Human Resource Management (PDF)

Running Head: HUMAN RESOURCE MANAGEMENT 0
(student name)
Human Resource
Management

HUMAN RESOURCE MANAGEMENT 1
Contents
Q1. Strategic Goals..........................................................................................................................2
Q2. Recruitment...............................................................................................................................3
Q3. Performance appraisal...............................................................................................................5
Q4. Performance-based pay.............................................................................................................6
Q5. Succession planning strategy....................................................................................................7
Q6. Motivational theory...................................................................................................................8
Q7. Organizational culture...............................................................................................................9
Q8. HR related problem.................................................................................................................10
Recruitment and retention of employees...................................................................................10
Q9. Communication strategy.........................................................................................................11
References......................................................................................................................................12

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Q1. Strategic Goals
Possible ways identified to contribute to the achievement of the strategic direction of the
organization are:
Improve time to the marketplace. Harness existing assets
Increase innovation
Measuring Key Performance Indicators (KPI)
A Holistic approach adoption for improving the delivery[ CITATION Chi17 \l 1033 ]
Among the identified goals that are significant for the strategic direction achievement, is
“Increase in innovation.” Innovation is bringing a new product, process, or system to enhance
the work of an organization. Innovation is a key aspect to enhance the performance of the
organization; a human resource of the company is held responsible for innovation. Since the
company main goal is to increase the delivery speed and performance, this can be done
through innovation in the process. The HR can take some initiatives for this, like conducting
brainstorming activities to bring out new ideas from the employees. Moreover, organizational
culture is also responsible for motivating people to work with innovation[ CITATION
Zac15 \l 1033 ].
Innovation can be increased by following human resource factors:
Recruitment and appointment- the basic and most important factor of human resource
are to recruit the perfect person according to the job profile. Positioning right person
at a right job is very important to increase performance through innovation. In case a
more qualified and competent person is appointed at a lower position, where even

HUMAN RESOURCE MANAGEMENT 3
after having great ides to implement, he is not authorized to do so, or vice versa then
this will be a loss to the company[ CITATION Sae15 \l 1033 ].
Training and development- another factor to increase innovation are providing
training and development to the employees; this can be done by filling up the skill
gap. Through effective training, employees can be innovative with using technology
and process and could be able to reach to the customer more quickly.
Communication training- training of communication is also very important to
enhance the thinking and communicating power of the individual, so that if an
employee is having an idea in his or her mind, then they must also convey or express
in an effective manner so that to utilize that idea. Moreover, in such training classes,
brainstorming and other activities can also be conducted for the creation of new and
innovative ideas in employees mind.
Organizational culture- it is the culture that is responsible for supporting innovation.
For example, if the free flow of ideas is supported by the work culture of the
organization, then more innovative ideas can be gain from all the employees. HR can
provide such culture to the employees within the workplace[ CITATION Saw14 \l
1033 ].

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Q2. Recruitment
A) Factors considered in the appointment of human resource that is the recruitment process,
so that new employees actively contribute to the organization are as follows:
Experience- one of the important aspect to consider is how much experience is the
applicant having. In the case of fresher, it is more difficult to work in an
organization, as more training would be required to provide. Moreover, a person
with more experience will require less time to adjust into the new environment
and easily adapt the work culture, and eventually be more actively contributing in
the organization. The experience is considered, but this must be the priority while
selecting[ CITATION Swi15 \l 1033 ].
Potential- this is another factor to be considered because a person may not have a
record of work experience on paper, but his or her potential is very high according
to the job description. For example, sometimes taking chance with a new engineer
can be beneficial for the organization. Therefore, if the potential of a person is
considered it may lead to an active contributor to Home Cozy[ CITATION
Gre151 \l 1033 ]
Hard skills- these are helpful and most easily identified factor to be considered
while recruiting. In addition, hard skills are easily measured, simple to define the
applicant’s skills. These are very essential because without these skills the work
cannot be accomplished. For example, the staff for recording the return items
must have the skills to use a computer and other technical operating
machines[ CITATION Kim161 \l 1033 ].

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Cultural fit- this is another important factor to be observed while recruiting, this is
if the person will be able to adjust to the work culture of the organization. For
example, the working hours are suitable, the culture of working in teams.
B) Induction process
The induction process is introducing new employees to the organization; make
him understand the basic policies, rules, and culture of the organization. This is an
important step after recruiting a new staff, this is helpful in making a person comfortable
in the new work environment, and contributes more to the organization. This program
will be helpful in improving Home Cozy and its employee’s productivity. By providing
this initial training program, all the needed information is provided to the employee,
which will eventually save time and money of the company and employee will quickly
initiate delivering outcomes.
C) A workplace-learning program will be established that will systematically include
appointment and induction process. This learning programme can include providing
offering letter to the selected applicant, then welcoming the employee, introducing him to
the organization, making him meet other employees, telling the employee about the
organization, Work policies, role, and expectation proves compliance, and performance
standards[ CITATION Dia17 \l 1033 ].