Analyzing Human Resource Management: Areas, Strategy, and Recruiting

This report provides a detailed comparison of different Human Resource Management (HRM) functions and their contribution to organizational performance. It examines the importance of strategic HRM in adapting to business changes and addressing employee shortages, highlighting aspects such as organizational structure, employee benefits, training and development, and recruitment strategies. The report also explores the role of recruiting in the labor market, including candidate identification, background checking, and interviewing, and discusses the strengths of HRM, such as workforce hiring and dispute handling, as well as weaknesses like unpredictability and high costs. Ultimately, the report concludes that recruiting is vital for achieving organizational goals and emphasizes the essential role of human resource management in overall operations.

Human Resource
Management

Table of content
 INTRODUCTION
 A comparison of the different HRM areas
 An examination of strategic HRM
 Role of recruiting in the labour market
 Strengths of Human resource management
 Conclusion
 REFERENCES

INTRODUCTION
The presentation is going to carry out
comparison of different HRM functions which will
required to contribute in organisational performance.
Also, the company is required to carry out importance
of strategic HRM to meet with the business changes
and fulfil shortage of employees.

A comparison of the different HRM areas
 Structure of organization – It means HRM of a company allows the
authority for developing a effective organizational structure
 Employee benefits – It means human resource management also facilitates
various benefits to their employees within organization.
 Employee training and development- It includes medical benefits,
increment, bonuses, increments, decent in hand salary and others.
 Recruitment and staffing employees– In this stage the main function of
HRM is to identify the qualified and talented employees with help of using
various strategies.

An examination of strategic HRM
 Participation of employee during the time of making changes
within organization from senior officers. It includes change in
time, change in method for doing the work and others
 Facilitate best quality product and service service to all customer
segments in quickly. Because due to quick service positive
relationship between employee and customers are effectively
developed.
 Friendly atmosphere between all categories of workers. Because
due to keeping friendly relations lower level employees easily
share their problems with higher authority without any type of
hesitation.

Role of recruiting in the labour market
 Identification and questing the candidates-candidates- In
an organization ,the recruiter is a person who knows what
types of employees a company need , what are the skills
required in the candidates.
 Background checking -the role of the recruiter to verify
the skills, work experience of the candidates.
 Testing and interviewing-the main role of the recruiting
in the labour market is to take the test and interview of
the person

Strengths of Human resource management
 Workforce hiring and training – . It enables the hiring proficient
and highly eligible workforce in an organization. The Nissan motor
has a strength of hiring the highly skilled and highly qualified
employees.
 Handling the disputes and queries- it handles al the disputes the the
questioning of the hands at any time. It resolves all the problems of
employees in a better sense.
 Weaknesses of human resource management
 Unpredictability- the weakness of HRM is that it can not predict the
behaviour of the peoples in an organization.
 Costly- It requires high cost for implementing the system in the
organization . The proper knowledge of the system to the workers has
to be provided by the proprietor for running these system.

Conclusion
from the above report , it is herby concluded that recruiting is the vital part of hiring
process as a company or a business need workforces to achieve goal and manage
businesses. This report suggest that human resource management is essentials for
organizational operations.

REFERENCES
 Alsafadi, Y. and Altahat, S., 2021. Human resource management practices and employee performance:
the role of job satisfaction. The Journal of Asian Finance, Economics, and Business, 8(1) pp.519-529.
 Andersén, J., 2021. Resource orchestration of firm-specific human capital and firm performance—the
role of collaborative human resource management and entrepreneurial orientation. The International
Journal of Human Resource Management, 32(10) pp.2091-2123.
 DeCenzo, Robbins and Verhulst,2016. Fundamentals of human resource management. John Wiley &
Sons.
 Kutieshat, R. and Farmanesh, P., 2022. The Impact of New Human Resource Management Practices
on Innovation Performance during the COVID 19 Crisis: A New Perception on Enhancing the
Educational Sector. Sustainability, 14(5) p.2872.