HRM Strategies: Recruitment, Retention, and Organizational Development

This report provides an overview of human resource management (HRM) and its critical role in organizational success. It discusses the functions of HRM, including recruitment, compensation, employee relations, and training. The report examines the impact of organizational changes on HR skills and knowledge, emphasizing the need for strong communication and adaptability. It analyzes internal factors (corporate, operational, marketing, and financial objectives) and external factors (market, economic, technological, and social changes) that affect HRM decision-making in supporting organizational development. Furthermore, the report reviews relevant HRM practices concerning recruitment and retention of employees to achieve business objectives, using General Motors as an example. The conclusion emphasizes that effective HRM is vital for a company's productivity and sustainability. Desklib offers a range of study tools and solved assignments to support students in understanding HRM principles and practices.

Human resource
management

INTRODUCTION
 Human resource management is an approach that
nurtures and support the employees by ensuring a good and healthy
environment of a workplace.
 The functions of the HR management varies according to the
business and the industries but, most of the time it is associated with
the recruitment process, pay scales and benefits, employee
relationships and the training and development programmes of the
business organization.
 There are main 4 types of HR specializations namely: recruitment,
training and development, HRIS professional (human resource
information systems professionals) and labour relations.

Main areas of HRM
 HR plays a very important role in any organization as they have the responsibility of making the
organization function to its best. The HR department of an organization is responsible for creating
a healthy environment so as to attract large number of good candidates to the company.
 With good HR professional even the productivity of the company enhances and the company is
able to create a goodwill in the market. The HR management has basically 8 functional areas
namely:
 On boarding and recruiting the employees for the company

The effects of the changing nature of
organisations on human resources skills and
knowledge.
 The environment of the business keeps changing with time.
 Here are the following ways in which the HR can get highly
affected:
 Staffing
 This is the most important role of the HR
management. Staffing of the company changes from time to time.
 During the time of sudden growth in the company, the HR
department gets burdened by the heavy recruiting as they have to
recruit employees on a large scale.

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Greater communication
 With the organizational changes taking place, communication gets confusing and
sometimes also leads to misunderstanding which then results in conflicts.
 This time creates a whole new challenge for the HR management and they have to come up with
strong network communications and other methods to improve the communication of the company.
 This is a huge challenge and sometimes the HR department requires a training for this very
purpose

Investigate the external and internal factors
that affect HRM decision-making to support
organisational development.
 Internal factors affecting the decision making of HRM
 Corporate objectives- For example, a company that set its objective of
increasing the sales quarterly by 20% then it demands for a restructuring.
 Operational objectives- Introduction of new technologies to the company
requires new skilled staff.
 Marketing Strategies- For example, new product or entries in the market
may call for change in sales team.
 Financial strategies- Decision and strategies for reducing the cost is
expected by the HRM for example by the conducting training programmes.

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 External factors affecting the decision making of HRM
 Market changes- Share value up and down requires proper management.
 Economic changes- Fluctuation in the inflations/deflation, may actually affect the pay scale of the
company.
 Technological changes- Continuous evolution of the technological advancements may change the
communication channel of the company's HRM.
 Social changes- For example, households of single people demands flexible working.

Review relevant HRM practices in relation to
recruitment and retention of employees for
the achievement of business objectives.
 Human resource management is having a duty and responsibility to recruit and
retain the employees in definite manner from where they can easily achieve the
set organizational objectives.
 To run any business, it is important for the company to have a human resource
department at their business enterprise from where the appropriate outcome can
be gained by the firm as HR management is able to hire new candidates and
retain them for longer duration at the workplace in effective way.
 However, the HRM of General Motors organization is very talent and effective
who implements the best human resource practices in regard with the recruiting
and retention areas and can successfully acquire the set business objectives.

CONCLUSION
 From the above report it has been concluded that HRM is the study of organizational
operations.
 It is one thing which plays a very important role in the organization and which defines the future
of the organization.
 The more effective the HR management of a company is the more the company is said to be
productive and successful.
 Here in this report also different areas of the HR management are discussed and how the
functioning of HR contributes in the sustainability of a business organization.

References
 Harney, B. and Alkhalaf, H., 2021. A quarter‐century review of HRM in small and medium‐sized
enterprises: Capturing what we know, exploring where we need to go. Human Resource Management.
60(1). pp.5-29.
 Butterick, M. and Charlwood, A., 2021. HRM and the COVID‐19 pandemic: How can we stop making a
bad situation worse?. Human Resource Management Journal. 31(4). pp.847-856.
 Aust, I., Matthews, B. and Muller-Camen, M., 2020. Common Good HRM: A paradigm shift in
Sustainable HRM?. Human Resource Management Review. 30(3). p.100705.
 Caligiuri, P. and et.al., 2020. International HRM insights for navigating the COVID-19 pandemic:
Implications for future research and practice. Journal of international business studies. 51(5). pp.697-
713.