HRMN300 Assignment 1: Analyzing HR Fundamentals Concepts

This homework assignment addresses core concepts in Human Resource Management (HRM), focusing on four key areas. The first answer explores the shift in HR's role from administration to strategic development, emphasizing the importance of human capital and data analysis in managerial decisions, referencing the impact of globalization. The second question delves into crucial HR functions, including recruitment and training, which are vital for enhancing employee capacity and organizational productivity, along with compensation and benefits strategies for employee retention. The third section examines the benefits of multiculturalism in the workplace, including strategies for promoting diversity through induction programs and inclusive initiatives. Finally, the fourth question focuses on employee retention strategies, emphasizing effective communication, motivation, and the importance of aligning these strategies with business goals and corporate social responsibility. The assignment utilizes course materials to support the arguments, and provides insights into practical HRM applications.

Running Head: FUNDAMENTAL OF HUMAN RESOURCE
Fundamental of Human Resource
Name of the Student
Name of the University
Author Note

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Answer 1:
a.
With the multiplicity in the organization structure, there has been a shift in concern of the
human resource segment from the initial concern with the administration to develop the
strategic measure for the human resource across the organization. Such shift in the role has
taken place with the development of the understanding of the importance of the human
resource in respect to the organizational structure. The need has been felt to utilize the human
resource for the overall development of the employee, which happened with the advent of the
globalization in the organizational scenario (Vosburgh, 2007).
b.
Several steps that need to be adopted in order to facilitate the shift and the transform are
as follows:
a) Attaching the focus on the managerial decision the human factor needs to be
concerned while framing the managerial decisions
b) The data needs to be analyzed with crucial importance in order to evaluate the
development of the organization.
c) Data should be considered as the initial step for beginning the conversation (Schuler
& Jackson, 2008)
The HR of the concerned organization was involved in utilizing the human resource of
the organization both internally as well as externally in an effective way to enhance the
advantages of the organization in the competitive environment. The role of the HR was
concerned with analyzing both the environment and come up with information in order to
assist the organization in finding its loopholes. Their role was also invested in their ability

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to monitor the process and evaluate the effectiveness both in the personal as well as
professional level (Heathfield, 2016).
Answer 2:
a.
Recruiting- This section of the function of the HR is concerned with the recruitment
of the employees. The role is crucial as this role accustoms the external human resource with
the internal environment of the organization. The implication of the stage can be noted in the
enhancing the human capacity of the organization and thereby acts as a strategic measure for
the organization (Abreu, 2014).
Training – In order to enhance the capacity of the employees it is suggested that the
organization begins working upon the human resource of the organization and enhance their
productivity by imbibing in them skills that are crucial for the organization. As such by
guiding the employees to attain certain additional characteristics the HRM is boosting the
personal productivity of the Human Resource concerned as well as that of the organization
(Stavrou‐Costea, 2005).
b.
Compensation and Benefits – The role concerned with additional benefits to the
employees is strategic as it allows the organization to retain their employee by motivating
them and praising them for the contribution to the productivity of the organization. By
providing appraisal, the HR will be able to motivate the employees to enhance their
contribution and accountability to the organization (US Equal Employment Opportunity
Commission, 2013).

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The organization in concern primarily focused on the areas of the training and
providing additional benefits as well as compensation to the employees. In terms of benefits,
the organization reframe their incentive and appraisal policy in each economic year. In terms
of training, the organization has initiated specialized department in order to train the
employees to contribute to the organizational productivity.

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Answer 3:
a.
The benefits of the organization that aspects the factors of multiculturalism openly
included the ones of where the diversity has been managed crucially in order to accept and
accelerate the innovation as well as solve the problems that might take shape from the
differences in the cultural attributes. Such endorsement of diversity and differences
empowers the organization with a certain amount of flexibility. It also enhances the quality of
interaction between the individuals of the organization once they have adopted the
differential factors of the organization. In the long run, the acceptability of the diversity
allows the organization to enhance their recruitment and retain the existing human resource
of the organization (Kossek, Lobel & Brown, 2006).
b.
Three strategies the HR can propose in order to accept the diversity in the
organization scenario with positivity include
1. The organization can introduce an induction to accustom the new employees with the
organizational scenario
2. Monitor the interaction between the employees of different background and mediate
the interaction in cases of any ineffectiveness might arise in the scenario
3. Introduce programs that would include people from all the cultural background and
ensure their participation in the same (Ordanini & Silvestri, 2008).
The organization concerned used to include regular programs to enhance the participation
of the individuals from different diverse background and ensure their contribution of the
effective communication to mitigate the negative effect of the diversity. The organization

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has also included the zero-tolerance policy in terms of any king of difference based
discrimination (Carlson & Kavanagh, 2011).
Answer 4:
a.
Retention strategies allow the organization in order to reduce the turnover of the
employees in an effective way. The crucial challenge for the organization is to ensure the
retention of the employees and link the strategies to ensure the same with the business goal of
the organization. This is also included in the corporate social responsibility of the
organization where by the mutual commitment of the employee and the employer is ensured.
The retention of the employees is essential as the cost inculcated in the employing a new set
of employees is comparatively higher. Also, the retention of the employees are crucial in
order to maintain the steady growth of the organization in the hand of the employees who are
motivated and equipped with the skills essential for the organization (Kossivi, Xu & Kalgora,
2016).
b.
In the organization concerned the basic step for the retention of the employees need to
be initiated with effective communication that would allow the managers and the HR
department to ensure and identify the factors of discontent if any exist among the individuals
(Presbitero, Roxas & Chadee, 2016).
The organization can bring about the factor of motivation in order to motivate the
employees in order to contribute to the organizational development and ensure the overall
productivity of the organization (Kundu & Lata, 2017).

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The issues of the employee retention can be facilitated by the ensuring that the
organization is employing the correct person from the beginning. The organization need to
consider that their attribute towards ensuring that the experience of the employees are less
tedious in the job scenario.

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References
Abreu, K. (2014). The Myriad benefits of diversity in the workplace. Entrepreneur, CA,
USA.
Carlson, K. D., & Kavanagh, M. J. (2011). HR metrics and workforce analytics. Human
resource information systems: Basics, applications, and future directions, 150.
Heathfield, S. (2016). The new roles of the human resources professional. Retrieved from
The Balance: https://www. thebalance. com/the-new-roles-of-the-human-
resourcesprofessional-1918352.
Kossek, E. E., Lobel, S. A., & Brown, J. (2006). Human resource strategies to manage
workforce diversity. Handbook of workplace diversity, 53-74.
Kossivi, B., Xu, M., & Kalgora, B. (2016). Study on determining factors of employee
retention. Open Journal of Social Sciences, 4(05), 261.
Kundu, S. C., & Lata, K. (2017). Effects of supportive work environment on employee
retention. International Journal of Organizational Analysis.
Ordanini, A., & Silvestri, G. (2008). Recruitment and selection services: Efficiency and
competitive reasons in the outsourcing of HR practices. The International Journal of
Human Resource Management, 19(2), 372-391.
Presbitero, A., Roxas, B., & Chadee, D. (2016). Looking beyond HRM practices in
enhancing employee retention in BPOs: focus on employee–organisation value
fit. The International Journal of Human Resource Management, 27(6), 635-652.
Schuler, R. S., & Jackson, S. E. (2008). Strategic human resource management. John Wiley
& Sons.

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Stavrou‐Costea, E. (2005). The challenges of human resource management towards
organizational effectiveness. Journal of European industrial training.
US Equal Employment Opportunity Commission. (2013). Overview of the US Equal
Employment Opportunity Commission.
Vosburgh, R. M. (2007). The evolution of HR: Developing HR as an internal consulting
organization. People and Strategy, 30(3), 11.