HRM Report: Contemporary HR Developments at Syngenta

This report provides an overview of Human Resource Management (HRM) practices, focusing on a case study of Syngenta. It examines contemporary HR developments, including employee training, performance appraisal, and organizational design. The report highlights the importance of employee experience, flexible learning models, and new approaches to performance evaluation. It also discusses the significance of recruiting employees with relevant skills and the need for organizations to adapt to changing work environments. The report emphasizes the equal importance of product and people, and the role of HRM in designing motivation schemes and incentive plans. The analysis draws on various sources to support the findings and provides a comprehensive understanding of HRM in a modern business context.

HUMAN RESOURCE
MANAGEMENT

INTRODUCTION
 Human resource management is an approach to recruit,
manage and retain human resources so that they can add
value to the organization.
 Presentation will discuss the contemporary knowledge to
support evidence for emerging human resource
development using case study of Syngenta.

CONTEMPORARY KNOWLEDGE AND RESEARCH
TO SUPPORT EMERGING HR DEVELOPMENTS
 Human resource development- It is part of human
resource management which is specially deal with
training and development of the employees in
Syngenta.
 Human resource development includes training
first they hired the employee, provide opportunities
to learn new skills that is beneficial for employees
tasks, and others developmental activities.
 Human resource development can be in formal
such as classroom training, a college course or an
organizational planned change effort. as well
informal such as employee coaching by experts in
industry or manager.

CONTINUE…
 HR development is a process by
which employees of Syngenta
are helped, into continuous or
planned way to acquire or
sharpen capabilities.
 The mechanisms and technique
such as performance appraisal,
counselling, training and
organization development this
process is continuous way
because the process has no limit
that they need to examined
periodically they are promoting
and hindering the process.

CONTINUE…
Emerging HR developments will affect the role of the HR function in future :
 A modern dynamic and network organization- The priority for business is to
transform the way they work and the actual organization of Syngenta.
Company are being organized around small work team which are set up
quickly, work together in one or two more years then they move to other
projects within the organization.
 Employees are learning all the time- Employees with the necessary skills and
knowledge, company training and development managers are developing
more flexible and learns model that can be used for real time.
 Enhancing the employee experience in Syngenta - The employee experience
aims to increase employee satisfaction, improve organization reputations and
facilitate more towards dynamic.
 New ways of appraising employee performance- Human resource department
are looking for new appraisal models based on well defined targets and
having a feedback have been successfully experimenting with new ways to
rewards employee performance.

CONCLUSION
 Product and people are of equal importance and that
Syngenta must plan and operate.
 Important tools for understanding human behaviour and
designing the motivation schemes, incentive plans and
people development.
 The company has commitment to recruiting employee with
skills and abilities which business can develop long term.

REFERENCES
 Aubry, M. and Lavoie-Tremblay, M. , 2018. Rethinking
organizational design for managing multiple
projects. International Journal of Project Management.36(1).
pp.12-26.
 Banfield, P., Kay, R. and Royles, D. ,2018. Introduction to
human resource management. Oxford University Press.
 Colombo, M.G., Lamastra, C.R. and Matassini, B., 2016. The
organizational design of high-tech entrepreneurial ventures.
 Creasey, T. and. et. al., 2016. Exploring the relationship
between organization development and change
management. Practicing organization development: Leading
transformation and change (4th. pp.330-337). Hoboken, NJ:
John Wiley & Sons.