Importance of HRM in Recruitment and Performance Management at VOLVO

This report discusses the role of HRM in recruitment and performance management at VOLVO. It highlights the importance of selecting skilled employees and providing training sessions to improve their performance. The report also emphasizes the need for effective time management and evaluation of workforce problems to bring necessary changes in the organization.

Human Resource
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
Assessing the skills of HRM in reflection form for sustainable improvement in the
organizations performance...........................................................................................................3
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
The following report will illustrate the importance of HRM role in VOLVO company in
the reflection form. The different areas in which the HR plays an important role in the
recruitment process of employees by giving proper job description and making effective changes
within the organisation to support the skilled workforce by giving them training sessions which
will help in the retention of skilled employees.
Assessing the skills of HRM in reflection form for sustainable improvement in the organizations
performance
Reflection
Since the VOLVO company deals with the production of heavy vehicles such as trucks,
excavators, cars and other construction equipment’s which require an integration of highly
skilled and efficient workforce to help the company to gain more profits in the market share by
fulfilling the customers demand on time. I as an HR position for the VOLVO company has to
perform very effective task in the selection and recruitment of the employees for the
organisation. The starting process of the selection which includes collection of documents with
application forms with detailed information about each employee is an easy task for me as the
employees are from various backgrounds such as science, mathematics and commerce. On the
basis of their subjects and qualification I selected the candidates which later created a big
problem for me as many of them were not aware about the new automation technological
inventions in the systems of the company due to which they faced problem in operating such
software and ultimately resulted in poor quality work (Fu, Jonathan and Bano, 2019). There were
other candidates who lacked the technical skills and knowledge needed by the VOLVO company
in its workforce to operate machinery and produce components for cars and trucks. I worked on
this weak point of mine as an HR and made changes in the selection process by focusing more on
the skills of the employees by keeping them on one week evaluation period which will helped me
to select the most applicable employees for the company which are both technically and
innovatively skilled to use new ideas in the use of renewable resources for the future sustainable
development. And achieving the set goal for the company.
Performance management in the organization

As an HR of the VOLVO company it's my job to develop and improve the performance
of the employees. Some employees at the company finds it hard to cope with the changes in the
policies of the company and faces great pressure due to workload which affects their
performance. At first, I didn't pay much attention to the role that the training sessions and
discussion based programmes play to keep the employees motivated and improve in the
development of new skills. As a result of bad time management by me I was not able to conduct
discussion and training programmes for the employees which affected in the growth of the
VOLVO company (Al‐Ghazali and Afsar, 2021). To overcome this problem, I emphasized more
on taking out extra time to give proper instructions regarding the scheduled meetings and
training sessions which I made mandatory for all employees to attend and discuss their problems
regarding anything. This change in my practice helped ma and the company to evaluate the
problems faced by the workforce and the suppliers and what necessary changes could be brought
in to affect. This practice resulted in stating that majority of the employees faced the problem of
workload and had issues in operating the new automated devices. By this evaluation I asked the
company's leaders to make flexibility in the working hours so that more time is spent training
sessions to develop the performance of the employees.
CONCLUSION
From the above report it can be concluded that an HR plays an important role in bringing
out effective changes within the environment along with giving retention of skilled and talented
employees. The HRM is responsible for bringing the changes required within the organisation to
achieve higher business profits in the market.

REFERENCES
Books and Journals
Al‐Ghazali, B.M. and Afsar, B., 2021. Retracted: Green human resource management and
employees' green creativity: The roles of green behavioral intention and individual
green values. Corporate Social Responsibility and Environmental Management. 28(1).
pp.536-536.
Fu, P.H., Jonathan, T. and Bano, N., 2019. Business in technological, marketing and social
perspectives: a progress in strategic and human resource management. Int. Lett. Soc.
Humanist. Sci. 85. pp.21-26.