HRM Solved Assignment

This assignment provides solutions to problems related to Human Resource Management (HRM). Part 1 addresses high employee turnover, focusing on identifying the reasons behind the issue and suggesting methods for data collection and analysis, such as using exit forms and the HR information system. Part 2 explores the total rewards program, suggesting metrics like HR and Human Capital Metrics to gauge its success. It also discusses the role of the HR practitioner as an advocate for both employees and the organization, highlighting the relationship between labor relations, employee relations, and the total rewards program. The solutions include references to relevant literature and research.

Running head- Human Resource Management
Human Resource Management

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Human Resource Management
Part1
Answer1
Employee turnover is one of the biggest problems for the organization as the organization spends
an extra amount of money on recruitment and selection of the new employee for the
organization. as well as training. A high rate of employee turnover not only increases the cost of
the organization but also decreases the productivity of the organization along with the level of
motivation and morale of other employees (De Winne et al., 2018).
In the given scenario, it can be seen that within the four months, three key leaders of the
organization have left and many frontline employees have also quit the job. The high rate of
employee turnover is an indication of problems. The experienced turnover can be said as a
problem because the rate of turnover is quite high. In a period of four months, if three key
leaders of the organization quit the job, it means there is lacking at the top management level of
the organization.
The HR manager can also seek feedback from existing employees regarding their feelings
towards their jobs. It will give an insight into the problem that why the employees of the
organization are quitting the job. In this case, the voluntary turnover of the employees is high.
Voluntary turnover of the employees is considered a problem for the organization that something
is not going in the right direction (Bilau et al., 2015). If the involuntary turnover is high, it cannot
be considered as a problem for the organization because in this case, the organization fires the
employees whose performance is not up to the mark. So, it can be said that the experienced
turnover is a problem for the organization.
Answer2

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In order to find out the reasons that why the key three leaders, as well as several front workers,
have quit the job, the HR would seek information such as exit form of the employees. With the
help of exit form, the HR would be able to know the reason for quitting the job. The human
resource information system can also provide the rate of turnover of the employees within a
given period of time (Kavanagh and Johnson, 2017). So, with the help of such data, the rate of
employee turnover can be found that will further help in analyzing the reasons for the turnover of
the employees.
The human resource information system can also provide information related to the employees
who have quit the job such as the department of the employees, roles, and responsibilities of the
employees, etc. It would further help in finding whether there is a problem with a particular
department or a particular role. With the help of this information, the HR manager can rectify the
issues in order to ensure a low rate of turnover of the employees.
The human resource information system can also provide information regarding the need for
training and development program. It is also possible that due to the lack of effective training
and development program the employees are leaving the organization (Armstrong and Taylor,
2014). So, the HR manager would be able to solve the problem and retain the employee. OK. In
addition to what you have provided you should include some of the following:
You turnover analysis should include most of the following:
Is the turnover too high? Is the impact negative? Are the reasons for the turnover
indicative of a problem? Consider:
--Voluntary/involuntary turnover
--optimal loss of staff vs. losing staff the company would prefer to retain
--employee demographic information
--employee performance information
--environmental factors, such as seasonal needs or changes in local labor market

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Human Resource Management
--external data comparisons, such as with industry and locality statistics
--internal data comparisons, such as one department vs. another, one supervisor vs.
another, or trends for company
--metric correlations, such as productivity, absenteeism, sick leave, number of employee
complaints, employee survey data, union activity

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Human Resource Management
Part2
Answer1
The total reward program is designed to provide compensation to the employees according to
their performance. The total reward program includes different forms of communication,
benefits, as well as perks. It is helpful in increasing the level of motivation and morale of the
employees. In order to gauge the success of the total rewards program; the organization can use
the following metrics such as HR Metrics and Human Capital Metrics.
The main purpose behind using the HR Metrics is to attract, retain, as well as motivate the
employees. In order to increase the level of performance and productivity of the employees, it is
very important for the HR manager to keep the employees motivated by providing them with
attractive incentives (Edwards, 2018). So, with the help of HR Metrics, the HR manager would
be able to find ways to attract retain and motivate the employees (Bernstein and
Beeferman,2017).
On the other hands, the main purpose of using Human Capital Metrics is to increase the morale
of the employee and reduces the rate of turnover along with decreasing the absentee ratio of the
employees. This is also necessary for the organization to gain maximum output from the
employees. The question asks for two metrics you would use. Examples might be turnover, use
of sick time, utilization of benefits programs, productivity, exit interviews data, employee
surveys. Also specific formulas should be included.
Answer2

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Human Resource Management
The HR practitioner performs several tasks at the same time which are important for the growth
and development of the organization as well as the employees. Nowadays, the relationship of the
employees with the HR practitioner has improved, and they share a positive relationship.
However, the representatives of the union are more concerned about the welfare of the
employees, but due to the recent trends, HRM is doing the same job for the employees (Lo et al.,
2015). At the same time, the HR practitioner works for the growth and development of the
organization as well and takes optimal decision for the benefit of the organization. Therefore, it
can be said that the HR practitioner can be an effective advocate for both employees and the
organization at the same time. The HR practitioner takes the decision which can benefit the
organization as well as the employees at the same time and does not lay down any of these
parties. Can HR be an advocate for employees when they are paid by management and may
represent management? If yes, how?
Answer3
There is a significant relationship between the labor relation and employee relations policies and
practices of the organization and the total reward program. The labor relation, as well as the
employee relation policies and practices, determine the relationship between the employee and
the employer. If the relationship between the employer and employee is positive and they share a
good relationship, the performance and productivity of the employee will be high. It will also
increase the level of motivation and morale of the employee (Houlihan et al., 2016). The
employee with a high level of motivation and morale will always perform better for the
organization. And the employee performs better for the organization; the organization provides
incentives and other benefits to the high performer. In this way, the labor relation and employee
relations policies and practices impact the total reward program of the organization. I’m not sure

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you understand the difference between labor relations and employee relations. All organizations
have employee relations but only unionized organizations have labor relations. The role of hr is
different in organizations with unions then those without since hr must work through the union.
The biggest effect on total rewards is that unions generally negotiate higher levels of
compensation and benefits that add costs which may prevent and organization from providing
some elements of a total rewards program.

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References
De Winne, S., Marescaux, E., Sels, L., Van Beveren, I., & Vanormelingen, S. (2018). The impact
of employee turnover and turnover volatility on labor productivity: a flexible non-linear
approach. The International Journal of Human Resource Management, 1-31.
Bilau, A. A., Ajagbe, A. M., Sholanke, A. B., & Sani, T. A. (2015). Impact of employee turnover
in small and medium construction firms: A literature review. International Journal of
Engineering Research & Technology (IJERT), 4(2), 977-984.
Kavanagh, M. J., & Johnson, R. D. (Eds.). (2017). Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Edwards, M. R. (2018). HR metrics and analytics. In e-HRM (pp. 109-125). Routledge.
Bernstein, A., & Beeferman, L. (2017). Corporate Disclosure of Human Capital Metrics.
Lo, K., Macky, K., & Pio, E. (2015). The HR competency requirements for strategic and
functional HR practitioners. The international journal of human resource management, 26(18),
2308-2328.
Houlihan, M. T., Contreras, R. E., & Barnicle, K. A. (2016). U.S. Patent Application No.
15/088,585.
Ok references but very few citations.