Human Resource Management: Impact, Areas, Comparison, and Challenges

This presentation discusses the role of HRM in creating sustainable business performance, the main areas of HRM, comparison areas of HRM, effects of changing nature of business on HRM, and challenges faced by HRM in decision making. It also covers relevant HRM practices in recruitment and retention of employees for the achievement of business objectives.

Human Resource
Management

TABLE OF CONTENT
 Impact of the role of HRM in creating the sustainable business performance and contributes to the business.
 The main areas of HRM in their contributions to creating the sustainable performance.
 Comparison areas of HRM to create sustainable business performance.
 The effects of changing nature of business on human resources knowledge and skills.
 HRM in relation to changing nature of the modern business organization
 Evaluate the strength and weaknesses of HRM relation to create the sustainable organizational performance and
achieve business goals
 Reviewing relevant HRM practices in relation to recruitment and retention of employees for the achievement of
business objectives.

INTRODUCTION
 Human resource management is the practice of hiring, deploying and managing company workers.
 The role of HR department is to create and implement effective Working policy which will govern
the relationship of the company with its employees.
 HRM emphasize that workers are assists of the business and their goal is to make effective use of
worker and reducing the risk.
 The role of HRM practice are to look after workplace and to achieve the organization mission.
 HR Manager also help in recruiting the right candidate with appropriate skills which contribute in
company goals as well as conduct training and development of current employees to meet the
objective.

Impact of the role of HRM in creating the sustainable business
performance and contributes to the business.
 The human resources management is important in assist the
business to improve the effectiveness and also helps in increase
the business operations.
 It helps in support the realignment of business for future
direction and also brings to put the different ways to operate
business effectively and it also benefits the segments of
business.
 It helps in manage the ethical issues and corporate governance
which are on the far side the performance of economic.

The main areas of HRM in their contributions to
creating the sustainable performance.
 The main role of the human resources is the recruit the employees and on boarding them on
the job profile. They are identified the talented employees which needs in business that
helps in bring the best out from business.
 They create the sustainable organizational culture which helps in make workers more
productive and explore the innovation.
 They also help in provide some new ides which make the goal achievements for company.
 The main role of HR encourage employees with the help of training and developments in
order to improve the performance of employees as well as business.

Comparison areas of HRM to create sustainable business
performance.
 There are many areas of HRM and every areas works for the business in ways to ultimate the
goals and objectives of business.
 The training development and performance management areas are very different from each
other.
 The performance management is referred only about the performance of staff and providing
the training and developments make employees more efficiency in their job roles.

The effects of changing nature of business
on human resources knowledge and skills.
 • HR management require to adopt the environment and also require to understand
the change which can make the operations towards the cooperative dynamic and efficiency.
 • General motors are the large scale organization and it inclined toward the more
changes and there are requirements of the adaptive nature which helps in enable the business.
 • It is the wide areas of the management which need that the department must be
constant and must be updated with the working of business.
 • HRM require cooperating with each change which happen within the organization
in term of manufacturing, operations, marketing, production, sales and technological, etc.

HRM in relation to changing nature of the
modern business organization
 In the context of modern business times are sued
according to changes of nature so, it changes modern
business organization.
 HRM require to more adaptive and responsive of the
changes because they need to more efforts to facilitate that
changes in the organizational environment of business.
 HRM also focus on their strategic recruiting and hiring
process which helps in ensure that workers in business are
competent to thrive and survive such types of changes
within the organization.

Evaluate the strength and weaknesses of HRM relation to
create the sustainable organizational performance and
achieve business goals
 common strength
Employee development
Advocacy
Compliance
 HR weaknesses
Lack of strategic foundations
Less customer focus
Not financial minded

Reviewing relevant HRM practices in relation to recruitment and
retention of employees for the achievement of business objectives.
 Reviewing relevant HRM practices in relation to recruitment and retention of
employees for the achievement of business objectives
 Hire for potential, not experience
 Stop outsourcing your recruitment
 Providing securities to employees
 Fair and performance based compensation

M3
 In order to evaluate the use of HRM practices in recruitment and retention in relation to
importance of labor market because it is necessary to keep people cut down on all
resource invested on the basis of cost and hours as well as it is backfilling roles and
recruiting new employees.
 In context to labor market it is help for improving efficiency and productivity of
workforce which results in better business for company.
 That is why HRM plays important role in order to prepare employees for bigger task
and responsibilities that can be lead to holistic development of employees at work.

P4 Investigate external and internal factors which affects HRM decision making to
support organizational development.
 There are different types of management objectives which can be which can be set of
their human resource strategy that influenced on the basis of variety of internal and
external factors.
 External influences on HRM objectives
 Market changes
 Economic changes
 Technological changes
 Social changes
 Political & legal changes

CONTINUE..
 Internal influences on HRM objectives
 Corporate objectives
 Operational strategies
 Marketing strategies
 Financial strategies

M4
 There are different type of key external and internal factor which can be affect humans
resource in order to takes relevant decision making in HRM.
 Such as external factors are include corporate objectives, operational strategies,
marketing strategies, financial strategies, etc.
 On the other hand, internal factors influence decision making which also include
limited information processing and memory capabilities.
 That kind of limitation can result in biases processing information

D2
 It has been recommended that implementing of technology in order to improve decision
making process in HRM
 It is necessary to provide extraordinary opportunities for making primary objectives in
every HR specialist which is recruit new talent.
 The budget is necessary to decide accordingly.

CONCLUSION
 From the above report it can be concluded that Human resource play different and important role in
company success.
 Along with this, the main role of HR is to look for right kind of candidate so that it can contribute in
success of company.
 The present report has summarized about induction process in which HR introduce a candidate with the
work culture.
 The detailed discussion regarding shortlisting has been presented as employees are selected not only on the
basis of their qualification but also on basis of employability skill they possess.
 In addition to this, it has been found in the case study that General motor has been facing skill shortage
issue so in order to resolve that HR department of company can look for talent management

REFERENCES
 Amjad, F., Abbas, W., Zia-UR-Rehman, M., Baig, S.A., Hashim, M., Khan, A. and Rehman,
H.U., 2021. Effect of green human resource management practices on organizational
sustainability: the mediating role of environmental and employee performance.
Environmental Science and Pollution Research, 28(22), pp.28191-28206.
 Herrera, J. and de las Heras-Rosas, C., 2020. Corporate social responsibility and human
resource management: Towards sustainable business organizations. Sustainability. 12(3).
p.841.
 Karlshaus, A., 2020. Implementing part-time leadership as instrument for sustainable HR
management. International Journal of Corporate Social Responsibility.5(1). pp.1-14.