Human Resource Management: Areas, Impacts, Practices, Factors, and Applications

This report discusses the main areas, impacts, practices, and factors of Human Resource Management (HRM) in creating sustainable performance. It analyzes the external and internal factors that affect HRM decision making to support organizational development. It also includes a job specification, person specification, and job advertisement for a digital marketing manager.

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Unit: Unit 3: Human Resource Management
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Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY ..................................................................................................................................1
P1 Explaining the main areas of HRM in their relation to creating sustainable performance....1
P2 Reviewing the impacts of the dynamic nature of organisations on human resources skills
and knowledge............................................................................................................................2
P3 Reviewing relevant HRM practices in relation to recruitment and retention of employees in
order to achieve the business objectives.....................................................................................3
P4 Investigating the external and internal factors that affect HRM decision making to support
organisational development........................................................................................................4
P5 Application of HRM practices in a work related context.....................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
The human resource management is defied as the most important function for the
business organisation. The human resource management is the strategic approach in order to
have an effective working to achieve the goals and objectives of the business enterprise. The
human resource managers need to perform different functions in order to motivate its employees.
It has been identified that human resource department of the business organisation focuses on the
maximum utilisation of efficiency of employees to achieve growth and success. This
organisation taken into consideration for this report is general motors which is a global car
manufacturer(Fenech, Baguant, and Ivanov, 2019). .This report will include various topic such as
main areas of HRM which helps in creating sustainable performance, impact of the dynamic
nature on HRM skills and knowledge, HRM practices in relation to recruitment and retention of
employees in order to achieve the business objectives. external and internal factors that affect
HRM decision making to support organisational development and at last Application of HRM
practices in a work related context.
MAIN BODY
P1 Explicate the main areas of HRM in their relation to creating sustainable performance.
There are various areas of the Human resource management which need to be focused by
the department in order to create a sustainable performance for the business organisation. The
human resource management of the business enterprise helps the managers and leaders to have
the potential group in order to perform the different task and achieve the goals and objectives in
an effective and efficient manner. It is very important for the the department to bring the
sustainable performance within the organisation. the human resource management plays vital
role in the sustainable performance of the business organisation. There are various considerations
which need to be made by the human resource department in order to gain competitive
advantage(Gilal, and et. al., 2019). In context of the General motors there are various main areas
which is performed by the Human resource management in order to create sustainable
performance which are discussed below;
 Recruiting and staffing employees- This is the first and most important function of the
human resource department for the company. This consist of hiring the appropriate
candidate for the company in order to achieve goals and objectives in an effective and
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efficient manner. This is the functional area where the department focus on hiring the
talented workforce for the sustainable performance within the company.
 Employee benefits- This is the another key areas which helps the human resource
management to contribute in the sustainable performance within the business enterprise..
this includes the various considerations such as allowances, leaves, compensations,
promotions etc. this is the area which includes about the employee packages which need
to be make ensure by the HR department in order to motivate workforce. There are
various employee benefit programs which can be considered for the sustainable
performance within the business enterprise.(Aboramadan, and Karatepe, 2021).
 Employee compensation- This is the area which need to be focused by the human
resource management in order to motivate its employees effectively. This is the way in
which the HR managers can focus on the ways it in order to compensate employees
according to their performance. It is very essential for the company to provide with eth
compensative to employees in order to bring their attention.
 Training an development- this is the key functional areas which is taken into
consideration by the human resource management where there are different training and
development programs which is practices by the company in order to create a sustainable
performance within the business enterprise. This helps in improving the effectiveness and
efficiently of employees in order to achieve goals and objectives(Pattanayak, 2020)
P2 Revaluation the accord of the dynamic nature of organize on human resources skills and
knowledge.
It has been identified that as the nature keeps on changing on a regular basis. It becomes very
essential for the HR professionals to keep changing with their strategies in order to work in an
effective and efficient manner. The changing environment may affect the human resource
department. This also impacts on the skills and knowledge of the HR professional. The various
influences of the changing nature in context of General motors is discussed below:
 Staffing- This is considered as the most crucial part which is affected with the change in
nature of the business organisation. It is very important for the HR professionals to match
with the trend in the market in order to achieve the goals and objectives of the business
organisation. It is very important for the company to hire more of the talented people in
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order to expand the business operations. This requires the adequate knowledge and new
skills in order to recruit the effective workforce for the business organisation.
 Communication- As it is identified that with the dynamic in nature the requirements
keep on changing. This tends to change in the needs and demands of customer as well. T
is essential for the HR professionals to hire the workforce which has an effective
communication skills in rode to serve best to its customers. This impacts on the skills of
the people where it is very important for the company to have an effective
communication for the growth and success(Chelladurai, and Kim, 2022).
 Technological skills- this is the another factor which which the skills and knowledge of
the HR professionals is impacted. As there is development within the technology which
makes important for the human resource manager to keep them self updated with latest
technology. It is very important for the company and the human resource department to
adopt various new techniques in order to recruit people. Also the HR professionals
required to update themselves with the skills in developing the workforce in an effective
and efficient manner.
P3 Critique relevant HRM practices in relation to recruitment and retention of employees in
order to achieve the business objectives.
It has been considered that the actions of the HR departments is the mist significant
functions in order to achieve the goals and objectives of the business organisation. The
recruitment is considered as the main function of human resource management in order to hire
the talented workforce to conduct various business operations. The human resource management
is responsible for recruiting the people and assign them with specific task to achieve the growth
and success within the business enterprise. The recruiting is the function through which skilled
and talented candidates are hired in order to perform different task. This is considered as the
most significant part for the human resource management which need to be perform effectively
and efficiently. This will help the General motors to be competitive. The human resource
department can make use of the different technicologies in order to recruit people and achieve
goals and objectives in an effective and efficient manner(Farrukh, and et.al., 2021)
The employee retention is the most important concept for the human resource
management which need to be focused by the human resource management. The employee
retention mean that an ability of an business enterprise to retain its employees and make sure of
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the sustainability of employees. It is very essential for the company to retain its employees who
are hard-working and have the capabilities to perform better. The employee retention provides
with the benefits to employees which help in motivating the workforce to perform better. The
human resource management is responsible for managing its employee retention in order to
achieve the goals and objectives of the company in an effective and efficient manner. In context
of the general motors it is essential that the managers are able to make healthy relations with its
employees so that this can help in attracting the workforce towards the achievement of the
growth and success of the business enterprise. This will help the company to retain its employees
and increase its productivity(Wan, and Liu, 2021).
P4 Analyse the external and internal factors that affect HRM decision making to support
organisational development.
It has been identified that there are various internal and external factors which can affect
the human resource practices in order to make an effective decision for the support of the
organisational development which are discussed below;
internal factors- these factors are those which are included within the organisation
 Workplace- this is the most important factor which can impact within the decision
making of the human resource department within the business organisation. It is very
essential for with HRM to maintain a healthy working environment in order to attract the
workforce to work in an ethical an positive manner. This factor can impact in making the
decision for the company in order to gain competitive advantage. In context of the
General motors it is essential that the HRM decision making is changed in order to
support employees which will help in the organisational development(Zavyalova,
Sokolov, and Lisovskaya, 2020).
 Nature, beliefs, traditions- this is the factor which is most important and need to the
considered by the human resource management while making sure of the different
policies within the business Enterprise. In context of the general motes it is very
important for the HR managers to focus on the beliefs and values which is incorporated
by the people and the organisation in order to develop the goals and objectives of the
business organisation(Akhtar, 2021).
 Level of growth- this is the another factor which impact the human resource
management and their decision because of the rate of the current and projected growth of
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the company. The various companies experiencing the aggressive growth and rapid
expansion may require the human resource management to concentrate on the
recruitment and staffing. This makes more focused on the employee retention for the
business organisation(Larsson, and Edwards, 2022).
External factors- These are the factors which are related to the outside of the company
 Government regulations- this is the most impacted external factors which can impact
the human resource management and their practices in making several decisions as
changes within the laws and government polices it has been becoming essential for HR
to complaints with the companies policies. This factor can influence the human resource
managers in rode to make the right decision for development of the company effectively.
 Contemporary business environment- it is identified that this is the external factor
which can impact the HRM practices in their decision mailing because of the changing
business environment. It has been becoming very much important for the business
enterprise to focus on the development of human resource practices in order to gain
competitive advantage and meets the customers expectations. The business environment
can lead to the changes within the decision of human resource management with their
policies within the business Enterprise(Hooi, Liu, M.S. and Lin, 2021).
P5 Request of HRM practices in a work related context.
Job Specification
Job title: digital marketing manager.
Reporting to: Technical manager.
Job description: To develop the various strategies in order to support the customer. Also to
provide with the different digital marketing tools in order to promote the services provided by
the company.
Duties and Obligations:
 Manage team work
 Conduct digital marketing strategies
 Able to work in a team with high level of confidence
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 know how to use CRM practices
 Enable digital promotional tool and techniques
Qualifications:
 Graduation or post-graduation degree in high school
 Diploma in digital marketing and technological development.
 Interpersonal and communication skills.
 Managing personal and using creative mind-set.
Person Specification
Significant skills:
 it is very important for an individual to have knowledge of digital marketing tools.
 Creativity skills in order to attract customers on digital platforms.
 Time management and customer communication skills.
 Management and interpersonal skills.
Required Skills:
 Must have skills to maintain customer relations.
 Need soft skills like patience and politeness.
 Must be able to work in any shifts.
 Must have positive mind-set towards team work.
Job Advertisement
We Are Hiring!!
Digital Marketing Manager
It is a great chance for the digital marketers who wants to make their future bright and gain
career opportunities. This is the job opportunity where the person can enhance their skills in
order to make their career. It is an open opportunity for the candidates to showcase their
potential and join the family of jaguar. It is a great chance for the candidates who see
themselves as a confident and motivated personnel.
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The candidates will be hired for part time working for five days a week. They will be granted
with many benefits and perks as peer company’s terms. All the training and induction will be
conducted at office premises. Last date for applying in 24 June 2022.
Pays and Benefits
 The candidates will get negotiable salaries.
 The employees will be provided with the other incentives
 The candidates will get 24 annual leaves as per Employment Act.
Contact us now.
Any candidates interested in applying can send their CY to Jaguar official site
[e-mail]. They can reach us to 678, Light Plan, Enclave, D88 NK0 or can
contact as per the reference applied.
CONCLUSION
From the above report it has been conclude that human resource management is
considered as the most important function for the growth and development of the business
enterprise. There are various key areas of human resource department which need yo be focused
in order to gain competitive advantage such as staffing and recruitment, training and
development, employee benefits and employee compensation. It is very significant for the HRM
practice several aspect in order to motivate its employees. It has been identified that there is the
impact of the dynamic nature over the skills and knowledge of the HRM. It is very essential for
the human resource management to practice several aspect for the retention and recruitment in
order to motivate its employees to work effectively. There are various internal and external
factors which can influence in the decision making of human resource management.
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REFERENCES
Books and Journals
Aboramadan, M. and Karatepe, O.M., 2021. Green human resource management, perceived
green organizational support and their effects on hotel employees’ behavioral outcomes.
International Journal of Contemporary Hospitality Management.
Akhtar, Z., 2021. Effect of Entrepreneurial Training for Human Resource Management of
Prisoners: A Framework. International Journal of Criminal Justice Sciences, 16(1),
pp.217-235.
Bhatti, S.H., Saleem, F., Murtaza, G. and Haq, T.U., 2021. Exploring the impact of green human
resource management on environmental performance: The roles of perceived
organizational support and innovative environmental behavior. International Journal of
Manpower.
Chelladurai, P. and Kim, A.C.H., 2022. Human resource management in sport and recreation.
Human Kinetics.
Farrukh, M., Raza, A., Ansari, N.Y. and Bhutta, U.S., 2021. A bibliometric reflection on the
history of green human resource management research. Management Research Review.
Fenech, R., Baguant, P. and Ivanov, D., 2019. The changing role of human resource management
in an era of digital transformation. Journal of Management Information & Decision
Sciences, 22(2).
Gilal, and et. al., 2019. Promoting environmental performance through green human resource
management practices in higher education institutions: A moderated mediation model.
Corporate Social Responsibility and Environmental Management, 26(6), pp.1579-1590.
Hooi, L.W., Liu, M.S. and Lin, J.J., 2021. Green human resource management and green
organizational citizenship behavior: do green culture and green values matter?.
International Journal of Manpower.
Jia, Q., Guo, Y., Li, R., Li, Y. and Chen, Y., 2018. A conceptual artificial intelligence
application framework in human resource management.
Larsson, A.S. and Edwards, M.R., 2022. Insider econometrics meets people analytics and
strategic human resource management. The International Journal of Human Resource
Management, 33(12), pp.2373-2419.
Pattanayak, B., 2020. Human resource management. PHI Learning Pvt. Ltd..
Wan, W. and Liu, L., 2021. Intrapreneurship in the digital era: driven by big data and human
resource management?. Chinese Management Studies.
Zavyalova, E., Sokolov, D. and Lisovskaya, A., 2020. Agile vs traditional project management
approaches: Comparing human resource management architectures. International
Journal of Organizational Analysis.
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