8 Critical Human Resource Practices

Topics: Human resource management, Human resources, Management Pages: 13 (4211 words) Published: April 22, 2013

Designing a World Class Organization: The 8 Critical Human Resource Practices and Rationale for Leadership


Designing a World Class Organization: The 8 Critical Human Resource Practices and Rationale for Leadership

Most businesses strive to create a successful organization while maintaining a professional and productive work environment for their employees. Some businesses put this task on their

Human Resource Management team to create this environment. There are many factors that HR Management needs to consider when developing a World Class Organization with regards to how an organization hires its employees, ensuring quality work is being completed and keeping their employees motivated. An organization can create a structured HR plan by developing and using certain measures, namely, Analysis and Design of Work, Human Resource Planning, Recruitment and Selection, Training and Development, Compensation, Performance

Management and Employee Relations. When organizations determine how to utilize each of the measures and create optimal balances between HR and upper-level management, a platform for healthy, thriving and successful business plans can be established. Role of Human Resource Management Prior to discussing the eight main measures in detail, it is important to understand why HR managers, directors, or executives must parallel the needs of his or her changing organization. Successful organizations are becoming more adaptive, resilient, quick to change direction and customer-centered. Within this environment, the HR professional, who is considered necessary by managers and executives, is a strategic partner, an employee sponsor or advocate and a change mentor (Heathfield, 2012). HR is expected to be aligned with upper level management on decision making levels to ensure that the organization and its employees are meeting the set goals. This begins from the planning stage and continues through the hiring, training and development and employee relations. This idea seeks to ensure that employees are not

interchangeable, or easily replaced parts of a system but the source of an organization’s success

Designing a World Class Organization: The 8 Critical Human Resource Practices and Rationale for Leadership

or failure. By influencing who works for the organization and how those people work, HR management, therefore contributes to basic measures of an organization’s performance such as quality, profitability, and customer satisfaction (Noe, Hollenbeck, Gerhart, Wright, 2011). Although the human resources department has responsibility in many areas of the organization, many of the tasks may be performed by supervisors or others inside or outside of the organization. In some companies, the HR department handles all employee activities whether it is in-house or outsourced to a third-party administrator. In other companies, HR staff may share the roles and duties with managers of other departments such as billing, facility operation management, or information technology. HR Departments can also actively advise top

management or respond to top-level management decisions and implements staffing, training, and compensation activities in light of company strategy policies (Noe, Hollenbeck, Gerhart, Wright, 2011). In the past, Human Resource Management was mainly used to ensure an organization was compliant with laws, rules and regulations, and providing employee benefits (Noe, Hollenbeck, Gerhart, Wright, 2011). And while this is still a duty of HR, there are many other duties that are taken on to aide in building a successful organization. Several of these duties are discussed here, providing a solid approach to developing a system that is efficient. Analysis and Design of Work A key factor in any business is to know the outcome desired. In order to determine this, a work flow or job analysis can be done to...

Cited: Antariksa, Yodhia (2012). Selection and Recruitment. Exploring HR Management. Retrieved from: http://www.explorehr.org/category/Selection_+_Recruitment/Recruitment_and_Selection.html Collins, Christopher J.; Smith, Ken G.; Stevens, Cynthia Kay (January 2001). Human Resource Practices, Knowledge-Creation Capability and Performance in High Technology Firms. Cornell University Center for Advanced Human Resource Studies, p 6. Obtained from: http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1064&context=cahrswp French, Ray; Rumbles, Sally (2010). Recruitment and Selection. Leading, Managing and Developing People, Third Edition, Ch 9, p 169-190. Obtained from: http://www.cipd.co.uk/NR/rdonlyres/01F95685-76C9-4C96-B291-3D5CD4DE1BE5/0/9781843 982579 _sc.pdf Heathfield, Susan (2012). What is Human Resource Management, About.com Guide. Retrieved from: http://humanresources.about.com/od/glossaryh/f/hr_management.htm Management Study Guide (2008-2012). Employee Relationship Management. Human Resource Management. Job Analysis. Human Resource Management. Management Study Guide. Retrieved from: http://www.managementstudyguide.com/importance-of-employee-relations.htm http://www.managementstudyguide.com/human-resource-management.htm http://www.managementstudyguide.com/understanding-job-analysis.htm http://www.managementstudyguide.com/performance-management.htm Noe, R.; Hollenbeck, J.; Gerhart, B.; Wright, P.M. (2011). Managing Human Resources. Fundamentals of Human Resource Management, Fourth Edition, Ch 1, p 2-9.; Ch 4, p 96-99; Ch 7 p 190-213; Ch 10 p 294-313; Ch 13 p 384-400. WiseGeek (2003-2012). What is Human Resources Planning. Wise Geek. Retrieved from: http://www.wisegeek.com/what-is-human-resources-planning.htm
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