGING HUMAN RESOURCES Assignment Example | Topics and Well Written Essays - 1500 words

MANAGING HUMAN RESOURCES - Assignment Example Every candidate is asked to show his/her own set of skill in terms of technical skills relevant for that particular job and soft skills (human skills), which shows how effectively the candidate can work in a team in the organizational dynamics. As far as the technical skills are concerned, human resource department makes specifics arrangements pertaining to present those skills in collaboration with the existing technical people working in the organization. However, for human skills, human resource department itself evaluates every candidate and allows the candidates to demonstrate their human skills in front of them. Human skills mainly include the skills pertaining to communication, presentation, ability to work in a team, decision-making capability, and leadership skills and so on. Ability to work in a team is considered as the one of the most important abilities that recent advocates of human resource seek in a candidate. Team working is considered as an effective way of producin g the desired results as compared to the work done under individual capacity. New ideas, new ways of doing and managing things, accumulation of varied skills, and other benefits emphasizes the importance of working under the team structure. Several human skills theories are presented by the management scientists and behaviourists with the different contexts. Theories pertaining to motivation, leadership, individual personality attributes, learning styles and team-based theories are quite useful in understanding how team structure should be formulated which can benefit the organization in an effective way. Reflection of Organization Theories Following are the main theories that are discussed and applied in organizational dynamics of recruitment and selection to achieve an effective team. 1. Motivation Theory – Vroom’s Expectancy Theory There are various motivational theories presented by different management behaviourists such that they consider motivation with differen t pairs of spectacles. Motivation is the key factor that ultimately drives a candidate to apply for a certain position in an organization. What actually motivates a person to work for an organization is dependent upon two major factors namely as expectancy and valance as described by Victor Vroom in his Expectancy Theory. According to this theory, the force of motivation is directly dependent upon the product of expectancy and strength. In order to achieve a desired goal, the desired achievement is dependent upon two factors, firstly, the expectation of achieving that goal and secondly, the possibility or real strength of achieving that goal. In case, if any of expectancy or valance becomes zero, then there would be no motivation to achieve that goal. In the organizational context, when human resource managers evaluate the human skills of the candidates at the time of recruitment and selection, they define job description and job specification in such a manner that the jobs to be do ne by the candidates after their recruitment should motivate those potential employees. Job description is especially focused in this regard because the summary of the duties and tasks to be done by the employees are mentioned in the job description. Those duties and tasks should be framed in such a manner, which can increase the expectancy as well as the possibility of completing those tasks. In case, if some