HRM: Recruitment, Retention, Employee Skills and Business Objectives

This essay provides an overview of Human Resource Management (HRM) and its critical role in organizational success. It discusses key HRM functions such as hiring and selection, training and development, employee relations, payroll systems, and rewards. The essay emphasizes the importance of adapting to the changing nature of organizations by fostering good employee behavior, familiar communication, partnerships, learning opportunities, and action-oriented environments. It also examines how HRM practices relate to recruitment, retention, and the achievement of business objectives, considering factors like workforce diversity, economic conditions, technological advancements, and globalization. Furthermore, the essay analyzes external and internal factors influencing HRM decision-making, including economic conditions, labor market dynamics, industry growth, technology, and competitive climates. The reflection section discusses the role of a Human Resource administrator in improving management skills, focusing on employee performance, relations, and decision-making processes. The essay concludes by highlighting the importance of creating a comfortable and productive environment for both consumers and employees.

Human Resource Management

INTRODUCTION
• In general, when an organization has been launched it requires many management
groups for handling and maintaining the various department.
• . Human Resource Management is one of the department in an organization which
plays a vital role in the occupation.
• This field is the strategic approach to be effective and can build a successful growth
ahead.
• The management includes the different responsibilities which has to be fulfilled for the
betterment of the company such as payroll system, training and development, recruiting
and firing and other essential management duties which has to be performed in an
industry.

The areas of HRM in their contribution to creating sustainable
performance.
• In every department it is required a team of people to look out for the organization
requirements and employee performance.
• . This responsibility is allotted to the human resource management to contribute in the
sustainability of the employee performance and how this can be useful and effective for
the organization success as well.
• . There are five major factors that a management can follow to sustain the success or
victory.

Cont...>
• Hiring and Selection : A HR management have a duty of hiring and recruiting the
employee for the company.
• Hiring is the first step a management takes. The selection of people through interview
process in commonly known as hiring.
• HR team has to searched for the skilled employee that a company needs to for their
work process.
• The recruiter advertises the educations and experience in any field through which a
management has to select the person who is suitable for the company job role.
• When a person is selected then HR management should greet and introduce them with
the team leader and other member of the company so that on the first day they cannot
feel left out.

Cont...>
• Training and development : After the hiring session, the HR management should
focus on the training and development from which the employee who is new at the
place and organization can be able to understand the work pattern or structure by the
training sessions only.
• Providing these sessions helps employee to understand the work environment and
culture behavior along with the targets and goals of a company.
• Most of the organizations do not follow this training activities from which an employee
gets difficulty in understanding and utilizes their skills and knowledge in the work
process.
• In research, it has been founded that when a company do not provide these activities
and seminars of training people feel leftover and do not able to know about the targets
and goals of an organization.

Cont...>
• Employee Relation : In any sector, the communication is the first factor to know about
the employee and their thoughts.
• The conversation and meetings to an employee can only make a comfortable growth to
the company.
• Health and safety : After the pandemic Covid-19 people are more aware than before
and keeping themselves at a healthy and hygiene place.
• To understand this factor, the pandemic is the best example to know about this ion
detailed.
• In many organizations the management do not focus on the health and safety measures
from which many accidents and deaths at office place has been founded in the previous
studies.

Cont...>
• Pay roll System : Every individual works for a money and income. In research, it has
been studied that many organization offer the salary according to the previous salary
amount and not paying the employee as per heir capabilities and skills.
• An HR management should offer different and various payroll systems from which h an
employee feel always available for the company work and put more and more effect to
the development.
• Rewards : Human nature loves to be got awarded. A management when appreciate and
give rewards to their worker which keep them feel motivated and also a valued part of
the company.
• Rewards can be given as in form of incentives or by appreciating them in front of
entire team so that they can be felt satisfied and comfortable in the work environment of
an organization.

The effects of the changing nature of organizations on
human resources skills and knowledge.
• The employee recruitment is the important part of the organization for the success and
growth.
• In general, when a management cannot maintain the current employee balance then
recruiting new employee in of no worth. In HR management recruitment and retention
both are the major factors in a company.
• Here performing the key compartments of the hiring and retention of an employee so
that it can understand its importance.

Cont...>
• Good Behavior : The best practice a human resource management should apply by
providing a good attitude towards the employee and offering the best level of job role.
• A management should make the offers which can be useful and impressive to the
employee, and they can balance their life either personal or professional.
• Familiar communication : People who feel familiar and ease in the environment they
can give more productivity than the stressful and pressured surroundings.
• A person needs a connection over the place they are working and spending their most
of the hours in the work process.

Cont...>
• Create Partnerships : Many organizations offers a partnership or bonding with their
employee by giving them a compensation and incentives in either bad or good times.
• Including the employee in the finance decision is also a major part as these activities
makes a faith and trust in them, and they will think as important and valued member of
their team.
• Drive learning : In previous studies, it has been mentioned that organizations only kept
the employee for their work process and attaining the deadlines before the time.
• Hiring the people only for their improvement and success is a negative section which
has been applied in a day to day life structure.
• HR management should also think about the employee future career and providing the
opportunities to learn and grow in an individual period.

Cont...>
• Promote Action : This function refer as employee involvement in an organization.
When a worker feels a part of the company then they can be able to understand and
make a connection between each other.
• The HR should evaluate an individual employee and asked them for their feedbacks if
any obstacle or suggestion they want to give.
• Good Organization Culture : In every department, it is the basic thing that people one
stay where they feel comfortable and quite good.
• Most of the company culture is not appropriate as team members do not make a proper
communication, no attachments and official relations which makes person to be bored.

HRM practices in relation to recruitment and retention of employees for
the achievement of business objectives.
• Work force : As it is known that HR management changes the organization behavior.
• In this time, women are not getting the opportunity to express their abilities and skills
as numerous company do not consider to hire women and some other has made the
offers and services from which women itself do not joined the company.
• Economic and Technological: Many organizations utilize the electronic tools which
makes their work process easier. In previous time, the technology and digital equipment
are that much better and people do not keep the service by using these equipment's.

Cont...>
• Globalization: Every single department and industry is increasing in the global
environment day by day.
• Start ups to business tycoons every one is in the race of becoming the first and at the
top of the world-wide.
• This has been proven that all the companies can be improved by the management
process and services and HRM are having the responsibility to create and design
services which will make a higher growth.
• Organization environment : At last, HRM changes the organization behaviour by
making a well and good culture in the company.
• Most of the employee quit their jobs as they has not satisfied with the work
environment and culture.

External and internal factors can affect HRM decision-
making in relation to organizational development
• External Objectives.
• Economy :In internal objectives the first factor is economy, which is the important part
of the organization.
• Every department has its own economy scale from which a management create and
apply their plan according to the economy values. This factor includes GDP and
demands.
• HR management has a responsibility of payroll system and organizing any events
which obviously requires sufficient money to exhibit the functions and events and also
take care of the economy which has been spent on such activities.

Cont...>
• Labor Market: The human resource management is having a duty of recruiting and
providing the training sessions for them.
• The person who is working in a company for the purpose and that is money or income
and management have to offer them a salary according to their job role, skills and
knowledge.
• Demographic : This factor includes the demographic of the person which includes the
age, gender, religion, education, nationality and other.
• Organizations should track the information of the employee for getting known about
them.

Cont...>
• Internal Objectives.
• Industry growth : All the credit of population of the employee in a company goes to
HR management field.
• A human resource has a duty of searching, recruiting and hiring the personality which is
suitable for the company development and growth.
• As the number of employee increases then it is obvious that work process and deadline
will be completed before and on the time. Because of these activities only a company
can be driven to a successful growth.
• Industry attractiveness : In a company, it is obvious that when a consumer can only
attracted through a presenting and talent from which they have a skill to earn a
respected growth.

Cont...>
• Technology : The decision-making process of human resources planning is affected by
such technology as for example companies that utilize the greater and effective tool for
recruitment and fulfilling the employee needs in the context of job roles and
management.
• Competitive climate : The most important and major factor that affects the human
resources planning in the development of the organization.
• Most of the company including retail and manufacturing also track the competitive
company strategy and model from which they can understand the unique methods of
them, and they will be able to put more efforts and hard work to make a better strategy
or theory in the similar market.
• In the modern era, the car manufacturers are also increasing and improving their
ideologies from which it is making a huge craze among people from different countries
and regions. Looking at this, Aston HR management makes a different theory and

Reflection
• In my role of Human resource administrator I managed the car manufacturer
organization management.
• I believe in providing the proper training session to an individual employee and it really
helps me to conduct a better management.
• Being a responsible HR I should focus on the development of the company and should
make plan from which it will be beneficial for every one but I need to improve my
management skills by providing the concentration on the performance of the company
and employee relations.
• Focusing on the performance includes the attendance, employee relation, leadership and
decision-making skills along with problem solving ability.

Cont...>
• I make a proper decision-making process and planning which will be very useful to me
and company.
• Consumer and employee both requires a comfortable and good environment to increase
the productivity.
• Along with this, for increasing the company growth I need improve my evaluation on
the employee performance and needed to build an extraordinary relation among people.
• When a person is free and feel a bonded then only an individual will tell about the
obstacles, suggestions and demands which they wanted to be fulfilled.
• I have to increase my ability so that I can make a proper conversation with the
employee, and they also can feel to convey their messages directly to me without any
hesitation and nervousness.

CONCLUSION
• In this report it has been concluded about the various functions of the HR management.
• It has been proven that human resource department is the most important part of the
company and plays a vital role to sustain the organization performance.
• In previous studied also it has been studies that many business tycoons started to make
an HR team for the company growth and gain an excellent result in the company.
• The report is describing the different area which helps a company to sustain their
performance at global environment and what effects do the company get.
• Along with this, it also mentions the HRM contribution towards the recruiting and
retaining skills which makes a better understanding to the employee.
• At last, it expresses the external and internal factors which affects the HR management

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