Report on Human Resource Management: Training, and Performance

This report provides an overview of key Human Resource Management (HRM) practices, including training sessions, job descriptions, person specifications, recruitment and selection, performance management, and employee relations. It highlights the importance of well-written job descriptions and specifications for effective recruitment, as well as the role of performance management in identifying training needs and potential promotions. The report also discusses the significance of positive employee relationships and the need for organizations to provide adequate training, knowledge, and a safe workplace. It references Toyota as an example of a company with strong employee relationships and cites academic sources on HRM strategies and challenges in contemporary contexts such as the COVID-19 pandemic and the integration of artificial intelligence.

Human Resource Management
(Part-2) Training session

Job descriptions and person specification-
• HR is highly responsible for preparing different types of
job description as well as designing the person
specification for the job chosen.
• They are also responsible for evaluating the workforce
requirements in the organization.
• Well written job descriptions is the communication tool
which helps the candidates to understand its roles and
responsibilities.
• The main strength of an effective job description and
specification is that it helps in better recruitment in the
organization.
• The biggest weakness of job description and specification
is that they can be limiting.

Recruitment and selection in practice-
• Selection is the best practice of the HR as they
are only responsible for hiring the skilled
employees.
• The strength of the recruitment and selection
process within the organization is that it helps
in attracting the strong talented and skilled
employees for the organization.
• Hiring the companies employees for the other
position limits the entrance if the potential
candidates.

Performance management-
• Managing the performance of the organization is very important to achieve the
goals and objectives of the organization.
• HR of the company is responsible for this which can be done by providing
training and development to the employees.
• The performance management enables the organization to understand the
training needs of the organization as well as helps in identifying the right
employee for the promotion.
• Performance management may lead to demotivate the employed also by getting
unfair results and they may leave the organization .

Employee relationship-
• It is the connectivity between the employers
and its employees.
• The employees having positive relations in
the organization works more effectively and
smarter.
• It may create manager and employee
boundary as well as it can lead to
communication complexity.

Conti...
•This helps them to raise their voice for any problem
in the organization.
•Managing the performance of means to provide them
utmost training and knowledge, providing safe
workplace to achieve the organizational goals.
•Job satisfaction among the employees by providing
them rewards for contributing best for the company
will be maintained.
•Toyota has the best employee relationship which
helps them to achieve the goals.

REFERENCES
Vrontis, D. and et.al.,2021. Artificial intelligence, robotics, advanced technologies and human resource
management: a systematic review. The International Journal of Human Resource Management, pp.1-30.
Azizi, M.R. and et.al., 2021. Innovative human resource management strategies during the COVID-19
pandemic: A systematic narrative review approach. Heliyon. 7(6). p.e07233.
Collings, D.G. and et.al., 2021. Strategic human resource management and COVID‐19: Emerging
challenges and research opportunities. Journal of Management Studies.
Semko, I.A. and Altukhova, L.A., 2021, April. Human resource management in the context of organic
farming development. In IOP Conference Series: Earth and Environmental Science (Vol. 745, No. 1, p.
012020). IOP Publishing.
04/03/22

THANKYOU