Human resource management practices are policies and procedures used by employers in managing their employees. These comprise key functions like recruiting, selecting, promoting, evaluating, rewarding, training & terminating employees.

In the past few years, Trinidad and Tobago has rapidly developed into a dynamic global economy. Major credit for this progress should go to the inflow of foreign ideas & practices along with the development of the Internet and correlated technologies. As with many organizations worldwide, human resource management (HRM) affect organizational productivity and performance in this part of the world as well.

Some Common Challenges

Marketing Management faces the challenge of retention of work in the subject of increasing competitiveness in the global marketplace. This brings into focus the extent to which human resource management practices and Marketing Management in Trinidad & Tobago affect the public organizations. There is also a clear need for staff employees to be informed on the difference between ‘administration management’ & ‘human resource management’.

As economic globalization becomes more pronounced, the capability of organizations to participate in the global market-place is all about the quality of their human resources. Several organizations rely on the expertise of their workers to gain competitive superiority in global economies.

Changes in the Workforce

The past few years have seen marked changes in the composition of typical workforce within the Trinidad and Tobago region. These changes have been noticeable in the age, race, family background, and career aspirations of the employee set. The changes have had a cumulative effect on operational models in place at several organizations. The region have engendered changes to the human resource, recruitment, and training activities in place.

Marketing Management Strategies

Organizations should develop human resource policies and strategies with respect to:

1. Selection and recruitment
2. Training & development, and
3. Performance management

Their policies in these aspects reflect their faiths and philosophy as well as preserve acceptable relationships between marketing management and employees.

Recently there has been general feeling that HRM has now become more aligned with organizational values, missions and visions. As a direct result of this, employers have started to place increased levels of focus on the methods by which they can assess and improve the organizational performance of an employee.

Notably, high involvement of HRM practices can significantly raise the organizational commitment of employees. Prominent of these practices include:

1. Regular appraisals,
2. bonus & compensation schemes
3. training & development opportunities, and
4. well-organized constructive feedback with marketing management.

Hence, giving weight to these departments will only enhance the productivity of the organizations and keep employees duly satisfied.

Author's Bio: 

Ravi Ragoonath is an Executive Director at CTS College of Business and Computer Science Ltd. Ravi writes about education topics. To the students, he is a coach, a mentor, and a friend. To his staff, he is creative, innovative and extremely positive. Here he is talking about the role of Human resource management and marketing management.