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

MANAGING HUMAN RESOURCES - Assignment ExampleEvery prognosis is asked to show his/her avow set of skill in terms of technical skills relevant for that particular job and soft skills (human skills), which shows how effectively the apprizedidate can work in a team in the shapingal dynamics. As removed as the technical skills are concerned, human vision department makes specifics arrangements pertaining to present those skills in collaboration with the existing technical people operative 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 hotshot of the most important abilities that recent advocates of human resource seek in a candid ate. Team working is considered as an effective way of producing the desired results as compared to the work make under individual capacity. smart ideas, new ways of doing and managing things, accumulation of varied skills, and other benefits emphasizes the importance of working under the team structure. some(prenominal) 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 kind of 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 Vrooms Expectancy Theory There are various motivational theories presented by different managemen t behaviourists such that they consider motivation with different pairs of spectacles. Motivation is the key factor that ultimately drives a candidate to hold in for a certain position in an organization. What actually acts a person to work for an organization is mutually beneficial upon two major factors namely as forethought and valance board as described by sea captain 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 prognosis 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 done 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