Human Resource Management Poster Project: Role of HR Matrix

This poster project delves into the critical role of Human Resource Management (HRM) within organizations, emphasizing the significance of the HR matrix in optimizing employee productivity and achieving company goals. It meticulously outlines key HRM functions such as planning, recruitment, performance management, and career development, while also addressing challenges like attracting qualified candidates, engaging them effectively, and managing change. The project further provides practical solutions, including addressing employee issues, promoting diversity, ensuring confidentiality, and implementing effective recruitment strategies to foster a positive and productive work environment. The conclusion reinforces the vital importance of HRM for organizational growth, highlighting the need for strategic HR practices to overcome challenges and achieve lasting success. This comprehensive analysis serves as a valuable resource for understanding and improving HRM practices.

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Human resource management is the process which is used to
organised and manage people within organisation. When it
comes to aim the main aim of the HRM team is to maximise
the productivity by enhancing efficiency within employees of
the company. People who are working within organisation
with having proper contribution in company in order to
achieve the desired goals. HR manager must have to go
through with lots of concept, framework and many theories in
order to implement different employment functions that are
helpful to make effective growth within organisation
(CHRISTOPHER, 2017). In this poster, the key role of
human resource management are identified and discussed in
details. Some of the challenges which has been face by
organisation while completing the study on functions of
HRM. And in last some major solution or recommendation
will be provided in order to solve HRM issues and challenges
which are become a hurdle in performing their own functions.
HR matrix are mainly used to make the effectiveness for understanding
different ways and make responsibilities. This are helpful in hiring, employee
retention, different training and labour cost of the company. HRM help the
employees to improve their efficiencies and manage all their work culture
which affect the growth of company directly or indirectly. There are different
type of human resource matrix that help the management team to work in an
effective and right manner (Costa and et.al., 2016). These matrix involve the
cost, turnover, training and development programme, return of capital and
many of the expense which are used as per employees. These matrix are very
helpful in calculating the issues and various kind of information which are
needed by the HR team for their own growth. Some of the matrix which are
used by HR are:
Poster Project on HRM
Introduction Role of HR matrix
Performance management: This is the function
which are essential for the workers to stay
productive which are engaged within organisation.
The good performance management will involve the
good leadership style that have clear goal setting
which are support open feedback. Learning and
development: This function help the company to
develop various skills which are needed for the
future which is an essential responsibility for HR
function (Harmon, 2019). This is related to the first
function which are associated, with the function of
HR bridges that gap between the workforce that will
affect today and complete the need of future as well.
Career Planning: This is the function of HR which
show the planning, guidance and development for
the employees which are happening together and
performer the function of each individual in order to
complete the need of career planning within
organisation. Showing the growth of personal
ambition which can align with the future growth and
help the company to engage and retain in future.
HRM functions
Time to hire; this help the HR to perform the
function where they get to know about the hiring
time period and process (Davidov and et.al., 2018).
Cost per hire matrix; cost which are incurring on the
hiring process is easily estimated through the help
of cost per hire matrix. Revenue per employee; this
help to know about the earn revenue by each
employee. Absenteeism; amount of exact time when
the employees are absent for any issues either
personal, health or professional reason. All of these
are helpful in calculating the amount or estimated
cost in order to complete the functions of HR
manager or their team within organisation.
HRM ensure the function for the growth of organisation, this process is start with
formulating right policies for the job requirement. The process start with
formulating right policies which are used in job requirements and end up with the
making a successful business environment (The 12 Key Functions of Human
Resources, 2020). The functions of HRM hold great significance and growth in the
overall development programme. There are different kind of functions of HRM
which are described below: Human resource planning: This include all the
planning and procedure which are related to the future needs. The number of
employees, type of education qualification, recruitment process and many more
things are come under the process of HR executive which are helpful for them to
conduct the right planning of HR (Demerouti and et.al., 2017). This is the function
which is associate with the employee and employer relation for recruiting and
managing the work culture within organisation. Recruitment and selection: this
is one of the important function of HRM, as to attract more and more employee in
the recruitment process and select few of them. Candidate who are completing
organisation basic need and fulfilling. All major challenges and objective within
organisation is the need of HR. To attract the employee it is said that start with
from the organisation. As satisfied and happy employee has make plenty of
advantages which are helpful and healthy for the organisation. With the help of
right sourcing and right method it could be the best function if HRM and help
organisation to perform well within organisation.
HRM functions Function Evaluation: This is one of the most technical
function of HRM, as it involve the various function that
are related to qualification, quality and availability of the
workers, job location and different job responsibilities
which are related and affected to the growth of
organisation and for individual also (Harper and
Snowden, 2017). HR manager can use ranking method,
classification method, point’s method, and many more
methods which are associate with the function that easily
affect the evaluation of personal individual. This will help
the HR manager to perform and make growth for the
individual who are capable of the growth within
organisation.
All of these function are effective and valuable for the HR
manager as they perform all function within an
organisation. Most effective and appropriate function of
HR will be used as by the manager is Recruiting and
selection within organisation of new employees. Further
they can change the work responsibilities of an employee
within organisation (Maylor, Blackmon and Huemann,
2016). They can give reward and many other things
which are effective and helpful for retain the employees

Resolve the issues and challenges
After analysing the different functions and challenges for
the HRM, it is important to discuss the solutions for issues
of HRM (Sander, 2019). While considering from the HR
point of view, it is suggested that there are lots of solution
which are provided by the company in order to make some
successful growth. First solution is they should take
employee’s problem seriously and try to investigate the best
approach and solution to solve their issues. There must be
some diversity in the company’s leadership and other
position so that it could be provided some major solution
and other power of company. The manager of company
must be encourage the staff members for all the gender and
without making any discrimination, manager has to follow
all rules and regulation within organisation (Sennewald and
Baillie, 2020). After that some another solution is that
managers can promise about their confidentiality for those
victims who are suffering from any sexual harassment and
any other issue that is consider within organisation.
Furthermore there are lots of workplace diversifying issues
which are consider in order to maintain the function and
follow the ethical consideration. While using the workplace
diversity within organisation it is important to carry out the
increasing performance level and better performance within
organisation (Singh and Chana, 2016). The managers must
be able to solve issues and they have to focus on the
strategies and planning related to recruitment and selection
process. With having right approach and strategy for
completing recruitment and selection procedure. This is
important for the growth of organisation and the individual
to perform effectively and manage all the issues within
environment. To make the successful branding within
organisation is important for the HRM team to become
successful. They can offer talented people with different
varieties of package and flexible work schedule according
their demand and easy nature (Smith and et.al., 2017). All
of these solution can be carry out for the company which
are effective and useful as they are helpful for HRM
manager to work in a hectic schedule and different impact
of environment within organisation.
HRM issues and challenges
HR professional play an important role in managing all functions and being
responsible for any change in the management function. There are lots if changes
which are become the reason for different issues and challenges for the company.
Major economic, social, technological and environmental challenges are become
the reason for changing nature of environment. For completing this poster the
chosen function of HRM is recruitment and selection. And in order to complete this
function the managers of company has to complete many activities (Top 20
Recruitment Challenges to Tackle in 2020, 2021). Which also become the reason
for challenge and issues face by the manager of human resource
department:Attracting right candidate: while publishing job description within
market, it is important to discover the right candidate from the large source of field
(Meredith, Shafer and Mantel Jr, 2017). Form the unqualified talent the manager
has to choose talented staff who are ready to share their talent within organisation
and work effectively within organisation. Engaging Qualifies candidates: The
manager of the company has to work extra and always being contacted with the
qualified candidate who are sufficient and complete the need of organisation
(Worth, 2020). This is the biggest challenge for the HRM team in order to make the
successful complete their function within their company’s growth. This is very hard
to find out the skills for the several job vacant position within market.Hiring Fast:
The recruitment team also wants to hire fast hiring in order to fill up the vacant
seats with vacant positions, cost money and delay in the verified operations (Reid
and Sanders, 2019). This may be dependent on the company about how much time
it take to recruit the candidate for organisation. But this become the issue for the
HR manager for accomplish their goals with having so much staff. Targeting
passive candidates: As per the activities are going, In future there is no job seeker
in market, only passive candidates are there. As in that most of the people are not
actively looking for the job but they are just visiting social media application where
they easily get to know about jobs (Udall, S.L., 2017). Change management: This
is not the focal point for the HR job in recruitment and selection process (Zeng and
et.al., 2017). Lack of improper talent management is important for the personnel
management system. Due to change in management style, HRM must be focus on
the change management style and their impact on the employee’s performance and
growth. Management of human relation: management of human relation will be
very difficult in future as most of the candidate having different need and
environment. To manage the employee of new generation is somehow very
difficult task to motivate than their previous predecessors (Riebsame, 2019). Since
the workforce of the companies are different and they will comprise better than
educated workers so their demand are rising and to manage them in an significant
manner is typical and ineffective for the HR manager.
The 12 Key Functions of Human Resources, 2020. [Online]. Available through:< https://www.digitalhrtech.com/human-resources-functions/>.
Top 20 Recruitment Challenges to Tackle in 2020, 2021. [Online]. Available through:< https://www.talentlyft.com/en/blog/article/331/top-20-recruitment-challenges-to-tackle-in-2020>.
Meredith, J.R., Shafer, S.M. and Mantel Jr, S.J., 2017. Project management: a strategic managerial approach. John Wiley & Sons.
Reid, R.D. and Sanders, N.R., 2019. Operations management: an integrated approach. John Wiley & Sons.
Riebsame, W.E., 2019. Drought and natural resources management in the United States: impacts and implications of the 1987-89 drought. Routledge.
Sander, M., 2019. Marketing-Management: Märkte, Marktforschung und Marktbearbeitung. utb GmbH.
Sennewald, C.A. and Baillie, C., 2020. Effective security management. Butterworth-Heinemann.
Singh, S. and Chana, I., 2016. A survey on resource scheduling in cloud computing: Issues and challenges. Journal of grid computing, 14(2), pp.217-264.
Worth, M.J., 2020. Nonprofit management: Principles and practice. CQ Press.
From the above report it is concluded that the
need and function of Human resource
management is very helpful for the growth of
organisation. The need of HRM in an
organisation is essential for their own growth and
successful management criteria. The function of
HR will be discussed above are important and
useful. When it comes to recruitment and
selection the need of choosing right candidate
will help the company to grow in market. In
order to pursuing management function the
manager had been going through with major
challenges and issues. And to overcome those
challenges the solutions are provided which are
helpful for the company and their successive
growth in market.
Conclusion
References
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Costa, C.J. and et.al., 2016. Enterprise resource planning
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Davidov, E. and et.al., 2018. Cross-cultural analysis: Methods
and applications. Routledge.
Demerouti, E. and et.al., 2017. Job resources as contributors
to wellbeing. The Routledge companion to wellbeing at work,
pp.269-283.
Harmon, P., 2019. Business process change: a business
process management guide for managers and process
professionals. Morgan Kaufmann.
Harper, C. and Snowden, M., 2017. Environment and society:
Human perspectives on environmental issues. Taylor &
Francis.
Maylor, H., Blackmon, K. and Huemann, M., 2016.
Researching business and management. Macmillan
International Higher Education.
Smith, W.K. and et.al., 2017. The Oxford handbook of
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Udall, S.L., 2017. Battle against extinction: native fish
management in the American West. University of Arizona
Press.