Human Resource Management Policies and Practices That Can Support Business Strategies and Contribute to Improved Performance of the Organization

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HUMAN RESOURCE MANAGEMENT POLICIES AND PRACTICES THAT CAN SUPPORT BUSINESS STRATEGIES AND CONTRIBUTE TO IMPROVED PERFORMANCE OF THE ORGANIZATION

PREPARED BY: ROLAND GBENGA
STUDENT NUMBER: 0075DSDS1011
MASTER OF BUSINESS ADMINITRATION
CARDIFF METROPOLITAN UNIVERSITY

MARKETING MANAGEMENT
DR. GEORGE KOSHY
6TH DECEMBER, 2011

Table of Contents
Table of Figures4
1.0.INTRODUCTION4
2.0.LITERATURE REVIEW6
2.1.Recruitment and Selection (Toyota)6
2.2.Training and Professional Development (Singapore Airlines)15
2.3.Performance Management (Quantum)18
2.4.Employee Benefits and Compensation ExxonMobil19
2.4.1.Salary & Compensation:20
2.4.2.Additional Benefits21
3.0.RECOMMENDATION AND CONCLUSION21
Bibliography23

Table of Figures
Figure 1 Recruitment and Selection Process7
Figure 2 Job Analysis Model9
Figure 3 Toyota Sales Result 201012
Figure 4 Toyota Recruitment Process for Graduate13
Figure 5 Toyota Recruitment Process for Graduate14
Figure 6 Singapore Airline Organizational Hierarchy16
Figure 7 Performance Management Model18
Figure 8 Performance Management Process19
Figure 9 Benefits and Compensation Model20

1.0. INTRODUCTION
Gilmore & Williams (2009) said “People are the most valuable asset”, it is a cliché resounds over and again in the heart of the Human Resource department of an organization. The height of completion in recent years does not leave room for simple executive standard of practices [ (Agawarwala, 2003) ]. Different companies inculcates different range of human resource practices and policies because some of them employ certain interwoven practices which has become their attributes and are known to be the root of their achievement through the way the company manage people [ (Pfeffer, 1996) ]. The religious policies imbibed by businesses provides them with the techniques to manage human resource error or risk by keeping up to date with trending things happening in employment standards and required legislation. This research work seeks to examine different companies who have achieved success through certain characterized human resource practices, a broad overview and a comprehensive analysis into the functions performed by the selected companies as regards maintaining a competitive advantage through concentrated human resource activities. There is difficulty in identifying a company who does all the human resource practices correctly [ (Pfeffer, 1996) ], however there are some companies who have been sustained over the years and are still able to maintain their workforce and also keep them happy and motivated. Organization success and performance are popularly measured assessed by the outlook of the financial statement; the structure behind the system are neglected meanwhile it is the one of the most important aspect of an organization and its harnesses to optimum performance. We neglect the contributions of Human Resources and the various practices put into play in the organizations’ success. It is as simple as to say that consumers as happy because there are happy employees who take care of their needs for the company. Why are some employees happy with and are ready to stick with the organization while there are some who wishes for a quick change. The answer to the question above is far fetched but can be streamlined; some organization knows how to take good care of their staffs by creating an enabling and conducive environment them thereby retaining their identity, know-how loyalty while they continue to grow and prove their selves with time. This paper seeks to explore different organization and their Human Resource practices and how it has helped them to in the establishment of a motivated and highly satisfied workforce which has been a contributor to their performance and their sustainability. It is believed that some company’s strategies and or practices are their strength because the ability to...
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