Introduction employees, develop the next corporate leaders, and creating

Introduction Human resource management (HRM) professionals are key contributors of the success to every organizational.  It provides an organization structure so that it remains competitive.  According to, Snell et al. (2016), the human resource role refers to organizing employee compensation, staffing, benefits, counselor, employee advocate, training, coaching, as well as creating procedures and policies and designing and defining job descriptions. I will discuss some of the challenges that human resource management is facing in today’s business world. I will also discuss what challenges are apparent in a former organization Reyes Automotive Group, LLC(RAG) I used to work and how the SHRM Competency Model is designed to tactically support these challenges.

  Major Challenges in HRMHuman resource management plays a key role in the accomplishment of meeting new challenges. Furthermore, the purpose of HRM is to maximize the productivity of an organization by improving the efficiency of its employees. As the business world changes so do the role of HRM professionals. Since human resource is a business drive function, effectiveness depends on a thoughtful understanding of the strategic business direction. According to SHRM. Org the top major challenges HR is facing and will continue to face is retaining and rewarding the talented employees, develop the next corporate leaders, and creating the corporate culture that attracts the talented employees to an organization (SHRM, 2012).

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 HRM plays an important role for an organization to remain competitive. According to, Noe et al. (2015), there is four dimensions strategic human resource management practice; human resource environment, acquiring and preparation, assessment and development and compensation of human resource. These strategic will support organization deal with the competitive challenges they are faced with. Managing human resource environment is critical for every organization to achieve long-term goals and objectives.  By creating a culture of teamwork and respect will keep the work environment positive and productive. This will you help retain talented employees.  Keeping up with changing employment laws is another way to manage a healthy work environment for an organization.

It’s significant to make sure the organization is in compliance with local, state, and federal labor laws.  The United States Department of Labor employment law guide there is regulations in the everything from hiring practice, to wages payment, to workplace safety (Employment Law Guide: Laws, Regulations, and Technical Assistance, 2016).Furthermore, by investing in a proper training and development it will acquire and prepared human resources to train new employees based on the skill set required for their job. As well as an ongoing training program for current employees. In addition, this will also help attract new talented employees for executive or upcoming positions.

Assessment and development of human resource are used to guarantee that employees are prepared with all the required skill needed for current and future professions. This strategy will help engage and motivate and prepare them to take more responsibilities in the future. Additionally, it will deliver the critical structures, procedures, tools, and point of view to make the best choice and develop future leaders of the organization. Making this part of the organizational culture will also help retain talented employees. Lastly, compensation is a total reward pay system that provides monetary value to an employee for their hard work.

By creating a system to reward employees for excellent performance and offering incentives programs, bonuses and benefits packages.  This will help retain and attract new talented employees as well as increasing morale, and productivity.    Challenges in my organization The major challenge I saw at Reyes Automotive Group, LLC (RAG) during the time I work for them was the lack of retaining and rewarding the talented team members. RAG was one of the ones that paid the lowest hourly rate from their competitor. RAG an onsite supplier for Toyota manufacturing (Reyes Automotive Group, 2005).

At the end of 2015-2016, we were losing employees on a daily, weekly basis. We would lose team members on their first day of orientation, and training on the job.  Replacing technicians, engineers, quality control inspectors, and assemblers was a challenge. We ended up hiring a staffing agency for assistance with at least the production team members (assemblers andIntroduction Human resource management (HRM) professionals are key contributors of the success to every organizational.

 It provides an organization structure so that it remains competitive.  According to, Snell et al. (2016), the human resource role refers to organizing employee compensation, staffing, benefits, counselor, employee advocate, training, coaching, as well as creating procedures and policies and designing and defining job descriptions. I will discuss some of the challenges that human resource management is facing in today’s business world.

I will also discuss what challenges are apparent in a former organization Reyes Automotive Group, LLC(RAG) I used to work and how the SHRM Competency Model is designed to tactically support these challenges.  Major Challenges in HRMHuman resource management plays a key role in the accomplishment of meeting new challenges. Furthermore, the purpose of HRM is to maximize the productivity of an organization by improving the efficiency of its employees. As the business world changes so do the role of HRM professionals. Since human resource is a business drive function, effectiveness depends on a thoughtful understanding of the strategic business direction. According to SHRM. Org the top major challenges HR is facing and will continue to face is retaining and rewarding the talented employees, develop the next corporate leaders, and creating the corporate culture that attracts the talented employees to an organization (SHRM, 2012).

 HRM plays an important role for an organization to remain competitive. According to, Noe et al. (2015), there is four dimensions strategic human resource management practice; human resource environment, acquiring and preparation, assessment and development and compensation of human resource.

These strategic will support organization deal with the competitive challenges they are faced with. Managing human resource environment is critical for every organization to achieve long-term goals and objectives.  By creating a culture of teamwork and respect will keep the work environment positive and productive. This will you help retain talented employees.  Keeping up with changing employment laws is another way to manage a healthy work environment for an organization.

It’s significant to make sure the organization is in compliance with local, state, and federal labor laws.  The United States Department of Labor employment law guide there is regulations in the everything from hiring practice, to wages payment, to workplace safety (Employment Law Guide: Laws, Regulations, and Technical Assistance, 2016).Furthermore, by investing in a proper training and development it will acquire and prepared human resources to train new employees based on the skill set required for their job.

As well as an ongoing training program for current employees. In addition, this will also help attract new talented employees for executive or upcoming positions. Assessment and development of human resource are used to guarantee that employees are prepared with all the required skill needed for current and future professions.

This strategy will help engage and motivate and prepare them to take more responsibilities in the future. Additionally, it will deliver the critical structures, procedures, tools, and point of view to make the best choice and develop future leaders of the organization. Making this part of the organizational culture will also help retain talented employees. Lastly, compensation is a total reward pay system that provides monetary value to an employee for their hard work.

By creating a system to reward employees for excellent performance and offering incentives programs, bonuses and benefits packages.  This will help retain and attract new talented employees as well as increasing morale, and productivity.    Challenges in my organization The major challenge I saw at Reyes Automotive Group, LLC (RAG) during the time I work for them was the lack of retaining and rewarding the talented team members. RAG was one of the ones that paid the lowest hourly rate from their competitor. RAG an onsite supplier for Toyota manufacturing (Reyes Automotive Group, 2005).

At the end of 2015-2016, we were losing employees on a daily, weekly basis. We would lose team members on their first day of orientation, and training on the job.  Replacing technicians, engineers, quality control inspectors, and assemblers was a challenge. We ended up hiring a staffing agency for assistance with at least the production team members (assemblers and quality control inspectors). This put a lot of stress in the HRM and HR department because it was becoming impossible to retain and hire employees. The turnover was costing RAG time and productivity. I felt that we need to improve by implementing a rewards program that overall will be competitive benefits package that would fit the needs of our team members.

If a team member is working in a positive environment where they feel they are appreciated and are happy with salary, incentives, benefits, training, and rewards, they are more likely to stay in the company. quality control inspectors). This put a lot of stress in the HRM and HR department because it was becoming impossible to retain and hire employees.

The turnover was costing RAG time and productivity. I felt that we need to improve by implementing a rewards program that overall will be competitive benefits package that would fit the needs of our team members. If a team member is working in a positive environment where they feel they are appreciated and are happy with salary, incentives, benefits, training, and rewards, they are more likely to stay in the company.