POSTMODERNISM AND HUMAN RESOURCE PROFESSIONALS
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Human resource professionals implement postmodern principles by not confining themselves to the idea that the educational background of the job applicant will determine if the person is right for the job. Rather, the HR professional will take into account a number of characteristics and qualifications as well as skills that the applicant possesses. As postmodern thought would suggest, there can be a number of factors and no single determinant in approaching certain issues (Bartos, 1996, p. 311). In screening job applicants, they will also try to look into other qualifications which bear the potential of being of good use to the position in certain circumstances. Since HR professionals are also tasked to find and contact job applicants, they will not simply rely on the classical ways of finding and contacting possible candidates. Instead, they will try a variety of means, even to the extent of appearing absurd in the eyes of others who know little about the task of HR professionals.
Since postmodern thought suggests that there is no such thing as a single authority that should be relied upon in order to understand things (Cole, Hill & Rikowski, 1997), the HR professional will even go to the extent of deferring to the demands of his or her superiors with regard to the screening process of the applicants if only to select the best candidate in the list. Interestingly, even the HR professional will understand that he or she is not even the single authority that can and should decide upon the fate of the job applicants. Because of that, the HR professional will see to it that the opinion of other staff members is taken into consideration so that a consensus or a general perception of the staff will be at hand. It will thereafter serve as one of the guiding principles in choosing the suitable candidate for the job.
While postmodern thought may challenge and even defy the existing standards in any other profession (Lee, 1999, p. 741), HR professionals will nonetheless avoid risking the welfare of the company. In the first place, the reason why the HR professional will apply postmodern thought is to seek the best candidate for the job which essentially is at the heart of his or her primary responsibility in the office.
References
Bartos, O. J. (1996). Postmodernism, Postindustrialism, and the Future. The Sociological Quarterly, 37(2), 307-325.
Cole, M., Hill, D., & Rikowski, G. (1997). Between Postmodernism and Nowhere: The Predicament of the Postmodernist. British Journal of Educational Studies, 45(2), 187-200.
Lee, J. (1999). The Utility of a Strategic Postmodernism. Sociological Perspectives, 42(4), 739-753.
