HRM

     Human Resource Management is an important branch or department in an organization.  Moreover the investment in human capital has been proven over the years as a smart company investment plan.  Investment in hiring, mentoring, training or coaching which require a lot of the organization's resources, will eventually with time translate into assets according to studies.  but the reality is that most companies do not invest enough in Human Resource Management.
     One of the challenges or problems I observed in my former job was that of staffing.  There was a constant process of hiring and firing of employees.  Management was struggling with finding employees that fit the job.  This was not the case that management was bad in general, but it was obvious that they have a problem with there recruitment and selection process.  I am able to say that was the problem because of some of the reasons I will be outlining.  Moreover, it was very apparent that most of us was working there because of the paycheck.  But we were glad we have the job anyway.  Then the question is how do employees get hired for a job even if they a not fit for the job.  Then I did not know, but after the class in Human Resource Management, it was clear that the company was not meticulous in there hiring process.
     According to an article by C.O. Ajila, Professor at the department of Psychology, Obafami Awolowo University, Ile-Ife, Nigeria and Linus Okafor, Professor at the department of Business Administration, Bells University of Technology, Ota, Nigeria.  Human Resource Management (HRM) is fundamentally about matching human resources to the strategic and operational needs of an organization and ensuring full utilization of those resources.  Also it is concerned not only with obtaining and keeping the right number and quality of staff required, but also with selecting and promoting people who ''fit'' the culture and strategic requirement of the organization (Bello-Imam, Oshieonebo and Ojeifo, 2007).  Its goal is to help an organization to meet strategic goals by attracting and maintaining employees and also to manage them effectively (Armstrong,2006).
     However, before we can achieve all the other HRM objectives, recruitment and selection will be the starting point.  How deep is the company's investment on thier recruitment and selection process, will determine if the company will benefit from the advantages of HRM.  In the case of my former employer, it was clear that they did not invest much in the recruiting and selection process.  At least, I can attest to that considering how I was hired for the job.
     Employees are vital asset in an organization according to Ajila and Okafor.  Then if so vital, the process of hiring should be done with seriousness.  The recruitment and selection processes should not stop at the process of advertising the job, collecting a pool of applicants and selecting from that pool base only on the evaluation of the biographical information available from Resumes, application forms or the sources.  It should also include a comprehensive employee screening program (Testing).  This process of comprehensive outlook of an employee in the form of in-depth interviewing and some form of testing, or real-time assessment and background checking was what my former employer was lacking.  In my case, I think the interview took less than twenty minutes.
     Although, testing without a clear objective is meaningless.  Any employment testing should meet the criteria of validity and reliability.  Validity means that the test measure exactly what it intend to measure and it is a good predictor of future job performance.  Reliability means that the test is consistent in yielding the same result time after time.  In all, the investment in Human Resource Management in the area of employment testing should not bring apprehension to the employee, rether it should be seen as mutually beneficial to both the employee and the the employer.

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