Evolving HRM discussin-
Moving forward with the knowledge you have gained from this course as well as any work experience, what issues d o you think will become increasinly important to HRM: explain your answer. You must use at least two scholarly sources and one source from popular literature to support your position.
RESPOND TO YOUR CLASSMATE BELOW:
EDWARDS DISCUSSION PLEASE REPLY:
I believe that the number one issue that will be vital to human resource management will evolve around being able to not only develop employees where they become a factor for success, but to retain them as well. Each complany devotes “time and money to groom a new joiner, make him/her a corporate/market ready material and bring him/her at par with existing employees. the institutions is completely at loss when the employees leave their job once they are fully trained” (Balakrishnan, 2014, p.69). to truly train a candidate to reach their highest potential, it takes time and effort through other workers and managers who become mentors and using their tactile and auditory skills to teach. Not to mention that a complany has to spend time and money on hiring another candidate and the company has to deal with a decrease in productivity until another work fills the vacancy.
I know few people that were paid well but still left their job due to the nonchalant and careless personnel they has to work around. “Professionals and support staff, regardless of their functional areas, wish to be treated as, and work with, other professionals. In short, they want a positive climate in which to work” (Anderson, 2000, p. 51). HEM has to make sure that management creates a positive work climate to all employees, which can be done working alongside them. “Once an employee leaves an organization, they are placed back into the vast job market. IN many cases, employees may begin to work for a competitor and apply knowledge from their previous employement to their new one”(Edwards, 2015). A company with a high turnover rate will lose profits beause previous employee will be able to share their experiences with competitors that hire them.
Anderson, P., & Pulich, M. (2000). Retaining good employees in tough times. Health Care Manager, 19(1), 50-58.
Balakrishnan, L., & M, V. (2014). A study on retention strategies followed by education institutions in retaining qualified employees. SIES Journal of Management, 10(1), 69-80.
Edwards, A. (2015, Apr. 22). 5 reasons to retain employees. Retrieved form https://blog.datis.com/2015/04/22/5-reasons-to-retain-employees