Management Practices and Organizational Behavior
HR Practices in Proctor and Gamble
Arun Verma (A26)
Introduction to Human Resource Management
Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.
Human Resources Management presents special challenges for the Human Resources leader in organizations. Effective Human Resources Management requires special HR tools, special approaches to management, and access to professional Human Resources associations, education, and publications.
In simple words, HRM means employing people, developing their capacities, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.
Basic Business Practices
Human resources management involves several processes. Together they are supposed to achieve the above mentioned goal. These processes can be performed in an HR department, but some tasks can also be outsourced or performed by line-managers or other departments. When effectively integrated they provide significant economic benefit to the company.
• Workforce planning
• Recruitment (sometimes separated into attraction and selection)
• Induction & Orientation.
• Skills management
• Training and development
• Personnel administration
• Compensation in wage or salary
• Time management
• Travel management (sometimes assigned to accounting rather than HRM)
• Payroll (sometimes assigned to accounting rather than HRM)
• Employee benefits administration
• Personnel cost planning
• Performance appraisal
• Labor relations
Top Ten HR Practices
Safe, Healthy & Happy Workplace
Creating a safe, healthy and happy workplace will ensure that the employees feel at home and stay with the organization for a very long time. Capturing their pulse through employee surveys also adds to good practices.
Open Book Management Style
Sharing information about contracts, sales, new clients, management objectives, company policies, employee personal data, etc., ensures that the employees are as enthusiastic about the business as the management. Through this open book process, companies can gradually create a culture of participative management and ignite the creative endeavor of the work force.
Paying out bonuses or having any kind of variable compensation plan can be both an incentive and disillusionment, based on how it is administered and communicated. Bonus must be designed in such a way that people understand that there is no payout unless the company hits a certain level of profitability. Additional criteria could be the team's success and the individual's performance. The company should never pay out bonus without measuring performance, unless it is a statutory obligation.
360-Degree Performance Management Feedback System
This system, which solicits feedback from seniors (including the boss), peers and subordinates, has been increasingly embraced as the best of all available methods for collecting performance feedback. Gone are the days of working hard to impress only one person, now the opinions of all matter.
Every person in the team is responsible for giving relevant, positive and constructive feedback. Such systems also help in identifying leaders for higher level positions in the organization. Senior managers could use this feedback for self development.
Fair Evaluation System for Employees
Under this, developing an evaluation system that clearly links individual performance to corporate business goals and priorities comes into consideration. Each employee should...
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