MARKETING AND HUMAN RESOURCE MANAGEMENT

Dhanusree S

Harini P

Student, Department of B.Com (Information Technology)

22bcomit012@kprcas.ac.in

22bcomit020@kprcas.ac.in

KPR COLLEGE OF ARTS SCIENCE AND RESEARCH

ABSTRACT

This paper brings out the role and the relationship of HR with marketing
department. Even though HR and Marketing are two different sectors and as HR cares for the
employees and Marketing, the customers, the paper reviews the importance of both the
departments in the Business field, to maintain success in Business along with culture, as well
as discussing their application in the workplace.

Key words:

Marketing, HR, Employee Branding, Brand experience.

INTRODUCTION

Marketing and human resources have a close relationship in attracting and

retaining top talent. Marketing techniques can be used in the hiring process by creating a
unique company brand that appeals to potential employees aligned with the company’s
culture and values. HR performs the role of employee management, talent acquisition and
performance measurement whereas Marketing is the business of creating a relationship with
customers and positioning the firm in a way that would create brand and value. Both these
functions need to collaborate to have an edge over others.

MARKETING & HRM

  Marketing techniques can be effectively used in the HR hiring process. By creating a
unique and attractive company brand, businesses can appeal to potential employees
who align with their culture and values.
 To avoid the high costs associated with bad hires, it’s crucial to match the hiring
process with the company’s business plan. This involves being clear about who the
company is and who it’s looking for, ensuring the best possible fit.
 The relationship between marketing and HR must be dynamic, adapting to new ways
of reaching quality applicants. Businesses should consider offering attractive benefits
and refining their hiring strategies to appeal to the changing preferences of new
generations.
 A central CRM system can facilitate collaboration between marketing and HR
departments. By storing all customer and employee interactions in one place, it
facilitates data-driven decision-making and ensures a cohesive approach toward both
customer and employee engagement.

BRANDING THE BUSINESS

Today, employees want more than just a place to work. They want a culture they
can feel comfortable in. Communicating this unique culture is a type of branding. When
branding your company in the job profile and during the hiring process, talk about the
reputation of the business and how its mission is a strong part of the daily routine. Talk about
the way your company is different than the competition. This is what will make your
applicants excited to learn more, and more enthusiastic about joining the team.

HIRING ACCURATELY

Bad hires can cost companies upwards of thousands of dollars. This harm goes
beyond just the monetary costs of training and onboarding the employee. They also include
lowered morale across the entire team. That’s why it’s crucial you learn to get the hiring
process right the first time. Find new ways to reach these right candidates, whether it’s
through a blog or local conferences. You might have to go to them to avoid wasting time and
money on another bad hire.

PLAN OF ACTION
  Develop a clear brand for your business. This is what will set you apart from similar
companies in your industry.
 Hire accurately by creating clear job descriptions, using the right marketing boards,
and knowing exactly what kind of candidate you’re looking for.
 Refine your hiring strategy moving forward to reflect new practices, needs, and
trends.

STRATEGIES

HR strategies should adapt to changing market conditions and generational

expectations. It is important to offer attractive benefits and refine hiring strategies to meet the
preferences of new generations entering the workforce, such as millennials and Generation Z.
HR managers should continuously refine their practices, stay updated on industry trends, and
find new ways to reach quality applicants.

CONCLUSION

Today, as businesses seek new ways to remain relevant and grow, innovative uses
for marketing in HR are becoming more prevalent. The result is that marketing and HR
concepts are more closely related than ever before. Both functions are designed to operate
under the precepts of promotion, and both have tangible elements to market.

REFERENCES

https://www.teamgate.com/blog/marketing-and-human-resources-relationship/

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