Unit 3 Human Resource Management

This presentation on Unit 3 Human Resource Management covers the areas of HRM, functional areas of HRM, strengths and weaknesses of HRM, and the effects of changing organizational nature on HR skills and knowledge. It also discusses HRM practices for recruitment and retention of employees for business objectives. The presentation is based on General Motors and includes internal and external factors affecting HRM decision making.

UNIT-3 HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENT
 Introduction
 Areas of HRM In Their Contribution To Creating Sustainable Performance
 Functional areas of HRM
 Comparison of the areas of HRM
 Strength and weaknesses of HRM
 The effects of the changing nature of the organization on human resources skills and knowledge.
 HRM in relation to the changing nature of the modern business organisation
 Relevant hrm practices in relation to recruitment and retention of employees for the achievement
of business objectives.
 External and internal factors that affect HRM decision making
 Internal and external factors affecting HRM decision making of General Motor
 Conclusion
 References

INTRODUCTION
 The human resources management refers to the process of managing the people of the company
in effective as well as efficient manner in order to accomplish the goal of the company.
 Along with that it give assistance in improving the performance of the company in the
marketplace.
 The present report is based on the general motor organisation which manufacture the cars
globally to quire the profit from the market.
 The report will discuss the impact and the role of the human resources management in creating
sustainable organizational performance and the contribution to business success.
 Moreover, the report will highlight the contribution of the HRM in recruiting and retaining
talent and skills to accomplish the goals of the organization.

AREAS OF HRM IN THEIR
CONTRIBUTION TO CREATING
SUSTAINABLE PERFORMANCE
 Companies have various departments such as finance, accounts,
human resource department and every department has their own
roles in running the business.
 Human resource management is a practice of recruiting and hiring
the employees in the company.
 The role of human resource management is to manage the employees
of the company in the achievement of the goals and also to modify
the organizational culture according to the changes.

FUNCTIONAL AREAS OF HRM
 Recruitment of employees: Hiring and recruitment of candidates is done
by the top managers of the company. The recruitment process in General
Motors company is done by human resource department by short-listing
the candidates through job applications in order to find the best candidates
for hiring managers.
 Benefit of employees: Human resources department has to consider
various employee benefit programs, benefits offered by the insurance
company.
 Human resource compliance: Various provisions have been stated under
the Employment law which states the working hours of employee,
provisions associated with the termination of employees from the
company, protection laws against the discrimination and regarding the
leaves to be given to the employees.

CONTINUE…
 Human resource information and payroll: The human
resource monitor the payroll activities of the employees as
they keep a track on the working environment of the
company as for feedback from the employees about their
individual experience.
 Training and development: Human resource of the
General Motors organize the professional training and
developmental programs in order to enhance the skill,
knowledge and their communication at workplace.
 Employee compensation: It is the duty of the human
resource to ensure the amount of incentive and bonus given
for the performance of the employees.

CONTINUE…
 Organizational structure: Although it is
the responsibility of the management team
to maintain the organizational structure
but the human resource of General Motors
assists the management in formulating the
business goals.
 The department gives their suggestions
regarding the implementation of plans and
give recommendations that can be helpful
in achieving the objectives of the
company.

COMPARISON OF THE
AREAS OF HRM
 Human Resource Management is defined as the strategic
approach and is associated with the effective and efficient
functioning of the company.
 This method is designed to maximize the productivity of
the company.
 The human resource management is concerned with the
management of people in the company.
 Human resources helps in recruiting and selecting the best
candidate suitable for the job role.

STRENGTH AND WEAKNESSES
OF HRM
 Every organization has human resource department which
manages the activities and working of the company.
 The professional working in human resource department has
special knowledge and skill which enable the manager to
select best candidate by recruiting and short listing the job
application.
 The human resource is given the authority to manage the
training the developmental programs that is required for the
development of the employee and results improvements in the
productivity of the company.

THE EFFECTS OF THE
CHANGING NATURE OF THE
ORGANIZATION ON HUMAN
RESOURCES SKILLS AND
KNOWLEDGE
 In the modern era the organization acquiring the changes
rapidly because the marketing is increasing day by day in
domestic as well as international market.
 Along with that the competition is increasing as the demand
of the people are fluctuating according to the trend, and they
required unique product in the marketplace.

CONT….
 The employees started looking for the employees who have
adequate knowledge of the technology and innovation in the
marketplace.
 The HR leaders need to deliver advance training to the new
candidates in effective as well as efficient manner.
 The transformation in the nature of the organization change
the perspective of the human resources' manger.

HRM IN RELATION TO THE
CHANGING NATURE OF THE
MODERN BUSINESS
ORGANISATION
 When the changes occur in the organisation the human resources
management play crucial role in managing and operating all the
function in effective as well as efficient manner.
 The human resources department hire the people as per the
requirement of the current trends like digitalisation.

RELEVANT HRM PRACTICES IN
RELATION TO RECRUITMENT
AND RETENTION OF
EMPLOYEES FOR THE
ACHIEVEMENT OF BUSINESS
OBJECTIVES.
 The human resources management is most effective as well as efficient
manner.
 The retention and recruitment is the essential function of the human
resources management.
 It is important to consider recruitment and retention for the growth and
survival of the organization.

HRM PRACTICES IN RECRUITMENT
AND RETENTION IN RELATION TO THE
IMPORTANCE OF THE LABOUR
MARKET.
 The labour market of the company is having a major impact on the HRM strategies of the
company.
 Due to the labour market conditions and increasing opportunities for the talented employees
it has become very important for the HRM to focus on having appropriate strategies for
ensuring that the firm is having effective strategies.

EXTERNAL AND INTERNAL
FACTORS THAT AFFECT
HRM DECISION MAKING
External factors: This are those factors which are external to business
organization but affects the HRM decision making.
 Government regulations
 Economic conditions
 Technological advancement
Internal factors: This are basically those factors which arises
internally within the organization and affects the decision making of
HRM.
 Organizational structure
 Internal conflicts

INTERNAL AND EXTERNAL FACTORS
AFFECTING HRM DECISION MAKING
OF GENERAL MOTOR
 In General Motor organization, the internal factor that
affect the HRM decision making is technological
advancement.
 It is because the employee need to produce different
cars in order to enhance company performance.
 For example, with the application of new technology
within General motor, the company can able to
manufacture electric car as well.
 The internal factor which affects the employee decision
making of General motor manager is internal conflicts.

KEY FACTORS AFFECTING HRM
DECISION MAKING TO MAKE VALID
RECOMMENDATION
 The HRM of the company should focus on making sure that all the factors affecting the
decision making needs to be taken in concern while retaining and recruiting the employees.
 The HRM needs to focus on taking care of understanding the factors related to the labour
market and the increasing competition in the industry.
 This would allow the company in developing appropriate strategies for attracting and retaining
the employees in an appropriate manner.

CONCLUSION
 From the above report it will be concluded that the
human resources management play crucial role in
operating and managing the employees of the
organisation.
 The human resources department are responsible to
hire the perfect candidate for the organization and fire
the employees that are not delivering the productivity
to the company.

REFERENCES
 Boon, and et.al, 2018. Integrating strategic human capital and strategic human resource
management. The International Journal of Human Resource Management.29(1). pp.34-
67.
 Stone, R.J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley &
Sons.
 ul ain Ansari, N., ul Haq, M.N. and Raza, S., 2018. Investment on HRM and Its Impact
on Project Success. J. Appl. Environ. Biol. Sci.8(3). pp.13-20.
 Richards, J. and Sang, K., 2021. Socially ir responsible human resource management?
Conceptualising HRM practice and philosophy in relation to in-work poverty in the
UK. The International Journal of Human Resource Management.32(10). pp.2185-2212.
 Zeebaree, S. R., Shukur, H. M. and Hussan, B. K., 2019. Human resource management
systems for enterprise organizations: A review. Periodicals of Engineering and Natural
Sciences. 7(2). pp.660-669.
 Kravariti, F. and Johnston, K., 2020. Talent management: a critical literature review and
research agenda for public sector human resource management. Public Management
Review. 22(1). pp.75-95.