Hr Practices
INTRODUCTION
INTRODUCTION TO THE TOPIC
In every organization the HR has a crucial role in building the organizational culture and also moulding the ethical character of the workforce. Through the role of role of HR is evolving and assuming more strategic significance, it is still widely recognized as the policing arm of the executive management. The HR has responsibility for all the functions that deal with the need and activities of the employees. Hiring, training, leadership development, performance management, person new policy framework, salary and benefit programmes all come under the purview of the HR. Its overbearing presence has tremendous influence on the workforce. Therefore organizational culture that supports and encourages ethical behaviour depends to the great extent on the even handedness of HR systems.
The Society of Human Resource Management defines a “best practice” in HR in a particular method, approach or practice of managing people, which has a positive impact on a company’s overall business performance by improving employee satisfaction, customer satisfaction and also the bottom-line business performance. Best practice is a difficult concept to define because it depends on many variables. These practice are not limited to what is accomplished, within what framework, within what environment and under what economic conditions. Studies have identified the major categories for best HR practices as: * Management Practices; * Selection and placement; * Training and Development; * Compensation and Benefits; * Employee Relations and; * Health/Safety Security.
HR and Strategic Planning
The strategic level contribution of HR is defined as “the overall and coherent long term planning and shorter term management control and monitoring of an organization’s human resources so as to gain from them the maximum added value and to best position then to achieve the organization’s corporate goals and mission”.
A strategic HR
INTRODUCTION TO THE TOPIC
In every organization the HR has a crucial role in building the organizational culture and also moulding the ethical character of the workforce. Through the role of role of HR is evolving and assuming more strategic significance, it is still widely recognized as the policing arm of the executive management. The HR has responsibility for all the functions that deal with the need and activities of the employees. Hiring, training, leadership development, performance management, person new policy framework, salary and benefit programmes all come under the purview of the HR. Its overbearing presence has tremendous influence on the workforce. Therefore organizational culture that supports and encourages ethical behaviour depends to the great extent on the even handedness of HR systems.
The Society of Human Resource Management defines a “best practice” in HR in a particular method, approach or practice of managing people, which has a positive impact on a company’s overall business performance by improving employee satisfaction, customer satisfaction and also the bottom-line business performance. Best practice is a difficult concept to define because it depends on many variables. These practice are not limited to what is accomplished, within what framework, within what environment and under what economic conditions. Studies have identified the major categories for best HR practices as: * Management Practices; * Selection and placement; * Training and Development; * Compensation and Benefits; * Employee Relations and; * Health/Safety Security.
HR and Strategic Planning
The strategic level contribution of HR is defined as “the overall and coherent long term planning and shorter term management control and monitoring of an organization’s human resources so as to gain from them the maximum added value and to best position then to achieve the organization’s corporate goals and mission”.
A strategic HR