HRM Functions, Challenges, and Solutions: A Comprehensive Report

This report provides a detailed overview of Human Resource Management (HRM) functions within an organization, focusing on recruitment, employee performance management, and training and development. It explores key HRM functions such as employee hiring, recruitment and selection, controlling, guiding employees, and compensation and benefits. The report analyzes a case study of Unilever, highlighting its HRM practices. It also identifies challenges in HRM, particularly in training and development, including dealing with change, engaging learners, delivering consistent training, and addressing cultural and language differences. The report proposes solutions such as understanding different cultures, providing flexible leadership, and allocating tasks based on skills and experience to enhance business productivity. The conclusion emphasizes the importance of employee relations, training, and development in achieving organizational goals. This report provides a comprehensive understanding of HRM and its impact on organizational success.

Poster Project with
Research Notes

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY ..................................................................................................................................1
CONCLUSION................................................................................................................................4
REFRENCES...................................................................................................................................6

INTRODUCTION
Human resource management is defined as process of recruiting, selecting, orienting,
imparting and appraising employee's performance in the organization. In each organization HRM
is playing a vital role as it analysis the vacancy and make efforts to select the kind of employees
by evaluating skills and experience. All functions and activities should be properly organised and
arranged that can help to attain the business and maintain the productivity (Nambisan, Wright
and Feldman, 2019). In other words, HRM is a tool in which maximize employee performance is
measured with intention on strategic objectives. It mainly concerned with management of people
of policies and systems. Main objective of human resource management is to achieve overall
object of organisation and also success through people. Some of them are providing training,
developing employees as well as maintaining employee relation within an organisations. To
understand about Unilever has been selected that is Bristish multinational consumer goods
company headquarter in London, managing all functions smoothly. The HR management is
playing the vital role who identify vacancy and recruit the top talent by analysing skills and
abilities to work. The report is considering role of HRM functions and one area to focus in depth.
Moreover, HR issues and challenges also covered in functions that can be solve out by managing
staff at workplace.
MAIN BODY
Human resource management is explained as most important process of employing
people, training, and compensating them by managing the each functions and activities. If all
functions are properly managed. In each organization training professionals confirms that
employees are well trained and have continuous development taken place. This can easily can be
done through training, reward programs and performance evaluation. Human resource
management is simply hiring employees from outside environment with in organisation. It also
involve procurement,development, maintenance of human resource and also it helps to achieve
individual, organizational and social objectives. In an organisation handles all aspects of
employees and has various function like human resource planning, conducting job analysis and
conducting job interview.
Functions of HRM :
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Employee hiring and selection : This is one of major function of HRM which aims to
achieve goals and objectives of company by retaining qualified and efficient employee in
organisation, in this criteria an organisation need to hire right employees who can work
effectively (Peng, Dhaini and Ho, 2018).
Employee performance management : Output of employee meet goal and objective of
organisation by managing all functions and activities. This functions states how employees are
organising and managing their performance. An HR management is responsible for viewing and
measuring the employees performance.
Recruitment and selection: Recruitment is one of major function of HRM in
organisation, in this staff level is to maintain at right place at right time , at right job this mean
that staff members need to understand various roles and responsibility in organisation and
qualification which is necessary for particular job role to full fill objective of organisation.
Controlling : After planning, organising and directing, controlling comes, in this aspect
employee performance is measured actual one and this has compare with plan. If actual
performance is with planned one if not, control measured are required to be taken. The HR
management focusing on all functions and control the activities.
Guiding or directing employees: The another function of HRM is guidance and
direction to employees who can work effectively and increase the organizational productivity.
The HR management is responsible for getting the problem which employees faces and provide
the proper direction and motivation that maximize the organisational productivity. Through
proper motivation and command of employee HR can easily maximize potential of employees.
Employee training and development: Main success of organisation is mainly depend
upon how well employee is performing and how employee is trained for job purpose and what
are growth and development opportunities within organisation. New skill should be provided to
employees so that task can be accomplish in a proper way.
Compensation and Benefit : It is also necessary to pay employees well, at same time to
plug expenses and compensation package to attract more employee into workplace and primary
objective is to give equitable and fair remuneration for every employee and at same time HR
can use this type of function to boost up employee productivity as well as establish a good
image of business (Rowland, Hall and Altarawneh, 2017).
Area to focus
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Training and development of HRM is main function in which proper training is provided
to new hiring employees to promote the organizational performance. Training course and
workshop is provided to encourage ongoing development of employees. HRM department in
organisation is also maintaining health and safety, in this references employees safety training is
kept up to date and that increases organizational productivity and profitability. When employees
are highly busy then promoting workplace safety records task in any organisation. It also boost
overall productivity and efficiency of workforce, which ultimately results in better business for
company. It plays a crucial role in preparing employee for bigger tasks and responsibility, which
leads to development of employees at work. For an healthy organisation, it provides various
growth and development opportunity.
Key HR challenges and issues within Training and development
Dealing with change: The main issue of HRM function is organizational changes that
occurs due to mergers, acquisitions, technology, and budgets that hampered the organizational
productivity and profitability. It is difficult for each organization to bring the changes in their
industry as all needs to be done properly. In relation to Unilever, management as well as
employees face the challenge of change that arises in industry that affected organizational
profitability (Pérez Cañado, 2018).
Engaging learners: In training and development, engagement of learners is also a issues
which faces by management in running their business and operations. A person or learner should
be engage in all functions as it develop the understanding and managing the functions. Due to
lack of training and learning in between employees performance of organization can be
hampered negatively. In relation to Unilever, this challenge is facing by employees as it does not
involve in learning activities.
Delivering consistent training: When an organization is globally dispersed then major
difficulty of providing consistent training arises that reduces the employees performance. In
relation to Unilever, geographical limitation, increasing cost, language barriers virtual training
needs, and translation issues facing by management that reduced the business performance
negatively (Key challenges in training and development function, 2020).
Changing in culture and language: In organization number of employees works who
belongs to different culture and language that create the challenge of developing employees
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skills and abilities to work. This challenge can be face by Unilever while managing HRM
functions.
Lack of effective leader: In any organization leader and management is playing
important role who understand the problems of employees and provide them optimum solution.
If there is no effective leader then it will be difficult for management to run and operate their
business regularly. In relation to Unilever, there is lack of effective leader who can guide or
motivate the employees to work properly. This develop the feels of leaving the organization
between employees as it reduced the business productivity (Rana, Luthra and Rao, 2019).
Adopting new method of training: In companies employee works with traditional
method that may not work with millennials. There is need to accept the new or modern technique
of working that can increase productivity. If there is not proper training and new talent in
organization then challenge arises in operation. Thus, challenge of not adopting new method of
working and training is not adopting by selected industry that reduced the competitive
advantages.
Attracting top talent and experience: This is another challenge for each organization in
relation to training and development that reduced the sales and overall profits. In business
industry, skilled and experience employee are important who can work in dynamic environment.
Due to improper training and development programme it will be difficult for Unilever to attract
and retain the top talent as employees do not work properly.
Solution
As different challenges faced by organization in relation to training and development,
management should understand the different culture and conduct the sessions of training
according to their understandable language which can help to encourage employees to work
properly. The management provide good and flexible leader to working staff who solve their
problems and motivate them to work hard. Moreover, task should be allocate between employees
by analysing their skills and experience which can help to increase the business productivity.
CONCLUSION
From the report it can be concluded that HRM is employee management with an
emphasis on those employee as assets of business. As with other business assets, goal is to
make effective us of employees, reducing risk and maximizing return on investment. Another
major role is employee relation is in this aspect it very important to keep the staff up to date that
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manages work accordingly. Training and development is important function which uses to
develop understanding of employees and completing the project timely. Dealing with change,
engaging in learning, changing in culture and language, attracting top talent are challenges that
related with training function and affected the profitability.
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REFRENCES
Books and Journals
Nambisan, S., Wright, M. and Feldman, M., 2019. The digital transformation of innovation and
entrepreneurship: Progress, challenges and key themes. Research Policy. 48(8).
p.103773.
Peng, L., Dhaini, A. R. and Ho, P. H., 2018. Toward integrated Cloud–Fog networks for
efficient IoT provisioning: Key challenges and solutions. Future Generation Computer
Systems. 88. pp.606-613.
Pérez Cañado, M. L., 2018. Innovations and challenges in CLIL teacher training. Theory Into
Practice. 57(3). pp.1-10.
Rana, N. P., Luthra, S. and Rao, H. R., 2019. Key challenges to digital financial services in
emerging economies: the Indian context. Information Technology & People.
Rowland, C. A., Hall, R. D. and Altarawneh, I., 2017. Training and development: challenges of
strategy and managing performance in Jordanian banking.
Online
Key challenges in training and development function. 2020. [Online]. Available through:
<https://www.talentlms.com/blog/training-challenges-solutions-workplace/>
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