LO1 Explain the Impact of the Role of HRM in Creating Sustainable Organisational Performance

Here are the complete solutions for the learning outcome 1 Explain the impact of the role of HRM in creating sustainable organisational performance and contributing to business success.

1. Study and compare different HRM areas of the organisation and their contribution towards sustainable organisational performance.

Human Resource Management depend on the multiple areas within the organisation and every area contains a great contribution profoundly to the sustainable performance of the organisation.

• Recruitment and talent acquisition

The useful practices of recruitment certify that the organization is attracted towards versatile and skilled talent. Hiring individuals who are in alignment with the values and goals of the organisation provides a commitment and engagement culture that is significant for long-term sustainability.

• Development and training

Invest in the program of employee development to increase job satisfaction, capabilities and skills. Employees with great training are more adaptable to change, positive contributions to Innovation and want to stay in the organisation for a long time.

• Performance management

The system of performance management provided reward-based, recognition and feedback on the contribution of employees. The alignment of the individual goals with the objectives of the organisation certified that employees recognise their roles in the sustainability achievement with performance outcomes.

• Well-being and employee engagement

Human resource management has a great priority on the well-being of employee and their engagement and has a great contribution to the sustainable performance of the organisation. It also provides a supportive environment of work which promotes mental health, a balance of work life and inclusion and diversity initiatives which increase the satisfaction of employees, resilience of organisation and retention.

• Leadership development and succession planning

To develop the future leaders from the organisation certify the sustainability and continuity. The plan of success also identifies the great potential of the employees and makes them able to work in leadership roles.

2. Review the changing nature of the organisation due to various internal & external factors. Explain how this changing nature affects developing people with the right skills and knowledge.

Changing attributes of the organisation have a great influence on external and internal factors. It also has a great implication for people`s development with the right knowledge and skills. Internal factors including organisational restructuring, advancement of technology and workforce shifting demographics can redesign the requirements and roles of jobs. External factors including market competition, globalisation and changes in regulations influence the dynamics of the industry and strategies of the organisation.

As organisations evolve, therefore knowledge and skills are needed for success. Technology advancements include the professional demand for software and tools of the digital world. The globalization of the market can also require the employees to have the cross culture items of the communication and international achievement of the business. In addition, the restructuring of the organisation also has great resilience and adaptability in change navigation.

To check out all these evolving requirements, organisations must prioritise the development initiatives of employees. The training programs, continuous learning opportunities and initiative of upskilling equip the employees with the mandatory competencies to thrive in a dynamic environment. Moreover, it also provides the innovation culture with an agility that encourages the employees to embrace the change and proactive skills acquisition. By investing in workforce development organisations can certify that employees will remain resilient and adaptable and have the potential to drive the success of the organisation in the external and internal landscape.

3. Examine the contribution of HRM towards the changing nature of contemporary business.

HRM have a significant role in shaping the changing nature of contemporary business through organisation objectives alignment with the capital of strategies of humans. It provides agility through technological advancement adaptation, ships of demography and globalization. The initiatives of Human Resource Management drive Talent acquisition, retention and development. It certifies the adaptable and skilled workforce. Additionally, human resource management also provides inclusion diversity well-being of an employee fostering resilience and innovation in the dynamic environment of business. Human resource management served as a significant strategic partner in the change navigation of the organisation and driving sustainable success in the contemporary landscape of business.

4. Critical evaluation of the recruitment & Selection as well as employee retention to employ the best people from the existing labour market in order to achieve the business objectives.

The retention of employees, recruitment and selection are the significant components in retaining and acquiring top talent for the versatile objectives of the business. The beautiful recruitment in the foster diverse channels attracts candidates who are familiar with the culture of the organisation and have the requisite skills. Critical evaluation in the process of recruitment entails checking out metrics like candidates` satisfaction and time-to-fill to certify fairness and efficiency.

In the same way, the retention strategies of employees have the grade aim to provide a supportive environment of work that provides opportunities for growth and competitive compensation. Evaluation includes the analysis of the turnover rate and conducting interviews to identify the factors of retention.

With the critical evaluation selection, recruitment and practices of retention, the organisation may optimise their workforce, and enhance competitiveness, innovation and productivity. The alignment of the efforts with the objectives of business certifies the motivated and skilled workforce capable of challenges meeting.

5. Critical evaluation of the strengths and weaknesses of the HRM function of your organisation and its contribution towards creating sustainable organisation performance while achieving business objectives.

The functions of human resource management have a great contribution to the sustainable performance of organisations and business objectives achievements. It is aligned with the strategy of the goals of the companies that certify the initiative of human beings source and support the broader strategies of the organisation. In addition, human resource management provides an optimistic culture of organisation by promoting inclusion, diversity and welding of employees that enhance the engagement and productivity of employees. Furthermore, human resource management also demonstrates proficiency in development and acquisition. It certified that the organisation contains the right skills to meet the recent and future requirements.

On the other hand, some limitations obstruct the functions and effectiveness of human resource management. One of the weaknesses is the utility in responding to the quick changes in the environment. In addition, the process of human resource management is also overly rigid or bureaucratic, it is impeding with flexibility and innovation. Besides they are must be some gas in the training and development programs of the employees which limits their enhancement of skills and progress opportunities in their career.

Despite having these weaknesses, the function of Human Resource Management plays a significant role in generating the sustainable performance of the organisation. By addressing the limitations through the ongoing improvement initiative and strength leveraging, HRM may increase its contribution to business objectives achievement and provide long-term success.