The Role of HRM and Organizational Development

This presentation discusses the important role of HRM and Organisational Development in business growth and development. It covers topics such as Volvo's HRM areas and their contribution, strategic HRM, retention and recruitment, internal and external factors, and more.

The Role of HRM and
Organisational Development

• Human resource
management
HRM areas and there
contribution in Volvo
• Strategic
human resource
management
Role of retaining and
recruiting
• Internal and
external factors
CONCLUSION
Visual Roadmap

INTRODUCTION
 Human resource management is known as the important part and department of the
business as this helps in bringing and positioning the people at right place and at right
time. As in an business it is important to have knowledgeable and skilful employees for
the better development and this can also help in the better engagement in the business. As
recruitment an after this training is also involves in the business for the better
improvement and upgradation in tge business as this can help in the better functioning of
the business and this also gives better growth and development to the business. As human
resource department is also responsible for the profit and growth of the business and this
can lead to a better change and growth in the market. As this report is about Volvo as this
is an multinational organisation which was founded in 1927 and there headquarter is
located in Sweden.

Human resource management
 Human resource management is known as the practice which involves various roles and
this involves hiring, recruiting, managing and deploying the employees of the business.
As this is basically a department in the business and this works according to the
requirement of the organisation as this department has the opportunity of putting the right
people into right place as this can also make an difference in the organisation. As this
department brings the assets of the business which are employees(Stone Cox and
Gavin 2020). As employees are a useful part of the business and for hiring an right
employee is more important in the business as this can make an positive change in the
business. As there are various objectives of the human resource management in the
business as this involves societal objective in which HR managers looks after the social
needs and legal issue of the employees.

HRM areas and there
contribution in Volvo
 As human resource management is known as the concept which is basically based upon
assumption and human resource strategy can impact and give support to the business
strategy. As this is also considered as the strategic resource as this can add the value to the
business and should be treated accordingly in Volvo(Michael 2019). As this involves
different practices which is used in the business for the better outcome as there are various
strategies which is involved in the business and can also contribute in the organisational
success as this can also give an competitive advantage to the business. As this department
adds value to the business as this can impact in the levels of the business and this also
increases the motivation level in the business and this can also impact in the productivity
level of Volvo and also increases the quality performance in the business.

Strategic human resource
management
 Strategic human resource management is known as the framework which helps in linking the
different development practices with the people management and this I done for the long term
basis and this can also help in fulfilling the organisational aims and goals in the business. As this
also looks after the main issues of the business for attaining Volvo goals and using various
human resources strategies for the better performance of the employees and this can be done by
motivating them and in the form of better performance and the reward system as this helps in
motivating employees and also used as an business strategy(Shan 2019). As by this strategi
human resource management can make a diverse effect in the business and in the business
environment as this can also impact in the organisation benefit and this also helps in gaining an
competitive advantage in the business. As this can have the main impact and effect on the
business as there are various factors which are involves in changing of the environment in
human resource management as there are various changes which are described below.

Role of retaining and recruiting
 As retention and the employee recruitment are known as the challenges which can impact
in the human resource and by this demand is also increasing and this is also making it an
balanced Woking in the business as this impact in the culture and this can also make an
change and ensures the terms in the business(Armstrong and Taylor 2020). As these
both are important foe the better growth and development of the business and this can
also build the business effectively. As this is basically brining new people to the right
place and right time. As in the employee retention the skilled and knowledgeable talent is
important in the business and this can be done by using the management tools which are
facilizing the plan of recruitment and this is also impacting in the strategy and this can
also allow an management solution to recruit the right employees in the
business(Santana and Lopez‐Cabrales 2019). As employee retention is also known as
the function and this also impact in the number of the employees which are retaining from
the organisation in an year.

Internal and external factors
 As there are various internal and external factors which can impact in the business and
this can also impact in the performance of the business. As there are various internal
influence like operational strategies and this can be done by training and making staff. As
marketing strategies are impact in the product development and this can also impact in the
organisational structure and financial strategies can also impact in the decision making
process and this can also impact in the outsourcing of the training and the different
programmes. As there are various external factors that are the external factors that can
influence in the marketing changes which involves the competitiveness and the economic
changes that impact in the rates of the business(Chelladurai and Kim 2022).

CONCLUSION
 This report has concluded that Human resource management is a diverse topic and this
involves different operating area and this has the huge contribution in the organisation
performance and this also gives profit and better growth to the business as this has
impacted the business in an positive manner. As this report has also concluded that there
human resource management is also used in the strategic purpose and this laws impacts
on the business environment. As this report has laso concluded that there are various roles
and responsinnilities of the human resource manager other than recruiting. As this has
also come to conclusion that there are various external and internal factors that can impact
the business and this can be resolved by using various strategies, tools and techniques in
the business.

REFERENCES
 Stone, R.J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.
 Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource management. Journal of cleaner
production, 208, pp.806-815.
 Rana, G. and Sharma, R., 2019. Emerging human resource management practices in Industry 4.0. Strategic HR Review.
 Michael, A., 2019. A handbook of human resource management practice. bookboon. com.
 Gigauri, I., 2020. Influence of Covid-19 crisis on human resource management and companies’ response: the expert study. International
Journal of Management Science and Business Administration, 6(6), pp.15-24.
 Agarwal, P., 2021. Shattered but smiling: Human resource management and the wellbeing of hotel employees during COVID-
19. International Journal of Hospitality Management, 93, p.102765.
 Shah, M., 2019. Green human resource management: Development of a valid measurement scale. Business Strategy and the
Environment, 28(5), pp.771-785.