Kaplan HRM201: Analyzing HRM's Role in Competitive Advantage

This presentation provides an analysis of Human Resources Management (HRM) within an organization, focusing on how specific HRM activities contribute to achieving and sustaining competitive advantage. Established in 1924, the company has expanded internationally and employs over 200,000 people. The presentation examines recruitment policies, emphasizing the selection of deserving candidates based on vacancies and the alignment of recruitment with company goals. It also explores development and training methods, highlighting their role in increasing productivity, developing employee skills, and utilizing the latest technologies. Employee motivation strategies, including incentives, recognition, and profit sharing, are discussed as key factors in enhancing productivity and creating a positive work environment. The analysis draws upon a range of academic sources to support its findings, providing a comprehensive overview of HRM's strategic importance. This presentation was prepared by a student and is available on Desklib, a platform offering a wide range of study resources.

Human Resources Management
Name of the Student
Name of the University
Author Note

Introduction
• Established in 1924 in Sydney
• 1930 saw the company to expand
internationally
• 1937 saw the company launching
the ‘Staff Assurance Scheme’
• Employs more than 200000 people

Recruitment
• Tries to select the deserving
candidates only
• Candidates are placed based on the
vacancies available
• HR department is very efficient that
identifies the vacancies that are
present within the company

Contd…
• Recruitment policies are based on
the goals and objectives of the
company
• Selecting the right candidates help
the company to be efficient
• Recruitment policy is transparent
for the candidates to understand

Contd…
• Recruitment factor depends on the size
of the firm
• Increased production line requires more
employees
• Gaps have been identified by the
company within the recruitment policy
that has been amended

Development and Training
• Raining methods help in increasing
productivity
• Employees are selected based on tie skills for
the training process
• Team of experienced employees can be
created
• Use of latest technologies will be possible after
training

Contd…
• Factor of time is important for
calculating the duration of training
• Proper information regarding training
process
• The company informs the employees so
that they can be prepared for the
training process

Contd…
• Company identifies the training
needs among the employees
• Selected trainees will be able to
develop their skills
• Orientation program
• On-the-job training

Employee motivation
• Increased level of productivity
• Creating a positive environment
• Avoid internal conflicts
• Set goals for the employees on a
short-term basis

Contd…
• Provides incentives to the
employees such as individual and
team
• Recognition for the employees
results in motivation
• Cash prizes and gift cards being
awarded to the employees help in
increasing motivation

Contd…
• Shares profits with the employees
• Efforts of the employees are
recognized in a proper manner
• Feeling of association with the
company needs to b present among
the employees

Reference List
• Anstey, E., Riggar, T.F. and Walker, J., 2017. Staff appraisal and development. Routledge.
• Arli, V., Dylke, S., Burgess, R., Campus, R. and Soldo, E., 2013. Woolworths Australia and
Walmart US: Best practices in supply chain collaboration. Journal of Economics, Business &
Accountancy Ventura, 16(1).
• Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
• Chao, G.T., 2014. Unstructured training and development: The role of organizational
socialization. In Improving training effectiveness in work organizations (pp. 141-164).
Psychology Press.
• Choudaha, R., Chang, L. and Kono, Y., 2014. International student mobility trends 2013:
Towards responsive recruitment strategies.
• Ford, J.K., 2014. Improving training effectiveness in work organizations. Psychology Press.
• Keep, E., 2014. Corporate training strategies: the vital component?. New Perspectives,
pp.109-125.
• Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R.,
O'Leary, P., Robinson, J. and Plimmer, G., 2015. Managing Employee Performance & Reward:
Concepts, Practices, Strategies. Cambridge University Press.
• Smith, D.B. and Shields, J., 2013. Factors related to social service workers' job satisfaction:
Revisiting Herzberg's motivation to work. Administration in Social Work, 37(2), pp.189-198.
• Stachová, K., Stacho, Z. and Bartáková, G.P., 2015. Influencing organisational culture by
means of employee remuneration. Business: Theory and Practice/Verslas: Teorija ir
Praktika, 16(3), pp.264-270.