HRM Report: Recruitment, Retrenchment, Discrimination & Retention

This report critically evaluates six key Human Resource Management (HRM) issues: recruitment, retrenchment, Equal Employment Opportunity (EEO) law adherence, discrimination against aging workers, training effectiveness, and employee retention. It highlights how ineffective recruitment strategies, cost-cutting measures leading to retrenchment, failure to comply with EEO laws, discrimination against older employees due to perceived lack of technological skills, inadequate training programs, and poor employee retention strategies impact both managers and the organization. The report further examines the role of compensation, benefits, and work environment in employee satisfaction and retention, referencing Herzberg's theory. Ultimately, the report concludes with several recommendations aimed at mitigating these HRM challenges, including improved recruitment processes, enhanced training programs, fair employment practices, and strategies to improve employee retention.

Issues in Human Resource
Management
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Executi ve summary
The paper will critically reflect upon the six Human Resource Management issues that affects both
managers and the concerned organization. One of the issues is recruitment that causes a huge impact
on the Human Resource management team as sometimes they unable to choose the right candidates
for the job role. Retrenchment causes due to the increase of cost-measures and this also creates
problem to the HR manager. In other words, the HR management team unable to follow the EEO law
and also does not gave same opportunity to the workers and hence it creates problem to the
management team. The discrimination in aging population lack proper knowledge in technology and this
creates problem to the HR manager to complete the work as per the stipulated time. Along with this
lack of proper training also causes delay of the working procedure and hence many issues rises in the
management team. Another issue that has discussed in this paper is retention, and this is considered as
one of the major issue faced by the Human Resource management team. Compensation, benefits, and
working environment are the main factors that an employee needed while working in an organization,
but due to lack of proper strategy, the Human Resource Management team failed to provide this thing
their employees. Thus this dissatisfaction leads the employee to leave the job and hence it creates an
issue on the HRM team. Furthermore, the paper will also provide some recommendations that help the
HRM to diminish these issues in the coming days.
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Table of Contents
Introduction.................................................................................................................................................3
Strategic Recruitment issues in HR Management........................................................................................3
Retrenchment Issues in HR Management...................................................................................................4
EEO Law (Equal Employment Opportunity) Issues in HR Management.......................................................4
Discrimination in aging works Issues in HR Management...........................................................................4
Training Issues in HR Management.............................................................................................................5
Retention issues in HR Management...........................................................................................................5
Conclusions..................................................................................................................................................7
Recommendations.......................................................................................................................................7
Reference....................................................................................................................................................8
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Introduction
The paper will evaluates critically on the six HRM issues, recruitment, retrenchment, equal employment
opportunity, discrimination in aging workers, training and retention that creates a lot of problems for
the managers of the firm. Furthermore, the paper will also provide the effects of this six issues over the
management team. Moreover, some recommendations are also provided that will help the HRM to
reduce their issues.
Strategic Recruitment issues in HR Management
The HR department of an organization or business typically faces some issues while recruiting new
employees. One of the major issue faced by the HR management is finding the right staff with the
correct combination of skills, motivation, and personality often causes difficultly, and this mainly occurs
when the pool of candidates is relatively large (Nikolaou, & Oostrom, 2015). The HR Management
departments face difficulties with the recruitment personnel and also with the hiring manager. The
person who is in charge of making the final decision and designing the job does not put insufficient
efforts to find the right candidates for the post. The hiring manager picks a candidate by personal
characteristics instead of a professional one and hence failed to use effective interview tactics. Due to
this reason, the HR Management faces a problem in recruiting the right staff for the desired position.
Hence, they failed to choose the qualified as well as right candidates for the job role. The HR
Management always possesses problem in the quality of the candidates, particularly in the changing
environment where increasing educational requirements, awareness of global economics as well as new
technologies are in high demand.
Another major issue faces by the HR Management team regarding recruiting procedure is that the HR
managers or professions often find themselves stuck when they are not receiving the correct resume
from the candidates that they are looking for. Benefits, compensation as well as the working
environment are all the major key factors possess in employee recruitment (Guerci, Montanari,
Scapolan, & Epifanio, 2016). In any tough economy, many HR management teams decided to cut some
benefits, and this makes them difficult to attract the best candidates. Thus when the benefits package is
not excellent, then the employees will leave soon as they get a better opportunity or offer. Hence, this is
considered one of the major issue faced by the HR management team of a business (Pawlik, &
Neumann, 2015). Apart from this HR department are often face challenges of screening employees for
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loyalty, and hence they failed to determine whether an employee will do the job or leave it in the first
year.
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Retrenchment Issues in HR Management
One of the major issues of the HR Management team is retrenchment, and this issue causes a huge
problem not only in the management team but also the employees are affected by this problem. The
Human Resource Department is usually perform and manages all types of operation or function such as
succession planning, performance appraisal, employee recruitment and selection and also other
managing posts of the firm (Mahmood, 2015). If all this procedure is not working properly, then some
economic difficulty occurs in the firm, and the management team faces issues on their working
procedure. This retrenchment problem resulted in fiscal stress and due to the increase of cross-cutting
measures the employees as well as the management team both faces problem in their working
procedure.
EEO Law (Equal Employment Opportunity) Issues in HR Management
Equal Employment Opportunity Law provides to avoid the discrimination in between the employees
working in the firm, but the management team faces many challenges as they do not follow the law
correctly (Hegewisch, & Brewster, 2017). According to the law, all employees should have to give the
same respect, or in other words, the employees should be given the equal opportunity so that it
influences them to work best for the firm. The HR management team does not maintain the law, and
they do not give equal opportunity to every employee, and this causes a problem because the employee
sometimes feels offended by their decisions and do not give their full effort on the work. Hence by this
issue sometimes the production rate will also decrease by the firm, and they do not manufacture the
products or goods as per the stipulated time.
Discrimination in aging works Issues in HR Management
The most complex issue of the HR manager is the discrimination in working with the aging population.
The aged employee lack extensive work experience and they possess less knowledge of the new
technologies, and this causes a delay in the workforce (Adams, Nyuur, Ellis, & Debrah, 2017). Hence the
HR management team faces problem with this aged employees because of these employees the working
process will delay and sometimes they can also damage their product. In other words, the aged
employee does not build a strong team, and they cannot manufacture the product as per the
management rule, and hence it gives rise to various issues to the management team (Stone & Stone,
2013). Besides this, aged people often face health problems, and this causes a monetary loss for the
firm, and this also gives rise to the problem of the HR management team. Sometimes by this problem,
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the working procedure will also delay and for this discrimination between the potential and aged
employees rises by the management of the firm.
Training Issues in HR Management
Training is an important function of the HR management, but they face problem while investing the
development and training of the lower-level employees of their firm (Van Berkel, Ingold, McGurk,
Boselie, & Bredgaard, 2017). The HR department mainly encounters a problem in implementing the
training sessions due to lack of interest as well as management support, inappropriate programs, and an
insufficient budget. Due to the lack of training, the employees do not complete their works as per the
stipulated time, and this causes problem to the management team (Torchy, & Dany, 2017). Besides this,
training enhances employees to complete their work on the time, but due to the lack of proper training
they get demotivated thereby it causes the problem to the HR department of the firm.
Retention issues in HR Management
Employees are often considered as the lifeblood of every organization and with the help of their skills as
well as experience, the productivity of the business will increases (Ulfsdotter Eriksson, 2017). In the
present day, one of the main challenges faces by the HR Management team is the employee retention.
Employee retention, in other words, is a fine balancing act between firm remuneration, culture, and
incentives but the HR management team faces many problems in providing the right retention for the
employees. Hence this causes many issues in the firm, and in some situations, the employees may often
leave the job after getting a better opportunity (Kakar, Raziq, & Khan, 2015).
Employees seek reasonable payment for their work, but the HR management team unable the right
compensation packages such as salaries, retirement program as well as insurance and this is one of the
reasons that the employees are not satisfied by the firm (Al-Emadi, Schwabenland, & Wei, 2015). Thus if
the employees get better packages, then they can easily leave the job without any hesitation. According
to the Herzberg's Theory of employee retention, both motivation, as well as employee compensation,
eventually, help the HR Management team to retain their employee in the business.
The theory states that employees or workers can be retained by maximizing the satisfaction and
minimizing the dissatisfaction (Sareen, 2018). Satisfiers include the promotion, job, recognition,
responsibility, and achievement while dissatisfiers include factors such as company policy, supervision,
salary, company policy, relationships and working conditions. According to Herzberg, there are two
types of employees working in an organization, one is known as satisfiers or motivators, and the other
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one is known as dissatisfiers. Motivators or satisfiers are those employees who always devoted to their
works and gives their best in working, while dissatisfiers are those employees who always creates issues
in the firm where they are working and always causes conflicts with the manager as well as with the
team members also. Hence with this type of employees, the HR Manager faces problem in the firm
(Stone, & Deadrick, 2015).
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Conclusions
The paper concludes that the issues of the HR department mainly occurs due to lack of proper strategy
and it does not only faces problems to the management team, but the employee also faces problems by
these issues. Furthermore, the paper also concludes that the issues mainly occur because proper
benefits, compensation, training, and wages are not provided to the workers, and hence this sometimes
leads them to leave the job. Hence, at last, it can be said that the all the six HRM issues cause a huge
effect on the business procedure of the company.
Recommendations
For reducing the HRM issues, some recommendations are given which are as follows:
 The HR departments should appoint a full time hiring the manager so that they can spend extra
time to know about the candidates and hence this will help the HR team to select the right
candidates for the position
 The HR management team should have to give a proper description of the company culture in
their job descriptions so that only the candidates who have the capability of working in this
condition will apply for the job and this helps them to choose the right candidates for the position
 Newly hired employees need to be able to assimilate into a team, and for this, the HR manager
should have to offer proper training courses of these employees which help them to work in a
team rather than individually
 For reducing the retrenchment issues, the HR department of any firm should reduce the cost-
cutting measures and also decrease the budget of the operating process. with this strategy, the
management team can easily reduce the retrenchment issues of their firm
 The HR department should enhance the employees of the firm and give them the equal
opportunity and allow them to provide their thoughts over a procedure. By this process, they can
easily grab the trust of the employee, and hence it helps them to follow the law as well as it
decreases the issues of the management team
 For diminishing the discrimination in the aging population, the HR management team should have
to arrange training for this aged workers so that they can gain knowledge about the new
technologies and give their best for the work
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 Encouraging and motivating the employees to aspire their roles and responsibilities should be one
of the retention strategies so that no employees will able to leave the job without proper
informing their seniors thereby it decreases the HRM issues
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