BM632 CW2: Analysis of HRM Problems, Solutions, and Planning

This report, prepared for BM632 CW2, delves into the critical challenges within Human Resource Management (HRM). It begins by identifying key issues such as employee retention, salary dissatisfaction, and the need for talent management in a competitive marketplace. The report then proposes creative and innovative methods for addressing these problems, emphasizing employee engagement through trust, autonomy, open communication, and recognition programs. A detailed plan for implementing the proposed solutions is presented, focusing on skill development, defining goals, and utilizing a learning management system (LMS) to track progress. The report concludes with recommendations for addressing potential issues, including career development, work-life balance, and competitive compensation. The report emphasizes the importance of fostering a positive organizational culture, prioritizing employee well-being, and creating a flexible and engaging work environment to enhance employee retention and overall organizational success. The references include books and journals that support the claims made in the report.

BM632 CW2

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Identification of the problem in HRM.........................................................................................3
Application of the creative and the innovative methods for the production of possible solutions
......................................................................................................................................................3
Plan for implementation of the solution.......................................................................................4
Recommendations for the potential issues .................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
The human resource department plays an important function in making sure that there is
increased productivity in the organisation by making sure that these organisations has the needed
workforce with the motivations and the needed expertise. This report will discuss the
identification of the problem or the issues in the HRM, the implementation of the innovative and
the creative methods for the production of the potential solutions, planning for the
implementation of the solutions and the recommendations for the potential solutions.
MAIN BODY
Identification of the problem in HRM
There is an increased competition in the marketplace about the employees. Organisations
everywhere are seeking to enlarge their business and are open for the new opportunities. From
the point of view of the human resource, there is an increased amount of the pressure fro the
company to retain their most talented employees and also offer them with the best advantages for
the benefit of the company for the longer period of time (Rawat and Raj, 2021). The main issue
in the function of the human resource is to retain the right employees in the suitable jobs while
also keeping in mind that the employees are the capital resources of the company. According to
the research, retaining the employees in the organisation has become more important than it was
before. In the existing marketplace, there are a number of opportunities for the people and so this
becomes a kind of disadvantage for the companies as the employees can leave the jobs if they do
not want to work or are not satisfied with the existing job. The main issue in the employee
retention are the salary dissatisfaction, increased job opportunities, unreal expectations of the
employees, no chances of the job rotation and the selection of the wrong candidate which creates
the hindrance in the success of the organisation.
Application of the creative and the innovative methods for the production of possible solutions
Employee engagement involves the detailed plan about the ways in which the employees of the
company can be retained. The strategy of the employee management includes the measuring of
the engagement, the goals and specific objectives for enhancing those metrics, the calculated
budget for the initiatives related to the engagement and the clear tactics for the ways to improve
the engagement. Applying of the innovative and the creative methods about the production of the
potential solutions includes starting with trust, which helps in engaging the employees, offering

the people with autonomy, examining the communication and the alignment, acquiring
information about the people, getting to know them and also displaying concern for them,
executing a peer to peer programme of the recognition for celebrating the small wins, providing
the opportunities related to learning and the continuous education, developing a work place
environment which is transparent, implementing the activities of the workplace in a flexible and
nimble manner and allowing the employees to give the positive feedbackMoreover, developing a
safe workplace for the team to work in a psychological way, creating a balances culture in the
culture of the company and be deliberate about it, increasing the development of the team and
encouraging a sense of the community (Al-Harazneh and Sila, 2021).
Plan for implementation of the solution
Encouraging the development of the skills
By encouraging the employees for the training will eventually help them to succeed at the jobs.
But the employees should also get acquired with the additional skills that will assist them in their
professional development. By doing this thing the employees can improve into their new job
roles in the organisation rater than looking for the opportunities anywhere else.
The plan for the implementation of the skill development includes
Defining the goals or objectives- It includes stating or creating the goals of the organisation and
then discussing them with the employees accordingly about their individual objectives.
Examining the prevailing strengths and the weaknesses- This thing can be done by carrying out
a SWOT analysis which helps in evaluating the skills that the employee currently have and
identifying the issues that must be worked upon.
Developing a plan of action- In this point, the ideas are converted into the plans that are
workable and includes the objective to develop particular actions to get completed.
Executing the plan- It involves the employees and the managers to making the reality out of
their ideas (Thite, 2018).
Development over time- It includes analysing on the success and the failures of the plan which
can help the company in the long run.
Also, there exist a learning management system (LMS), kind of a software which can prove out
to be very useful in keeping the track of the progress of the employees and add extra
developmental activities in assisting the staff to fulfil their objectives.

Recommendations for the potential issues
The potential issues in the employee retention includes the morale of the employee, lack of the
career development, poor relationship between the employer and the manager, lack of
recognition, work life balance, training and on boarding, poor well being of the individual,
compensation of the employees. For the retention of the employees, the organisation must
 Invest in the career of the employee
 Emphasis on the manager
 Identify the contributors of the employees
 Re examine the compensation
 Taking into consideration the benefits package
 Making the work-life balance as the top priority
 Develop the pathways for the growth of the employee
 Enhance the culture of the organisation
 The hybrid and the remote options must be prioritized (Wes, 2018).
 Emphasize on the flexibility
 Providing the employees the tools for the success
 encouraging the health and the well being of the employee
 The salary structure and the advantages must be competitive
 Recruiting the right person from the start
 Decreasing the employee pain
 Having the leaders and not the bosses
 Maintaining an eye on the managers
 Creating employee engagement
 Developing a brand which the employees can be proud of (McColl and Michelotti,
2019).
The turnover of the employees and the retention of the staff is one of the most crucial problem
and there exists multiple factors at the work which involves the economy, generational factors,
the changes in the work places and much more

CONCLUSION
This report will discuss the identification of the problem or the issues in the HRM, the
implementation of the innovative and the creative methods for the production of the potential
solutions, planning for the implementation of the solutions and the recommendations for the
potential solutions. Because of various challenges or problems that the human resource
department is facing, there is a requirement for the firms for adopting the appropriate and the
workable plans and the policies which will eliminate the challenges and also making the methods
for dealing with this kind of the challenges.

REFERENCES
Books and Journals
Al-Harazneh, Y.M. and Sila, I., 2021. The impact of E-HRM usage on HRM effectiveness:
highlighting the roles of top management support, HR professionals, and line managers.
Journal of Global Information Management (JGIM).29(2).pp.118-147.
McColl, R. and Michelotti, M., 2019. Sorry, could you repeat the question? Exploring video‐
interview recruitment practice in HRM. Human Resource Management
Journal.29(4).pp.637-656.
Rawat, R. and Raj, K.R., 2021. CONTEMPORARY ISSUES IN HRM-FOCUSING ON THE
COVID-19 SCENARIO. AGAMYA 2021.
Thite, M. ed., 2018. e-HRM: Digital approaches, directions & applications. Routledge.
Wes, H., 2018. HRM issues and implications of the process of'localisation'. In Human resource
management issues in developing countries (pp. 61-69). Routledge.