HRM 4 19-20SEM2AASHR007-1 3/13/2020 Contents

Running Head: HRM
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19-20SEM2AASHR007-1
3/13/2020

HRM
1
Contents
Introduction......................................................................................................................................2
The role of HR matrix......................................................................................................................2
Issues and challenges which the HR faces......................................................................................2
How to resolve those HR issues and challenges..............................................................................3
HRM theory and practices...............................................................................................................3
Conclusion and recommendation for change..................................................................................4
References........................................................................................................................................5

HRM
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Introduction
The report is based in HRM whose major purpose in any organization is to recruit the
employees, provide training to them, give the designation of work and also provide
compensation and benefits. The productivity of the organization can be enhanced by selecting an
effective employee so the main purpose of the HRM is to recruit the right person for the right
job. There are several objectives of HRM such as functional, personal, societal and
organizational. The major objectives are to choose the willing and competent workforce and
ensure their availability in the organization. In this report, the role of the HR matrix and how the
issues and the challenges of HR will be resolved will be stated (Bamberger, et al., 2014).
The role of HR matrix
It is a measurement tool that is used to evaluate the effectiveness and value of the HR initiatives
and includes several things such as training, turnover of the employees, cost of the labor and
expenses per employee, return on human capital, etc. Several other HR metrics are important
such as overtime percentage, Absenteeism, profit per employee, revenue per employee, etc.
(Mitchell, et al., 2013). The role of the HR matrix is to determine how human capital can be
utilized in the organization so that the goal of the organization can be reached. HR matrix also
plays a role in addressing how efficient the HR practices are and their impact on the
organization.
HR matrix has several roles such as they have to evaluate the time to hire between the openings
up position to the signing the candidate for the job contract. The role of the HR matrix is also to
evaluate that by hiring the new employees how much cost the company is paying for per hire.
HR matric also evaluates why the top employees leave the company and time since the last
promotion, the revenues brought into the company shows the amount for per employee. The role
of the HR matrix is also to evaluate the cost of HR per employee and tracks the company's
attrition rate (Noe, et al., 2015).