HRM Strategies for Sustainable Performance & Objectives at GM

This report provides an overview of Human Resource Management (HRM) practices within General Motors, focusing on their contribution to sustainable organizational performance. It examines key HRM areas such as recruitment and selection, employee benefits, training and development, and compliance, highlighting their roles in achieving business objectives. The report reviews the effects of organizational changes on human resource skills and knowledge, comparing different HRM areas to create sustainable performance. It evaluates the strengths and weaknesses of HRM practices in recruitment and retention, considering the importance of the labor market. Furthermore, the report investigates both external factors (available labor pool, government regulations) and internal factors (level of growth, technology) that affect HRM decision-making and support organizational development. The analysis concludes that HRM is crucial for influencing, attracting, directing, and controlling employees, ultimately improving business productivity.

Student Name:
Student ID No:
Human Resource
Management

 Introduction
 Company Background
 P1 Explain the main areas of HRM in their contribution to creating sustainable performance.
 M1 Compare areas of HRM to create sustainable organisational performance.
 P2 Review the effects of the changing nature of organisations on human resources skills and knowledge.
 M2 Examine HRM in relation to the changing nature of the modern business organisation.
 P3 Review relevant HRM practices in relation to recruitment and retention of employees for the
achievement of business objectives
 M3 Evaluate the use of HRM practices in recruitment and retention in relation to the importance of the
labour market.
 D1 Critically evaluate the strengths and weaknesses of HRM in relation to creating sustainable
organisational performance and achieving business objectives.
 P4 Investigate the external and internal factors that affect HRM decision making to support organisational
development
 M4 Discuss the key external and internal factors that affect HRM decision making, using relevant
organisational examples to illustrate how they support
 D2 Evaluate key factors affecting HRM decision making to make valid recommendations
 Conclusion
 References
Presentation Overview

Human resource management is the practices of recruiting, hiring,
deploying, and managing an organization’s employees who get ready to
work effectively and maintaining higher performance. The HR department
of organization is usually responsible to create and formulating the policies
which is needed to regulate business continuously. In business industry
many employees are working by selecting best people at the workplace. It
has seen that human resource is playing important role to deciding goals,
recruiting people, managing people, and achieving the business goals.
Introduction

General Motors has a diverse team of 155,000 employees
who brings their collective passion for engineering,
technology and design to deliver on this ambitious future.
It serves six continents and operating across 22 time zones
with a diverse workforce speaking 75 languages
The company has bold commitments to positively
impacting the communities where they live and work.
Company Background of GENERAL
MOTORS

P1. Explain the main areas of HRM in their
contribution to creating sustainable performance

 Good outsourcing
 Technological advancement
 Maintaining collaboration
 Changing environment create demand
Sometimes changing nature of organization may affect negatively such as:
 Increase pressure
 Lower performance and productivity
 Lack of commitment
P2. Review the effects of the changing nature of organisations on human
resources skills and knowledge.

It has seen that there is different HRM areas such as recruitment & selection,
employee’s benefits, training & development, human resource compliance,
payroll and information that are used for different purpose and create
sustainable performance.
M1. Compare areas of HRM to create
sustainable organisational performance.

Human resource management is having important role at the workplace as it
brings changes in technology and process to develop organizational
performance. The management and employees of General Motors could be
performing well by accepting changes and managing work collectively
which supports to develop the functions and activities effectively.
M2. Examine HRM in relation to the changing
nature of the modern business organisation

 Recruitment
 Retention
Strength and weakness of internal recruitment
P3. Review relevant HRM practices in relation to recruitment and retention of employees for the achievement of business
objectives
Strength Weakness
 This is beneficial for General Motors by
reducing time to hire.
 This helps to setting employee behaviour
expectations and organizational performance.
 The employees of organization engage in
business activities and function.
 This can help to fill vacant position shortly
and increase productivity.
 This decrease employee turnover.
 If employee is selected internally for specific
profile, then there are many chances of
conflicts.
 This leaves a gap in existing workforce that
affect organization performance.
 This limits the pool of applicant who might be
come with new ideas and opinion to develop
business activities.
 Workplace jealousy

Recruitment and retention is the main HRM practices such as recruitment and
selection, Cultural diversity in recruitment, Factors influencing retention, and
On boarding and induction which is used by hiring manager of General
Motors for the purpose of influencing employees and labour market. This can
help to fill vacant position by recruiting skilled candidates and managing
higher performance. The management recruit skilled people who match with
job description and support to develop performance
M3. Evaluate the use of HRM practices in recruitment
and retention in relation to the importance of the labour
market.

D1 Evaluate the strengths and weaknesses of HRM
Strength Weakness
 HRM is used by General Motors to
create employee development by
providing them job opportunities.
 The HR department is helpful to bridge
the gaps between employer and
employees by creating good relations.
 HR is specializes in compensating
employees and providing various
benefits which can help to manage each
function and activity.
 It is not used as financially minded as it
involves employees related information
only.
 It has less customer focused as it is
committed with employee’s benefits
activities.
 Sometimes it create problem to select
wrong person for specified role and
profile.