Unit 3 HRM Report: Functions, Approaches, and Productivity Analysis

This report provides an overview of Human Resource Management (HRM), emphasizing its crucial role in organizational success, particularly within competitive sectors like the automotive industry. It details the core purposes of HRM, including fostering a positive work environment, providing ...Read More

HUMAN RESOURCE
MANAGEMENT
NAME OF THE STUDENT

INTRODUCTION
 Human resource management is considered to be an essential
part of the organization.
 The human resource function supports the employees who have a
direct impact on the productivity of the firm (Albrecht et al. 2015).
 The automotive business sector is highly competitive and with
respect to this, the business needs to engage in a good result and
overall market share .
 The main aim of the presentation is to highlight the different HRM
functions and approaches.

PURPOSE OF HRM
 The main purpose of the HRM function in an organization is as follows:
 To foster a positive work environment
 To provide adequate facilities to the different
employees.
 To ensure positive feedback to the employees
 To recruit and select the staff for the firm (Knies et
al. 2015).
 To providing training and development to the
employees.

FUNCTIONS OF HRM
 The functions of HRM are the elements which come under the
Human resource and these functions are as follows:
 Planning
 Staffing
 Motivating
 Appraising
 Management of change
 Evaluation

APPROACH TO WORKFORCE
PLANNING
 The workforce planning can be defined as a procedure of ensuring
that the firm has the right people for the right task and the
adequate values for the business at large.
 Strategic Approach: The particular approach seeks to ensure that the
organization is well planned for the overall strategic motive of the firm
and to achieve the overall goals of the firm (Marchington et al. 2016).
 Operational Approach: The operational approach can be rightfully
defined as the workforce planning approach which is planed upon for
the daily functions of the firm.

APPROACH TO RECRUITMENT AND
SELECTION
 The recruitment and selection forms an integral part of the
organization and in order to ensure long term success, it becomes
very crucial for the firm to select and recruit the right people. The
different approaches to Recruitment and selection are as follows:
1. Job descriptions
2. Skill inventory
3. Job positing strategy (Chelladurai and Kerwin 2017)
4. Multi step Recruitment

APPROACH TO TRAINING AND
DEVELOPMENT
When an employee joins the organization, it becomes important for
the firm to provide training to the different employees so that the
members of the firm can perform considerably better. The different
approaches to Training and Development are as follows:
 Training Needs Analysis
 On the job training
 Off the job training
 Performance appraisal
 Role playing (Brewster, Chung and Sparrow 2016).
 Class room training

ANALYSIS OF REWARD MANAGEMENT, WORK
PRACTICE AND PERFORMANCE
MANAGEMENT TO RAISE THE PRODUCTIVITY
 In order to raise the productivity of the workplace, it is crucial for
the firm to engage in certain best practices which would ensure
that the firm is successfully able to raise the spirits of the different
employees.
 The different practices are as follows:
 Reward Management: The rewards may be given to the different
employees in order to perform well.
 Work practice and work life balance: The work life balance forms an
integral part of maintaining a good workforce (Bratton and Gold
2017).
 Performance management: Lastly, it is crucial that the firm engages in
performance appraisal and management to ensure ling term success of
the employees.

BENEFITS OF HRM PRACTICES
 The different benefits if the practices are as follows:
 Leads to better customer retention rate
 Leads to better productivity at the workplace
 Upraises organizational value
 Ensures higher level of employee engagement
 Decreases the employee turnover rate

THE HRM APPROACH TO BE
FOLLOWED

REFERENCES
 Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee engagement, human resource
management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness:
People and Performance, 2(1), pp.7-35.
 Bratton, J. and Gold, J. ,2017. Human resource management: theory and practice. Palgrave.
 Brewster, C. and Hegewisch, A. eds. ,2017. Policy and practice in European human resource management: The Price
Waterhouse Cranfield survey. Taylor and Francis.
 Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management. Routledge.
 Chelladurai, P. and Kerwin, S. ,2017. Human resource management in sport and recreation. Human Kinetics.
 Knies, E., Boselie, P., Gould-Williams, J. and Vandenabeele, W. ,2015. Special issue of International Journal of Human
Resource Management: Strategic human resource management and public sector performance.
 Mankin D, ,2009. Human Resource Development. Oxford; Oxford University Press.
 Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A. ,2016. Human resource management at work. Kogan
Page Publishers.
 Mello J A . ,2015. Strategic Human Resource Management ,4th Edition. Stamford; Cengage.
 Psu.edu., 2018. Recruitment Procedures. [Online]. Available at:
http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.65.3278&rep=rep1&type=pdf (Retrieved on: 20 Dec. 2018).
 Reiche, B.S., Harzing, A.W. and Tenzer, H. eds. ,2018. International human resource management. SAGE Publications
Limited.

Thank you