William Blue College - HRM101: HRM Concepts & Employee Retention

This portfolio provides an analysis of Human Resource Management (HRM) concepts, focusing on employee retention strategies within an organization, particularly SA Health. It evaluates functional, numerical, and financial flexibility within the organization, along with its organizational structure and the roles of HR managers. The portfolio delves into employee retention policies, examining factors such as work flexibility, health and wellness benefits, rewards and recognition, and personal development. It also includes a job description and performance review method, utilizing a 360-degree feedback approach with integrated training processes. This document is available on Desklib, a platform offering a range of study tools and resources for students.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the University:
Name of the Student:
Authors Note:

1Human Resource Management
Task 1:
Description of the Company:
The South Australian Government takes the health issues of the people of the country
very seriously, and tries to deliver the best services to its people, and in order to that, the
government personally supervises the heath policies taken by the health organizations, and
ensures the services that the organizations are providing are fulfilling and successfully
reached to the people of the country. However, amongst many organizations, the SA health
organization is one of the prominent health organization, running the industry for a long time
now.
Functional Flexibility: SA Health is a committed health organization providing and
protecting the health of the people with the proper implementation of leadership programs,
including health reforms and health and medical researches, providing health services to the
public and by incorporating certain policy developments and planning for the health reform
and health well-being of the people. It also collaborates with other organizational bodies and
contribute to the well-being of the people with a holistic attitude ("About SA Health :: SA
Health", 2019). Numerical Flexibility: They have collaborated with the Department of
Education, Department of Planning, Transport and Infrastructure, Department of Human
Services and Department of Treasury and Finance.
Financial Flexibility: The organization includes both insourcing and outsourcing structures
of payment to the employees. The inhouse employees are paid by the organization and the
companies that have collaborated with this organization are outsourced by the other chains
("About SA Health :: SA Health", 2019).
Organizational Structure:

2Human Resource Management
The organization, along with designing the planning and policy structure for the people and
for the other bodies, they also include a proper structure and planning strategies that includes
policies for employee involvement, employee management and employee retention.
Therefore, the HR Department of the organization is centralised and the roles of the
employees are clearly determined, which helps the organizations to achieve a smooth
structure ("About SA Health :: SA Health", 2019).
Roles of the Human Resource Managers:
The portrayed picture shows the division of the human resource structure. The
Strategic functions are played by the HR Directors of the company, the operational functions
are played by the Human Resource Manager and the Risk management Coordinator, and the
functional services are provided by the Management analysts, technicians, clerks and the
people hired for the part- time services.

3Human Resource Management
Task 2:
Therefore, in the following essay the employee retention policies, that are included
and implemented by the organization, will be evaluated and the retention level of the
organization will be illustrated.
Employee Retention:
Employee retention, can be regarded in two ways. The first definition refers to the
policies whereby, the management department of an organization tries to retain the
employees in the workforce, through the implementation of proper strategies and ensuring
that the employees are satisfied with the benefits that they are provided with and are coming
up with lesser amount of grievances (Gupta & Sharma, 2016).
Levels of Employee Retention:
A lot of factors contribute to the employee retention policy, and it is seen that certain
employees have higher number of employee turnover, than others]. The underwritten are
some of the factors that contribute to the employee retention policies of an organization.
Work Flexibility:
It is often seen that the organizations that provide the employees with a flexible work
shifts or work timings are more likely to retain the employees. It is especially true for the
modern day organizations, and it is seen that the organizations following the traditional
methods of work shifts are less likely to retain the employees as compared to the modern day
organizations (Das & Baruah, 2013). The concept of Wok from Home, is another approach of
maintaining the employees. It provides them to maintain a work- life balance.

4Human Resource Management
Health and Wellness Benefits:
The organizations that provide health benefits to its employees are more likely to
retain its employees for a long term process. However, certain organizations have been
perceived with including the health benefits for the family of the employees as well. This
particular perk provided to the employees, work as a motivational factor and contributes to
the employee retention policies of the organization (Terera & Ngirande, 2014). More
importantly, this shows that the employers are concerned about the health issues of the
employees of the organization since the employees invest the most amount of the time of the
day at the workplace.
Rewards and Recognition:
The recognition of the top performers of the organization and the valuable
contributors of the organization and the effective reward strategies for the same not only
work as a motivational factor for the employees, but also it contributes as a retention factor
for the employees (Bryant & Allen. 2013). The organizations that are perceived with such
reward and recognition policies are seen to be more adapt in maintaining the employees.
Personal Development:
This factor also works as both a motivational factor and as a factor of retaining the
employees. The organizations that are seen with giving the employees the space to include
innovation and personal opinion into the systems of the organization, or into their work that
they are supposed to do, are more likely to retain the employees. This enables the employee
to explore themselves and their modes of working which motivates the employees, thus
contributing to the employee retention (Cloutier et al., 2015).
However, along with these, there are certain other factors, such as the compensation,
monetary benefits, work life balance of the employees, and an effective an effective

5Human Resource Management
communication system, also contribute to the employee retention of the organization. Thus,
in order to maintain the employee retention policies into the organization, the management
system of the organization must employ the above mentioned factors effectively. As a
concluding point, it can be added, that these factor are universal and can be observed to be
followed by the organizations, across the world.
Task 3:
Job Description:
 Research, investigate, and present information as relegated.
 Develop standard and specially appointed reports, formats, dashboards, scorecards,
and measurements (Dormann et al., 2013).
 Meet with the board to talk about and elucidate demands for tasks, feature issues, and
make proposals to address issues and needs.
Qualifications:
 University Degree.
 Relevant experience in the similar field.
Performance Review Method: the performance review method used by the organization is a
360degree method, incorporating feedback and training processes.
This particular review method includes a holistic approach, as it includes both the feedback
processes and the training programs (Nguyen, Reiter & Rigo, 2014). The training program
will depend upon the feedback process and the later will include feedbacks from both the
employees and the managers.

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References:
About SA Health:: SA Health. (2019). Retrieved from
https://www.sahealth.sa.gov.au/wps/wcm/connect/public+content/sa+health+internet/
about+us/about+sa+health
Bryant, P. C., & Allen, D. G. (2013). Compensation, benefits and employee turnover: HR
strategies for retaining top talent. Compensation & Benefits Review, 45(3), 171-175.
Cloutier, O., Felusiak, L., Hill, C., & Pemberton-Jones, E. J. (2015). The Importance of
Developing Strategies for Employee Retention. Journal of Leadership, Accountability
& Ethics, 12(2).
Das, B. L., & Baruah, M. (2013). Employee retention: A review of literature. Journal of
Business and Management, 14(2), 8-16.
Dormann, C. F., Elith, J., Bacher, S., Buchmann, C., Carl, G., Carré, G., ... & Münkemüller,
T. (2013). Collinearity: a review of methods to deal with it and a simulation study
evaluating their performance. Ecography, 36(1), 27-46.
Gupta, N., & Sharma, V. (2016). Exploring employee engagement—A way to better business
performance. Global Business Review, 17(3_suppl), 45S-63S.
Nguyen, A. T., Reiter, S., & Rigo, P. (2014). A review on simulation-based optimization
methods applied to building performance analysis. Applied Energy, 113, 1043-1058.
Terera, S. R., & Ngirande, H. (2014). The impact of rewards on job satisfaction and
employee retention. Mediterranean Journal of Social Sciences, 5(1), 481.