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Importance of Human Resource Management (HRM) in organizational management

In the first week of learning, we have been introduced to the study of Human Resource Management that is considerably one of the vital chapters in the organization management process. According to Aswathappa, (2013) and Marchington et al., (2016), the different aspects of HRM includes the concepts, models, strategies and characteristics including the strategies for altering employment contract, business strategies, and the interrelations of HRM with the culture and structure, along the functions.

This lesson helped us interpret that HRM in an organization is not just about gathering employees from just gathering the employees. I learnt the differences and the impact of HRM with the personnel management and helped understand the interrelation of HRM with the organizational culture and the structure.

This lecture was helpful for me to evaluate that every HR manager should posses all the managerial qualities in order to manage the organizational work culture as well as the strategies that directs the organization towards its goals and prospects. This lesson plan assesses the interdependency between the organization and HRM. After evaluation it can be concluded that HRM in more than just managing the strategies and can be used as one of the crucial tool to determine an organization’s prospects.

With the knowledge attained from this learning module, I would effective utilize the HRM functionalities in managing an organization and its strategies. I would use it to take the essential actions whenever necessary in order to mitigate any rising crisis.

This lesson details about the functionalities, the significance and the framework of HRM in the terms of organizational operations and the economic growth. Details about the global economic circumstances and the HRM’s role in its management have been explained. Information related to the current economic scenario and the changes in the workforce along with the employment nature has been outlined. According to Storey, (2014) and Armstrong & Taylor, (2014), HRM influences the workforce and deals with issues with related to gender equality and impact of the industrial relations on the organizations.

This lesson helped me connect the relevance about the significant roles of HRM with the organizational challenges and how they are mitigated. On personal note, I feel that in the indifferences in the workplace due to gender discrimination and workplace conflicts as well as how the crisis can be well managed by using the functionalities of HRM.

From the lesson, the knowledge about the influence of HRM on the economic prospects of an organization and how it is effectively handled was very useful in the understanding of the economic scenario. On my opinion, HRM would help deal with the crisis that can rise in a workplace, related to gender inequality and conflicts between the organization and the work force unions.

With this knowledge, I can use these fundamental to deal with the economic backlogs of the organization in which I would be working. Using these fundamentals, I can successfully mediate any communication gap or discrimination in the organization and create harmony in the workplace.

This module gives detailed information about the planning strategies that are used in HRM and the crucial relationships it shares with the organization as well as the managerial programs. This segment deals with the systematic approaches as well as the blending techniques of the qualitative and the quantitative HR planning in HRM. According to Purce, (2014) and Daley, (2012), the external and the internal environment of the organization influences and affects the HR strategies of an organization. One a final note this lesson program further explains about the advantages and the disadvantages of Human Resource Planning.

Different aspects of Human Resource Management like concepts, models, strategies and features

From this lesson module I can visualize that HR planning along with job analysis, as well as the reinforcement of all the other core HR activities are the crucial functions within the organization. I feel that it is extremely essential to understand the value of diversity in a

On my opinion, I understood that planning in HR is one of the strategies to effectively use to deal essential relationship between the HRM and the organization. This learning module was extremely valuable since I learnt about the blending techniques of the qualitative and quantitative approaches, which can be fundamental in solving certain liabilities and understand the impact of the external and internal environment on the strategies of HRM.

On my future prospects as an HR I can adopt the methods of planning in Human Resources  since it would be my primary field of application. Using these fundamental of HRM that I have newly learned, I can use it to manipulate the influence of the external and internal environment in my future strategic planning, so that they are not nullified by those influences making them ineffective.

This module details about the recruitment and the selection of candidates in an organization. As cited by Taylor, (2014), the effective ways of attracting the right talents and the importance of application of such recruiting methods of selecting the right candidate for the job is utmost necessary for an organization. This lesson elaborates on the conditions of selecting the appropriate person suitable for the designation. This module also elaborates on the limitations of recruiting candidates from different sources and by different methods. Detailed information has been provided on the methods of short listing, screening and selecting the candidates for these jobs.

From this module, I can understand the importance of recruiting and selecting the candidates using the appropriate methods of short listing and selecting. The method of recruiting candidates is a detailed process of short listing, screening and selection since the candidates would determine the productivity and the performance of the organization (Costen, 2012). It can also be interpreted that the right person for the job would ensure a higher job satisfaction.

From this learning module, my opinion regarding the recruitment and selection in an organization has diversified learning about the whole process in details. This also helped me understand about the rationality of conducting the process in details. I think this process is extremely crucial since it is about recruiting the right employees in the organization, who are considerably the key workforce.

Taking lesson from this learning module, I would use these fundamentals while recruiting and selecting the right candidates for the organization in which I would be working. Furthermore, I would keep in mind about the limitation in the recruitment and selection process and avert it using the right strategies to select the appropriate employee for the job.

This lesson module details about the process after the recruitment and selection of candidates.  Effective strategies should be applied in order to retain the selected candidates in the organization as well as understand the needs and demands of the candidates to help them keep interested and motivated (Aguenza & Som, 2012). This lesson describes the methods and the significance of developing the talents of the young minds and the fresh talents and how they can be used for the purpose.

Approaches and perspectives of HRM in terms of organizational operations and economic growth

From this respective lesson, I understand the HR has to play the role of a mediator and manipulator in order to maintain a balance between the employees and the organization. By understanding and motivating the candidates, can help them work better and stay in the organization for longer periods as well as develop their working skills (Deery & Jago, 2015).

This lesson plan has been extremely helpful for me, since I understood the significance of employee retention and employee motivated, to help them perform better. I consider that the employees should be constantly motivated and understood to help the stay in the organization for longer periods and keep them performing.

This lesson is essentially helpful for us since I understood the importance of employee retention and motivation. I would apply the same functionalities while working for an organization and help retain the employees by understanding their needs and keep motivating them to perform better.

This lesson plan effectively details about the performance management and its significance in the organization. According to Terera & Ngirande, (2014), HRM utilizes the effective strategies to handle and improve performance including the evaluative methods to identify and improve the performance of the employees, have been provided in the learning module.

As a part of the learning outcomes, I feel that the performance of the employees not only affect them but the organization as a whole. Effectively identification and handling of underperformance is important to avert organizational disasters (Kwenin,  Muathe & Nzulwa, 2013). Thus according to me efficient identification of performance issues can successfully cope with the organizational productivity and adversity.

This lesson is another new learning experience for me that helped me evaluate that performance is one of the key components of the driving force of the organization that needs to be monitored to enhance the productivity and operations. I feel this experience useful since it helped me link the performance management with the organizational productivity.

This module is beneficial since it would help me execute the responsibilities of an HR manager to identify and mitigate the issues that leads the employees to underperform and direct them with the correct incentive thus benefiting the organization in return. I would utilize the different programs and strategies to help the employees cope with underperformance issues.

This module explains the reward system of an organization and details about the method how an employee is provided with the remuneration against the service. This lesson identifies the strategies that would help the organization design the reward system of an organization and how it should pay its employees as well as the incentives in terms of better performance.

According to Salvendy, (2012,) all the individuals work under a driving force. Rewards and recognition is one of the factors that is responsible for the motivation and the performance of the employees that needs to be strategically formulated to help the employees keep interest in the job (Reese, 2015). This helped me understand the gravity of designing the reward system to help the employees perform better and keep them motivated for self-assessment and improvement.

Planning strategies used in HRM and the interstitial relationship between HRM and the organization

This lesson helped me in evaluating the significance of the rewards and remuneration as well as helped me understand its influence in motivating the employees to perform better. I consider this learning important since all the employees work hard to earn a good reputation and remuneration and this module helps me understand the significance of the remuneration system.

With help from the learning process, I would design and plan a strategic reward and recognition system in the organization where I would choose to work in the future, to keep the employees motivated as well as keep the tempo of the working pattern stable as well.

Managing the workplace health and safety is one of the necessary things that should be kept in the mind while managing an organization (Cahn & Abigail, 2014). A safe workplace is both expected and cost effective and can be achieved with strategic measures. WHS is one of the important strategies that needs to be maintained in an organization (Tjosvold, Wong & Feng Chen, 2014). This lesson plan details about the workplace health and safety as well as the methods of precautions that needs to be taken while managing the same.

The lesson module helps me gain insights about the workplace hazards that can rise at any point of time and helps me connect the functions of HRM to control such crisis at times. This module helps me understand that HRM is also functional is solving crisis like accidents, bullies, workplace shifting, work shifts, unsafe working conditions. I feel that the efficiency of the HRM strategies would help solve the issue related to these crisis.

Under the influence of this lesson, it is of my opinion that HRM is also functional in the promotion of harmony and peace in the workplace and help the organization perform better. This is valuable for me to understand since being an HR, it would be my responsibility control the environment of the entire workplace.

On taking a job as an HR, I am going to imply the strategies that I have learnt in this lesson plan to effectively establish a peaceful and harmonious environment in my workplace, using proper induction and policies, to help the employees and the organization work in smooth synchronization.

This learning module explains about the different crisis and conflicts that can arise in the organization and the workplace. HRM details about the types of conflicts that can come up as well as the different strategies that can be adopted to help resolve these different types of conflicts at work (Deyoe & Fox, 2012). This lesson further explains about the conflict management style and the conflict management model to avert the crisis.

After learning from the module, I can interpret that crisis can arise in the workplace and can hamper the healthy operation of the organization. This crisis can be mostly due to conflicts at work caused by differentiation in the opinion between employees. HRM plays an important role as a mediator to manage these conflicts by understanding and classifying the source as well as cause of the conflicts using different strategies (Kazimoto, 2013).

Importance of shortlisting and selecting the right candidates for job satisfaction

Based on my personal opinion and perception, I can evaluate that HRM can effectively manage any crisis or differentiation between two bodies or individuals in the workplace. As per this learning experience, I can understand the HRM has several roles to play including creation of a rapport between two different opinionated bodies, which I consider important for maintaining a good understanding within the organization.

On taking up the responsibilities of an HR, I wish to manage the conflicts at work using the different strategic methods and intervene between the conflict to prevent further escalation, using proper communication and induction.

This module explains about the efficiency of the HRM management in managing all the functions that has been allotted under HRM. This segment explains about the gaps or the improvements that can be done in addition to increase the efficiency of the HRM management of an organization. This module further discusses about the methods in which the HRM can be evaluated as well as the crucial challenges that are faced by HRM and subjected to change and improvement.

The evaluation helps understand the necessity to understand the efficiency of HRM and evaluate it to help understand the effectiveness of HRM in the management of the organization and the challenges that needs to be met, to increase the competence of the existing HRM (Kavanagh & Johnson, 2017). I find this evaluation process to be extremely important since HRM is a most important managerial tool keeping it updated and refreshed in utmost important, so that it can perform it responsibilities in an efficient manner.

The essence of evaluation  of HRM as well as the identification of the drawbacks of the existing HRM in the organization is necessary, since it would help the existing HRM to evolve into a more advanced and effective one (Massingham, 2014). From my perspective, I consider that evaluation HRM is important and necessary since it performs to maintain all the other functionalities, its own setbacks and efficiency should also be evaluated to understand the lacks and gaps, so that it can be filled and rectified.

Since I would be joining an organization as an HR in the future, it is important for me to understand the importance of self evaluation of HRM efficiency and I would use several feedbacks and self evaluation methods to identify the effectiveness of the HRM duties that I would be executing.

This learning module deals with one of the core functions of HRM in an organization. This details about the analytical approach of the managing the workforce and to ensure that the needs and priorities of the organization is met in terms of the legislative, regulatory, service and production parameters has been explained. The classification of the workforce plan has been determined on basis of short, medium and long term. This learning module also deals with the analysis of the employee behavior pattern as well as risk management.

This learning module helped me understand the significance of analyzing the co relation of the organization and the workforce. This helped me gain new perception regarding maintaining the workforce in an organization, to control their performance and the organizational productive as well. This module helped me conclude that the organization performs on basis of the workforce and its compliance with the organizational parameters.

Strategies to retain and develop talents of selected candidates in HRM

This process helped me evaluate the significance of managing the workforce in an organization, which is co related to the productivity of the organization. This is an important theory that helped me understand the value of workforce in an organization, which is one of the key driving forces in an organization as well as the workforce behavior, also indicates the attributes of the workforce towards the organization and the job.

Using the theories and learning from the chapter of managing the workforce, I would scale a strategic plan to mitigate the issues between the workforce and the organization. I would also use the evaluative measure to analyze the workforce behavior that can have a negative impact on the organization.

This chapter deals with the managing of the different cultural attributes in the workforce and the workplace. Diversity management deals with the unification of different perspectives and views based on ethnicity, origin, orientation, gender, educational and lingual differentiation. This topic also deals with the challenges that come due to the diversity in an organization and this topic also elaborates on the strategies that can be effectively used for managing the diversity, recruiting and retaining the employees in an organization.

This chapter helped me develop new insights about the close inter relation between the various departments of HRM. As per my insights, managing the diversity is closely linked with the recruiting and the retention of the employees as well as managing the challenges that can come up resulting in the resignation of the employees, due to diversity challenges.

This learning experience helped me evaluate the significance of managing the diversity in a workplace and its importance with relation to the organization. Diversity management is crucial since it encourages an effective, efficient and creative manner of problem solving. The organization can gain knowledge from different spheres from the diversified employees in terms of business expansion.

This lesson would be crucial for me in terms of managing the diversity in my future workplace as well as mitigating the diversity challenges and the resignation due to the clashes from the opinion differentiation. I would use careful strategic recruitment methods to recruit ad select culturally diversified employees that can be advantageous for the organization in terms of business building. I would use plan strategies to prevent the clashes that can arise resulting in the resignation of employees from the organization or in simple words, I would use strategic evaluative methods to retain the culturally diversified workforce, in turn benefitting the organization.


Aswathappa, K. (2013). Human resource management: Text and cases. Tata McGraw-Hill Education.

Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource management at work. Kogan Page Publishers.

Storey, J. (2014). New Perspectives on Human Resource Management (Routledge Revivals). Routledge.

Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Purce, J. (2014). The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.

Daley, D. M. (2012). Strategic human resources management. Public Personnel Management, 120-125.

Taylor, S. (2014). Recruitment and selection. Strategic Human Resource Management: An International Perspective, 10(6), 139-14.

Costen, W. M. (2012). Recruitment and Selection. The Encyclopedia of Human Resource Management: Short Entries, 379-387.

Aguenza, B. B., & Som, A. P. M. (2012). Motivational factors of employee retention and engagement in organizations. International journal of advances in management and economics, 1(6), 88-95.

Deery, M., & Jago, L. (2015). Revisiting talent management, work-life balance and retention strategies. International Journal of Contemporary Hospitality Management, 27(3), 453-472.

Terera, S. R., & Ngirande, H. (2014). The impact of rewards on job satisfaction and employee retention. Mediterranean Journal of Social Sciences, 5(1), 481.

Kwenin, D. O., Muathe, S., & Nzulwa, R. (2013). The influence of employee rewards, human resource policies and job satisfaction on the retention of employees in Vodafone Ghana Limited. European Journal of Business and Management, 5(12), 13-20.

Salvendy, G. (2012). Handbook of human factors and ergonomics. John Wiley & Sons.

Reese, C. D. (2015). Occupational health and safety management: a practical approach. CRC press.

Cahn, D. D., & Abigail, R. A. (2014). Managing conflict through communication. Pearson.

Tjosvold, D., Wong, A. S., & Feng Chen, N. Y. (2014). Constructively managing conflicts in organizations. Annu. Rev. Organ. Psychol. Organ. Behav., 1(1), 545-568.

Deyoe, R. H., & Fox, T. L. (2012). Identifying strategies to minimize workplace conflict due to generational differences. Journal of Behavioral Studies in Business, 5, 1.

Kazimoto, P. (2013). Analysis of conflict management and leadership for organizational change. International journal of research in social sciences, 3(1), 2307-2327.

Kavanagh, M. J., & Johnson, R. D. (Eds.). (2017). Human resource information systems: Basics, applications, and future directions. Sage Publications.

Massingham, P. (2014). An evaluation of knowledge management tools: Part 1–managing knowledge resources. Journal of Knowledge Management, 18(6), 1075-1100.

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