Human resource management (HRM) is one of the strategic approaches of an organisation that allows for maintaining all the activities in the right direction and efficient management process. This department helps the organisation maintain a competitive advantage and enhances strategic objectives and employee performance. Moreover, HRM works as a middle person between employees and employers. Efficient evaluation of an organisation's recruitment and selection process increases productivity. The HRM department requires different managerial decisions to consider the business environment. Best fit, best practice, and hard and soft HR models are the types of strategic HRM used in the organisation.
Strategic HRM Practices in Toyota
Best Fit
This model, also known as the matching model, considers numerous factors and develops the HRM policies per the business strategy. Further planning, future activities, performance management, and policy evaluation as per the corporate aims are maintained in the Best Fit. Based on the contingency between the HR activities and stage development process, Best Fit maintains the internal structure and external business environment processes, such as clients, suppliers, competition, and labour markets. However, changing business environments, strategies, and other techniques become challenging to maintain as per the new challenges. Adjust the business process to the new system tasks time that demotivates the employees.
Best Practice
Various competitive advantages are attained by the Best Practice that makes the proper connection with the HR practices and organisational performance. Appropriate association with higher commitment management becomes highly effective. The best practice field shows similar HR policies suitable for increased performance and market strategies. Furthermore, Best Practice evaluates the activities and makes a compatible HR activity that creates high-level workforce competence and motivates others to work in the right direction. However, Best Practice becomes challenging to run the mutual prohibition and team working process based on individual performance. High commitment management systems also impact the significant output process in the HRM.
Hard and Soft HRM models
Hard HRM focuses on identifying the workforce needs and recruitment needs that feature the regular changes in the employee numbers. Besides, Hard HRM has little business transparency with lower wages and little or no empowerment of employees. The soft HRM model evaluates the organisation's progressive outlook where members work individually and focus on the staff that requires motivation. Long-term planning mostly requires peaceful HRM practices that are open and transparent business with an effective communication process. The Soft HRM model commonly uses employee empowerment, an appraisal system, competitive pay, and regular training facilities.
Role of recruiting and retaining by HRM at Toyota
Effective recruitment and retention allow finding the most appropriate employees in different departments. Hence, using the proper recruitment and selection process is incredibly important for the HRM department. Continuous development process with the training and development activities are done by the retaining process that reduces the employee turnover. Various roles of recruiting and retaining are described below:
Strategy planning
Recruiting and retaining process starts with strategic planning to implement them in the right direction. Effective planning comes from good collaboration with different departments and seeking internal or external sources. Hence, HRM makes the most effective planning that increases the accomplishment of certain activities.
Vacancy identification
Different departments provide vacancy notification to the HRM department to find employees as per the requirement. HRM department of Toyota evaluates the needs as per the skills, knowledge, experience, and other activities.
Job design
Setting up effective job design practices helps fulfil the vacancy as per the job roles. Hence, HRM identifies the job description as required to perform the job in the proper process. The different departments provide the job design to the HRM and maintain the activities as the role of the recruitment process.
Selection of media
Appropriate media selection is crucial for the HRM to maintain recruitment and selection practices. Providing job advertisements in the appropriate media helps find the most effective employees in the UK.
Screening and interview
Shortlisted candidates during the initial screening process help reduce the unmatched candidates. Final selected employees are called for the interview process, which is helpful to set.
Training and development
The retaining process is done by the appropriate training and development process. Exercise is helpful for the current and future development process to accomplish the tasks as per the requirement. HRM ensures proper training and development to perform them in the right direction.
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