Human Resource Management (HRM) is the key to increasing the effectiveness and impact of employees in an organization, thus, ensuring the realization of the organization’s goals, as well as, objectives. Components of the HRM include Equal Employment Opportunity (EEO), recruitment and selection, Affirmative Action, and human resources development (HR Hero, 2017). Out of the above components, this paper discusses the recruitment process for females and veterans in the United States military using the HRM concept. Recruitment has a broad meaning when it comes to hiring new members to take various positions in an organization. In order for the recruitment process to be successful, the human resource person has to be well conversant with procedures such as choosing and appointing suitable candidates for the job (permanent or temporal) and also creating vacancy awareness. Above all, the individual should be informed on the laws governing the recruitment process referring to the state laws. In military recruitment, equity is greatly emphasized in hiring males and females who qualify for these jobs, thus, promoting the Employment Equality Opportunity Act of the United States (Yu & Cable, 2014).
Best Practices in the Recruitment of Females
In the recruitment process in most firms, various challenges have faced the female sex. As a human resource person, I must ascertain the best methods when dealing with such predicaments. This can be done by enlightening on the need to give women equal employment opportunities as men, thus, promoting the achievement of the organization’s goals and objectives. Advertising of job vacancies should also be accessible to females and also make them attractive to them. Emphasizing on early applications so that time and duration cannot inconvenience them can be critical in promoting the recruitment process in females. Programs and policies such as maternity leaves and training women with the motive of increasing their retention at work will ensure that women are well represented during the recruitment process. In the recruitment board of the organization, women should be correctly represented as members, like their male counterparts. The organization should also devise ways of dealing with gender discrimination and sexual harassment by introducing stipulated penalties for the violators. The result of creating a favorable environment in the organization is more women are likely to seek employment as they get attracted to the system (Vinnicombe, 2008).
Recruitment of Female Military Veterans
Military veterans are individuals who have served in the forces on war mission outside the country. However, even after spending a lot of time executing these important duties, on returning to the country they face challenges in adapting to the changes like advanced qualification level in the army. This forces some of them to leave the forces and for those who qualify for the new changes get back to their position. Mostly these changes are caused by the presence of advanced academics, which tend to favor mostly males leaving out the females. In the past years, the United States has recorded a minuscule percentage of women recruitment as veterans (Hiring America, 2016). Moreover, the civilian sphere tends to not really understand the place of women in the military, thus, women find it hard to find and fit in jobs that will suit them. According to research conducted in the U.S., most of these women tend to be absorbed in other job markets while others are left jobless or to some extent homeless (Miller, 2012).
Unemployment of female veterans has been influenced by the government’s outdated forms of transitional programs, which inconvenience them as their military job skills fail to match those of civilian jobs. High levels of education are mostly required when it comes to employment in the private sector. Military jobs fail to meet such conditions. Therefore, most of these females lack such credentials that fit these jobs and also the Veteran Affairs System lack legislated measures that can assist the women. For most males, due to their innate skills, they do qualify for such jobs. According to Miller (2012), research has indicated that females may take up to 7 years after their military departure to adjust to the world market since this market fails to cater for their psychological needs and affairs.
Example of Private Employment Sector
An example of the private employment sector is the vehicle operation industry. This industry solely believes jobs such as drivers and conductors are only suitable for men, thus, women who apply for such jobs have fewer chances of employment and their standards are not guaranteed. For instance, passengers despise female conductors while other employees do not believe in the reliability of their skills. These two instances describe the perceptional way of thinking with failure to examine the applicant’s qualifications. The United States government should, therefore, take notice on such issues affecting the human resources and that promotes inequality between males and females and, thus, provides relative solutions in promoting equality (Miller, 2012). Job analysis and evaluation are therefore necessary for this sector to identify individual aspects by assessing their qualification process. This also includes documenting the actual recruitment process to ensure equity.
Hiring America. (2016, November 18) Why should you hire veterans? [Video file]. Retrieved from https://www.youtube.com/watch?v=LFp8KMgHR0E. This video sets the tone for the SLP assignment.
HR Hero. (2017). Affirmative Action. Retrieved from http://topics.hrhero.com/affirmative-action-in-employment/.
Miller, T. W. (2012). The Praeger handbook of veterans’ health: History, challenges, issues, and developments. Santa Barbara, Calif: Praeger.
Vinnicombe, S. (2008). Women on corporate boards of directors: International research and practice. Cheltenham, U.K: Edward Elgar.
Yu, K. Y. T., & Cable, D. M. (2014). The Oxford handbook of recruitment.
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