Importance of Retention Practices in Human Resource Management

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note

1HUMAN RESOURCE MANAGEMENT
Response to question 1:
A) The administrative role of Human Resources have transformed into strategic roles. The
time taken by administrative functions is considerably more than strategic functions but
strategic functions requires the technological advancements for enabling the talent
management programs. The transformation occurs by the adoption of various considerations
and strategies. The role of the HR should involve the understanding of the requirements of
managers by not eliminating the human element from the approach (Qadir & Agrawal, 2017).
Technological implementation helps in obtaining data and errors but rather than focusing
primarily on the extraction of data, the HR should be focusing on the initiation of
conversation with the identified data, which will depict the strategical approach (Brown et al.,
017).
The HR managers are incorporating feedback regarding the team members and the
productivity rates. The interpretation of the managerial concern in the language of Human
Resource requires strategical skills. The process of evolution has changed the understanding
skills of the HR professionals as the data (such as product line success or growing or
diminished competitive market), which is to be given to the mangers needs to be decoded in
order to synchronise with the available business data (Noe et al., 2017). The picture of the
organizational performance can predict the data regarding human resources, the shifts and
alteration of recruitment strategies, the process of selection and retention. Data are used as the
conversational catalyst with the rest of the organizational members. The factors involved in
the transition process are the scarcity of skilled labour especially for the team of
management. The recruitment selection and retention process in the competitive market
requires strategic approach by the department of Human Resource. Cost pressures can be
another factor for influencing the changes in HR roles. The allocated costs of HR is also
becoming competitive. Another major factor of the transition can be the influence of
technology. Intranet and internet technologies enables the companies for the process of
improving the flow of information in regards with internal and external operations. The HR

2HUMAN RESOURCE MANAGEMENT
department is revolutionized by the Internet and intranet technologies as it allows the easy
accessibility of data for the employees by reducing cycle time and cost.
The reasons for including HR in the organizational strategy planning process
comprises of the factors which contributes towards employee happiness. HR managers are
responsible for function such as performance assessments, succession planning and career
structuring. HR managers are responsible for facilitating the organizational shifts which
requires the understanding of the direction of the company’s strategy and approach. It shorten
the period required for filling open positions and contributes towards maintaining company
culture.
The skills required by HR professionals in today’s changing environment are:
 Analytical skills for interpreting data and information extracted from the different
organizational functions.
 Project management skills for managing various programs and activities of human
resources.
 Information Technology skills which allows the storage of data and allows the HR
managers in determining the demand and supply of human resources.
These skills are different from 20-30 years ago as the managers earlier needed
the skills of organizing, controlling and negotiating for managing and implementing
positive workforce culture.
B) The HR functions in my current organization includes:
 Risk Management and Workplace Safety- It involves strategic roles of HR for
maintain a hazard free work environment and facilitating the gap analysis for
eliminating risks.
 Compensation and Benefits- In the competitive market, the HR are responsible for
structuring an attractive pay structure and strategic compensation structure.