Best Hr Practices In An Organization

Best Hr Practices in an Organization
Here are some of the best HR practices that help in the creation of a highly satisfied and motivated
work force.
Work Environment
A safe and happy workplace makes the employees feel good about being there. Each one is given
importance and provided the security that gives them the motivation and incentive to stay. This is
usually achieved through internal surveys to find out whether they are satisfied and if not what they
think needs to be changed.
Open Management
Employees don't like the feeling of being kept in the dark about what is happening in the company.
They feel motivated and develop enthusiasm only when the management opens up to them and
discusses the company policies, sales, clients, contracts, goals and objectives. This ... Show more
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Such performances should be highlighted and displayed where other employees can look at them;
such as on the display boards and intranet etc. This will encourage others to give their best. A proper
system should be set up to make a list of high performances at specific times in a year.
Discussions
Successful organizations nurture ideas and they understand that employees who are actually
working and know the business can provide the best ideas. The management should have
discussions with employees to get these ideas out of them. There can also be suggestion boxes to
capture these ideas. Through this system, managers can find talented employees and develop them.
Rewards
While recognition of talent is highly important, this recognition has to be made public and what
better way than holding ceremonies and announcing to the whole world (the employees), the
achievements of a fellow employee. There can be nothing better for an employee than the heady
feeling from a resounding applause.
The Surprise Factor
Who doesn't like a surprise? Surprise deserving employees – when they are least expecting it. It
could be a gift certificate or a small reward of some sort. This surprise doesn't have to be limited to
the best performers, but it can be randomly given to others as a motivating factor too. Anyone can be
given this surprise reward.
Such healthy HR practices encourage the growth of the organization as employees
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Making An Initial Visit After Receiving A Referral Within...
Summary The aim of this session was to introduce us to the process of making an initial visit after
receiving a referral within the role of a social worker. This was done with a small group exercise
involving role play. We were placed into groups of four and once in our groups we had to divide
ourselves into roles. There were three roles consisting of Service user, Social worker and observer.
We were then taken to one side with people from other groups whom had be given the same role as
ourselves and briefed on what it was we had to do. I was given the role of social worker, therefore i
was told that I had to plan and undertake an initial visit and given the receipt of a referral. The
referral consisted of concerns regarding a young boy, Max aged 2. The referral was made by the
child's nursery. They had concerns about his behavior and presentation, for example, Max is often
very tired, wears the same clothes for a number of consecutive days, is greedy when given food and
aggressive towards his peers. Alongside this, questions regarding his mother, sally, were also raised.
When staff at the nursery had spoken to her she seemed to show littler concern regarding her son's
behavior, she often smells strongly of alcohol and bruises have been seen on her face. It was
therefore my responsibility to take this information from this receipt of referral on board before then
undertaking my role within the role play of a social worker making an initial visit. Initial Response
As is

Hr Practices
Supporting Good Practice in Managing Employment Relations
3MER
1.1
2 internal factors which impact on the employment relationship
Pay –
It is well known that pay helps to motivate and even retain staff in most cases, but nowadays it is not
just the financial rewards that employees are seeking, its possibility of career enhancement and
training opportunities. If employees know that they are being appreciated and groomed for greater
things then this could have a positive impact on employee and employer relations.
Organisational culture –
A company's organisational culture can have a huge impact on employment relations. Some
companies may be very strict about work timings; so if an employee were to leave work 10 ... Show
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A company may keep on the fixed term employee after their contract is up if they wish.
1.3
An individual's employment status is important to determine because
It will determine how much tax is to be paid To determine the wages the employee will get When
the employee would get paid. Weekly or monthly. Leaves such as paternity and maternity are only
granted to certain contracted individuals (Permanent) Only certain contracted individuals would be
protected and disciplined under company disciplinary acts. Temp employees cannot appeal when
they have been let go but permanent employees can Rights of tribunal regarding unfair dismissal
Training may not apply to certain individuals on different contracts Pension schemes do not apply to
temp employees Chances of company progression will be higher for permanent employees
2.1

Legislations that impact
Employee Holidays –
Employees and workers are permitted to 5.6 weeks paid holiday per year and this also includes bank
holidays. This is according to the Working Time Regulations 1998.
The organisation controls when annual leave is to be taken as the needs of the company are taken
into consideration. Some months of the year a company may grant less annual leave then others,

Relationship Between Hr Practices And Employee Performance
PROPOSED RESEARCH TITLE: I am proposing a dissertation that investigates the current HR
practices being implemented in the organization to facilitate and retain its employees to attain
maximum satisfaction and desired outcome. ABSTRACT: There are numerous researches that
established the relationship between HR practices and employee performance and job satisfaction
but most of them mainly focused on developed countries. Little evidence is available about the
impact of HR practices on employee's job satisfaction from developing countries like Pakistan. This
study examines the impact of three HR practices i.e. compensation, promotion and performance
evaluation on employee's job satisfaction.HR policies and procedures shall be revised and ... Show
A high quality academic staff is the cornerstone of successful educational system. Therefore, it is
important to pay attention to job satisfaction of the employees. A positive and healthy organizational
structure results into increased job satisfaction. A positively balanced environment will not only
increase the job satisfaction of employees but it will at the same time improve the learning
environment and increase the productivity of the institution. There are numerous publications
existing on the topic of job satisfaction and this grows daily. Locke (1976) estimated that, about
3,350 articles and dissertations had been written on this topic. Cranny et al. (1992) indicated that
more than 5,000 studies on job satisfaction have been published. According to Oshagbemi (1996),
"if a count of relevant publications (articles and dissertations) were made, estimate would probably
be doubled by Locke's". As a result of many decades of effort by researchers and HR practitioner,
there appears to be a high level of agreement among scholars on the meaning of the job satisfaction.
Typically job satisfaction is conceptualized as a general attitude toward on object, the job (Okpara,
2006). Locke (1976) defined job satisfaction as "a pleasurable or positive emotional state, resulting
from the appraisal of one's job experiences."Evans (1997) defined job satisfaction as

How The Strategic Application Of Hr Practices Improves...
This paper will be examine how the strategic application of HR practices improves corporate
success. I will outline what measures of success are impacted by the application of HR practices and
explain how HR strategies affect operational, functional, and business strategies. I will use research
to show the link that ties long–term business success to effective people management practices.
Before I move into these elements it is important to understand what criteria is used to select the
best places to work, what criteria is used to select Fortune's Most Admired Companies, and how top
domestic and international organizations leverage their HR strategy to help them maintain long–
term success. Let's dive into some of those questions in ... Show more content on Helpwriting.net ...
Employees must trust the people they work for, have pride in what they do, and enjoy the people
they work with (Wehner, 2015). This trust is established through management creditability,
employees feeling respected, and the extent that employee's expect to be treated fairly. Additional
criteria from the employee's perspective is the level of camaraderie employees feel. From a manger's
perspective a great place to work is one in which they achieve organizational objectives by
inspiring, speaking, and listening with employees who give their personal best by thanking,
developing, and caring and work together as a team/family by hiring, celebrating, and sharing in an
environment of trust (Wehner, 2015). This is the Great Place to Work model. This model serves as a
guide and these standards relate to HR practices and have helped establish lessons learned for
developing HR strategy and practices. Companies are finding that in order to establish a great place
to work you have to focus on culture because ultimately trust breeds from the atmosphere and
attitude established in your organization and strong culture is formed when that atmosphere is one
that values the people who perform the work. There are certain areas where great workplaces stand
out above the rest. The criteria from the Great Place to Work Institute has brought focus on what
successful companies do to manage their workforce and image. They hire well and understand

Evaluating and Improving Hr Practices Within an Organization
Introduction Corporate America and government agencies continue to improve their HR practices to
stay competitive in today's changing marketplace. By taking too long to find and to hire talented
professionals in a tight labor market, companies and government agencies are losing out on top
candidates and limiting their ability to become innovative and dynamic organizations. Traditional,
deliberate, and risk–averse hiring and retention models lead to positions remaining open for long
periods, opportunities lost as top prospects find other positions, and a reduction in the overall talent
level of the organization. To be more competitive and effective in their recruitment and retnetion
processes, organizations must foster manageable ... Show more content on Helpwriting.net ...
Once the source of defects has been identified, an improvement program can be defined and
implemented to remove these causes of defects (http://www.taleo.com).
What is a defect in internal recruiting? The Six Sigma methodology defines a defect in terms of the
expectations of the customer, which in the case of an internal recruiting department is the hiring
manager. Hiring an unqualified candidate, a below–average performer, or even an employee that
demonstrates a lack of fit to the corporate culture could all be considered a defective outcome of the
recruiting process. How can you reduce defects in corporate recruiting?
Screening out unqualified candidates
Recruiting can be viewed as a screening process. This is especially true during periods of high
unemployment, when the job market is characterized by an oversupply of talent. Under these
conditions, the recruiting function in an organization is to eliminate unqualified people as much as
to seek out talent. To improve the quality of an overall recruiting process, each step of the process
must be designed to maximize the probability that the candidate ultimately selected meets the
expectations of the hiring manager. One way to do this is to maximize the chances that an
unqualified candidate is screened out at each step. The following are some key areas in which to
focus on quality (Ibid.).
Talent Definition
To drive

Cultural Implications of Transfer of Hr Practices in Mncs
Transfer of Human Resource Management Practices in Multinational Corporations: A Perspective
Authors
Dr. Daleep Parimoo
Associate Professor,
School of Business Studies
Sharda University, Greater Noida, U.P daleep.parimoo@sharda.ac.in Ms. Fehmina Khalique
Research Scholar at Sharda University and
Visiting Faculty
At Global Institute of Information Technology
Greater Noida, U.P fehminas@hotmail.com Abstract: With the advent of globalization and
liberalization, the emerging economies like China and India have grown manifolds. The
mushrooming of MNCs is taking place at a very fast pace. The role of HRM in these companies has
shifted from being a mere administrative to strategic one. The companies have ... Show more
In their landmark book, Corporate Cultures, first published in 1982, the authors describe culture in
the following terms: "Values are the bedrock of any corporate culture". They go on to add: "As the
essence of any company 's philosophy for achieving success, values provide a sense of common
direction for all employees and guidelines for their day–to–day behaviour" (Deal and Kennedy,
1982)
Needless to mention, HR policies guide various functions of HRM. HR policies of certain
companies seem to discriminate on the basis of its diverse backgrounds of its workforce for
example, sex, race, age, religion, education, sexual orientations and so on and so forth. The sources
of the country of origin effect lies in the culture and institutions of the home country of the MNC.
The mechanisms through which the effect manifests itself are the hiring of home–country nationals
by the MNC, and the inbuilt administrative preferences of these host–country nationals in the
organizational structures, procedures and processes of the MNC. The homogeneity of the home
culture, substantive characteristics of the home country culture, size and openness of the home–
country economy, the cultural and institutional diversity of the environments in which the MNC
operates, and the international growth path of the MNC are often taken to impact on the strength of
the country–of–origin effect. Often, cultural perspective has concentrated its attention on the

Social Media And Marketing Efforts
Social Media/Marketing Efforts Technology has allowed businesses to reach new markets and
consumers; thus, allowing for a broader reach. The marketing efforts of the practice should be to
attract new patients while keeping older patients satisfy with the services offered. The first thing the
practice needs to do involves market segmentation, which allows the practice to reach their target
segments and identify potential consumes that are being underserved by grouping them based on
particular characteristics. For example, a practice might decide that individuals over a certain age
are being underserved based on their market segmentation; therefore, marketing efforts should be
aimed at those individuals. This is of particular importance ... Show more content on
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Posted items will highlight the services provided by the practice and familiarize prospective patients
with the physician staff. Moreover, the practice's page will allow patients to interact with physicians
regarding questions they may have whether medical related or regarding the practice itself. In
addition to social media, more traditional forms of marketing, such as television, radio, and
billboards, will be used to further stay ahead of the competition. To remain competitive the practice
has to have the right employees to supplement the work of the physician; therefore, recruiting
talented individuals is imperative. The best way to recruit individuals is to highlight the vision of the
practice and show that the practice offers individuals the chance for career growth. To highlight the
practice's vision, the practice should engage in community outreach programs. For example, the
practice can offer a free clinic a few times a year, where people in the community can come and get
a free medical consultation. This not only attracts new patients but also can be used to attract new
employees that share the same vision.
Internal Cost–Cutting Measures Implemented Running a medical practice sometimes require
management to take certain cost–cutting measures. There are a variety of ways a practice can cut
certain

Assignment on Hr Practices
Executive Summary NGO sector is the potential sector where the growth of a developing country
depends a lot. In Bangladesh NGO sector is also very influential. This sector is very big in
Bangladesh and holds a lot of skilled employees. So Human Resource Management (HRM) is very
much applicable as well as practiced in NGOs of Bangladesh. Transparency International
Bangladesh (TIB) is well known in Bangladesh. To compete the global challenge TIB has developed
a skilled and efficient workforce. This large employee force is managed totally by the HR
department of TIB. This HR department meets all the requirements of the employees from salary to
rewards, hiring to firing employees and other important developing trainings. In this ... Show more
It prevents rule of law, distorts market and stifles economic growth. Corruption creates and
perpetuates social and economic deprivation and inequality. Corruption leads to violation of basic
constitutional and human rights. It breeds crimes, social frustration and discontent. Corruption
undermines the processes and structures that could be conducive to poverty reduction and promotion
of human security.
Corruption is nothing new, nor is it peculiar to any particular context. It takes place in greater or
lesser degree in all countries of the world, irrespective of political and economic system, big or
small, developed or developing. However, in a developing country like Bangladesh its impacts are
most unbearable. Corruption has become a key issue of public interest in Bangladesh not merely
because of the annual Corruption Perceptions Index (CPI) published by Transparency International
which has for the fifth successive year ranked Bangladesh at the bottom of the list, but more
importantly because of the way corruption affects the lives of the common people. Irrespective of
whether Bangladesh ranks at the bottom or higher in international comparison, there is a widespread
public concern in the country about a pervasive presence of corruption. All the major political
parties recognize corruption as a key national issue and almost

Training in Human Resource Management
Professor Marler– Mgt 514
Spring 2012 Mgt 514–Prof Marler
Agenda
Definition of training Case :Leading Change at Simmons  Is training a good investment?
 
◦ Training evalution ◦ General vs Specific Training

How to design an effective training program
"HR Model and Training"
Training is a big business

How much do you think organizations with 100+ employees spend on training annually?
◦ $60 billion

Is it worth it? How much of that do you think gets used on the job?
◦ Of this only $6 billion result in transfer
1
Training
A planned effort by a company to facilitate employees learning of knowledge, skills, and behaviors
that are ... Show more content on Helpwriting.net ...

What do you expect for your salary after the training? Would you invest in general training?
Increases the individual's productivity only at the firm that provides the training
S S'
Gross Benefits
Specific Training
G Indirect Costs
U' Employee's benefit share
Direct Costs
Experience (Years)
5
Why Invest in General Training?
Gift exchange/reciprocity  Recruiting  Spillovers/Externality

◦ Direct–can train others ◦ Indirect–motivates others
 
Signaling to others
◦ Value quality; skilled workforce
Reinforcing culture
Designing Effective Training Systems
Was the GGOL an effectively designed training program?  The instruction design process answers

◦ Is training the solution? ◦ What training format is the most effective ◦ How effective is the training
program
7–4
The Instructional Design Process

1. 2. 3. 4. 5.
Needs assessment Design Training method Training transfer Training evaluation
Irwin/McGraw–Hill
6
7–5
1)The Needs Assessment Process
Needs Assessment
Person Analysis
Who needs training? – Are employees ready for training?
Do we need training? Is it the problem?
Organizational Analysis
Support for training? Sufficient resources? Fit with strategic objectives? Specific v General Fit with

HR Practice Of The Taj Mahal Hotel Group
1) Taj Mahal hotels: Taj Mahal hotels are a force to reckon in the Indian hospitality sector with their
brand equity being top rung. These hotels are known for their hospitality, and effortless service with
a smile. They belong to the Tata Group of Companies. Tata group are well known across India for
keeping their employees happy and retaining them for a life–long basis. There are companies that
pay better than Tata, however, most employees recruited by Tata don't leave the company or even
consider the thought of leaving it. It is said that their HR policies are so employee friendly that they
feel at ease. The organization culture is so deeply enrooted into the employee's psyche that they all
feel that this is their own company and feel pride and connection while working for it. The same
applies to all the companies owned by Tata group. We will cite the example of the Taj Mahal Hotels
Group. ... Show more content on Helpwriting.net ...
They are as follows, 1) Taj Management Training Program (TMTP), and 2) Hotel Operations
Management Trainee (HOMT) Program. These programs equip the employee with skill sets that
include Management Development, Architectural Appreciation, Human Resources, Materials
Management and Accommodation. They also have hands on training program which is quite popular
among employees and is known as Shadow Manager. In this program, the employee is allocated a
Tata property where he is given the opportunity to manage the

Alignment of Hr Practices with Business Strategy
[pic]
Table of Contents
CONTENTS PAGE
1. Introduction 3
2. Assignment Question 1 4 – 8
6. References 24
7. Bibliography 25
HUMAN RESOURCE MANAGEMENT (HRM)
INTRODUCTION
This Assignment reveals how Nestle is able to integrate and align it's HRM practices with the
overall business strategy, able to manage the responsibility of identifying, attracting, selecting and
moulding employees and provides an evaluation of their recruitment processes and policies .It
further discusses the strategic link between ... Show more content on Helpwriting.net ...
Establishment of good culture in terms of integrative linkage that Nestle took advantage of
catapulted it to this acceptable peak, strengthening the pillar of being preferred employer of choice.
As asserted by Noe et al. (2008) "fuse HRM with people related issues". The components
considered and established during the strategic formulation phase include:
Organisation's mission which spells out the organisation's reasons for existence, For instance the
mission of Nestle include the mentioned key pillars and expanding globally,

Organisation strategic goals which reveal what the organisation aims to achieve in the medium and
long term.
External analysis which provides information as to the threats and opportunities which exist for the
company within the external environment, example of opportunity is customer market, labour pool
etc that has not been catered for, the threats include labour shortage, new competitors etc that might
affect the company negatively,
Internal analysis which provides information of the strengths and weaknesses of the company's
resources.
Strategic choice which is organisation's chosen strategy and it indicates how the mission and the
goals can be achieved. (Noe et al., 2008: 74).
Nestle appears to look into all these during its regular meetings .As indicated in the case "Nestles
General Management Team(GMT) undertakes an organisational review

Hr Practice At Publix : Career Growth And Development
HR practice at Publix Career growth and development is one of the strategies that Publix uses to
achieve employee retention in the organization. According to Branham (2012) employees are more
likely to stay longer in an organization where there are prospects for career growth as opposed to
where they feel they cannot grow in their career. One of the practice that is used by the organization
to achieve career growth and development is promotion within the organization. This means that
people who are qualified and experienced are promoted to occupy higher position in the
organization that become vacant. This is as opposed to seeking talent externally which would limit
the chance for the employees to grow in the careers. This strategy ensures that employees remain
committed and motivated to offer excellent services which will earn them promotions. Another
practice that helps to achieve career growth and development is offering training opportunities for
the employees. The employees are offered benefits that help them to further their education and
achieve higher qualifications. This is a strategy which helps to increase the skills, qualifications and
competence of the employees. In this way, the staff are at a better position to gain promotions within
the organization as education qualification is not a barrier for them. The employees become
motivated as they become more competitive in the market which is good for their career (Branham,
2012). Career development is also

Essay The Impact of HR Practices on the Retention of...
Retention: Employee retention is a practice in which the employees are convinced to stay in the
organization for the most period of time or until the accomplishment of the plan. There is no scarcity
of opportunities for a capable person. There are countless organizations, which are looking for such
employees. If individuals are not satisfied by the job they are doing, they might switch over to some
other more appropriate job. In today's upbringing it turns out to be very imperative for organizations
to retain their employees (Dibble, 2000). Employee retention is supportive for the organization with
that of the employee. Employees today are diverse. They are not the ones who don't have first–rate
opportunities in hand. As soon as they ... Show more content on Helpwriting.net ...
The prerequisite to make sure that the most valuable members of employees are retained is, however
nothing new with, for example, rational choice economics laying down efficiency pay, where market
excess pay is given to attract, retain and initiate the loyalty of high individual employee as a cure to
the dear problem of high rates of employee retention. Companies should exercise new retention
approach that combines and integrates pay, total rewards, companies' distinctive culture and value
key talent by making them feel important. (Patricia K.Zingheim and Jay R.Schuster, 2009) The
increasing identification of the need to secure commitment from the entire levels of employees has
noticeably extended the base on which those that are important within an organization are assessed.
This resulted that attention is more and more being paid to the retention of the entire levels of
employees rather than just focused on the few (Beach, 2000). Nevertheless, the academic literature
remains apparently gravitated towards a thought of the retention of managerial rather than operative
grades and this might, partly, replicate the fact that detailed retention strategies generally arise out of
a useful need to retain managers (Hom and Griffeth, 2001). The most important intention for the
companies is to "retain the best talent from going to larger companies". They admit that key talent
will go for the best deal. (Patricia K.Zingheim and Jay R.Schuster 2009) Clearly,

HR Practices At Tata Motors
HR Practices at TATA Motors
At Tata Motors, Human Resources Management is actively linked to the Corporate Vision and goals.
The HR approach of Tata Motors is through Total Employee Development Focus. In Tata Motors,
HRD includes a large area of the personnel function. It starts from the very process of human
resources planning and ends with detailed drawing up of individual development plans and their
follow–up. The management of Tata Motors believes that HRD is one of the most important
functions for organizational as well as individual growth and development. It includes long–term,
broad–based activities which would also ensure organizational Effectiveness. In short, HRD aims at
helping employees to acquire competencies required to perform ... Show more content on
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Tata Motors employs an effective reward and honor system which represents its operations and
organizational chain of command. For instance, instead of simply following the instruction of
manager, workers can directly contact the supplier to talk about the quality of equipment and to take
autonomous action to eliminate the product flaws. This is obviously one form of incentive for
employees. The purpose of Tata Motors in creating an employee rewards and honor program is to
create some acknowledgment and motivate their employees and ultimately achieve business goals.
J. MANAGING ORGANIZATIONAL CHANGE
Change management is a planned and systematic approach for ensuring that changes are thoroughly
and fluently implemented, and change are achieved within the organization. According to the focus
enough on change management." And it's often used as a catch process, we should not forget about
the change management." The Practices of Tata Motors focuses on the wider impacts of change,
particularly on human resource and, as individuals and t situation to the new one. The change varies
from a simple process change, to major changes in policy and strategy needed if the organization is
to survive and compete in global era.

Analysis of Hr Practices Across Verticals
Analysis of HR Practices across Verticals
Table of Contents Introduction 3 Recruitment and selection 3 Hiring process 4 Trends 4 Training
and Development 5 The Training Process 5 Models of Training 6 Systematic Model of Training 6
Transitional Model of Training 7 Instructional System Development Model of Training 8 Variation
across Verticals 9 Performance Management 10 Performance management system 10 Differences in
goal setting 11 Differences in appraisals 11 Differences in performance feedback 12 Compensation
12 Trends and how they differ across verticals 12 Conclusion 13 Recruitment and selection 13
Training and Development 13 Performance Management 13 Reward and compensation 13
Introduction
Human ... Show more content on Helpwriting.net ...
In the BPO vertical of firms like IBM they recruit visually impaired people as their trainers.
Training and Development
Learning at an organization is more of a self–conducted activity, and is a continuous process that
lasts the entire cycle of the organization and the tenure of the employee. Nevertheless, each
organization must effectively employ certain training and development activities for new as well as
seasoned employees in order to accomplish different objectives:– * Orientation of new employees *
Role Change / Responsibility Change * Career Planning * Succession Planning * Soft Skills
Training * Skill Transfer * Performance Management and Career Growth
As a part of our study, we tried to understand the training method adopted by various organizations
for different classes of employees under different verticals. In essence, unlike the other facets of HR,
training and development methodologies do not differ much across verticals in an organization.
However, the methodologies vary as per the type of employee who is undergoing the program.
Before we discuss the findings in the light of an example, let us look at certain models followed by
organizations at different levels in the industry.
The Training Process
In essence, every training and development cycle needs to consist of certain stages. It needs to be
noted that this process is a recursive one, with a continuous effort being put in to revise the cycle as
the

Changing Hr Practices in Cable Co
Changing HR practices in Cable Co
Case study
Table of Content
1. Introduction.............................................................................3 2. Problem
diagnosis......................................................................3 3. Data collection and
analysis..........................................................5 4.1 Problem #1 – Human Resources
planning......................................5 4.2 Problem #2 – Performance Management
System.............................6 4.3 Problem #3 – Recruitment and Selection processes...........................7
4. Proposed Solution.....................................................................7 5.4 Human Resources
planning......................................................8 5.5 Performance Appraisal
System..................................................8 5.6 Recruitment and Selection
process.............................................10 References
List........................................................................12 Appendix ... Show more content on
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Data collection and analysis In order to analyze the situation within Cable Co, data collection had
been processed. There were two basic data collection approaches used – deductive and naturalistic.
To gain a more detailed overview of the company's situation the 4 stage leadership model is used.
Structured interviews with each leadership team member were conducted. Also questionnaires based
on employees' current job satisfaction, understanding of job requirements and a rewards system
were used in the data collection process. The work environment observations and interactions
between managers, supervisors and employees along with the organization's documents were an
important information source during analyzing the situation in Cables Co. Based on previously
constructed issue tree model, the main problem and its causes can be stated: 3.1 Problem #1 –
Human Resources Planning * Organization's Structure A lot of Chinese companies are operating
under strict control of the government. There are unclear and different views between Chinese and
Australian managers at Cable Co. Common ground rules and guidelines should be introduced.
Currently some leading positions and

Hr Practices in Nestle Bangladesh Ltd.
Chapter 01 Introduction [pic] 1.1. Introduction As a mandatory requirement of the Bachelor in
Business Administration (BBA) program under School of Business at North SouthUniversity, this
report entitled – "How SouthEast Bank gets Sustainable competitive advantage through successful
disbursement procedure of credit." – is a connived depiction of the two month long internship
program at the Network Services Center in Hong Kong and Shanghai Banking Corporation Ltd.
under the faculty–supervision of Mr. Junaid Khan, Business Faculty, North South University and
organizational supervision of Mr. Md. Minhazur Rahman, Assistant Vice President, Credit Division.
This internship program gives me the opportunity to come into close contact with the ... Show more
During this short span of time the Bank has succeeded in positioning itself as a progressive and
dynamic financial institution in the country. The bank has been widely acclaimed by the business
community, from small entrepreneurs to large traders and industrial conglomerates, including the
top–rated corporate borrowers, for its forward – looking business outlook and innovative financial
solutions. Thus within this very short period of time it has been able to create an image and earn
significant reputation in the country's banking sector as a Bank with Vision. Presently, it has 46
branches. Southeast Bank Limited has been licensed by the Government of Bangladesh as a
Scheduled commercial bank in the private sector in pursuance of the policy of liberalization of
banking and financial services and facilities in Bangladesh. In view of the above, the Bank, within a
period of 14 years of its operation, achieved remarkable success fully meeting capital adequacy
requirement of Bangladesh Bank. As evident from the financial statements for the last 10 years, it
has been growing rapidly as one of the leaders of the new generation banks in the private sector in
term of business and profitability 2.1.3 Corporate Mission and Vision of Southeast Bank Limited
Mission High quality financial services with the help of latest technology. Fast and accurate
customer service. Balanced growth strategy. High standard business

What Hr Practices Gain From Sct
What HR Practices Gain From SCT:
Human Recourse Management is the art of comprehending and evaluating different sets of factors
that may have an impact on the business be it internally or externally. Looking at the internal factors
these are based on the culture and work force environments that may be provided to the individuals
or groups alike where as that of external are factors such as those within the market and industry that
create an impact of the business and revenue at hand. When one speaks of the social and cultural
influences that are present within organizations it would automatically denote the environment,
trainings, corporate sessions provided for the growth and development of employees at hand.
For more than centuries it has been noted that studies and different applicative surveys are usually
managed through the understanding and application of different theories and practices. Hence when
trying to develop different applications for the same, it serves as a constraint for most organizations
creating conflict between the theory and the actual solution (Barrett and Bass, 1976). Companies
have a lot to gain from the application of different socio cultural theories for it aids them in
understanding and in turn developing their employees. These theories that affect the HR practices
usually can be placed on three levels. The first highlights the values and beliefs that have been
developed and are centric to HR practices so that they may in turn be shared and

Comparison of HR Practices and Employment Relations...
Comparison of HR Practices and Employment Relations Philosophies in China and Taiwan
Introduction
In the face of ever–increasing globalization, both China and Taiwan have now joined the World
Trade Organisation (WTO); a more open market economy and closer integration with the global
economic order appears to be inevitable for both countries (Magarinos et al. 2002). Human
Resource Management (HRM) is one of the critical tools for improving productivity and
competitiveness at the grass–roots level (Poole 1997). This Essays aims to identify and compare the
current HRM systems and practices at different types of enterprises in both China and Taiwan
respectively (Zhu and Warner 2000), to evaluate ... Show more content on Helpwriting.net ...
Under the reformed employment system, Chinese managers now have greater freedom to 'hire and
fire' (Child, 1994). Even though fully fledged HRM on Western lines seems still far away, many
personnel policies have been substantially changed: workers are employed on fixed term contracts,
apprenticeships have been reformed, and training has been expanded for both workers and managers
in most Joint Ventures and State Owned Enterprises (Warner, 1997).
With the reforms of the employment system, a new terminology of HRM cam to China in the mid–
1980s (Warner 1999). Initially, HRM as an academic concept was introduced by joined teaching
arrangements between Chinese and foreign universities, as well as in management practices in
foreign–owned enterprises, mainly from Japan, the USA and Europe (Warner 1995). The Chinese
translation of HRM is renli ziyuan guanli hich means 'labour force resources management'. But in
fact, some people now use it misleadingly as a synonym for personnel management (PM) (renshi
guanli) and indeed treat it as such (Warner 1997). This form of older PM practice is still very
common in SOEs and a fair degree of conservatism continues to pervade the administration of
personnel on such enterprises. Certainly, it is still somewhat far from the initial concept of HRM as
understood in

Impact Of External Environment On Hr Policies And Practices
A Report on Influences and Developments in the External Environment that have an impact on HR
policies and practices,using the framework of STEEPLE By Amartya Basu(Registration No–
201283862). Date:2/12/2012 Submitted in partial fulfilment of the requirement of the MSc Human
Resource Management(Full–time) course. Acknowledgement: I would like to thank my teacher Mr.
Chris Moore for his guidance and encouragement he has given me in writing this report. Abstract:
This study is about the influences and developments of external environment, that generally have an
impact on the HR policies and practices applied by the organisations/industries with special
attention towards NHS Employers. The report provides a global view of ... Show more content on
Helpwriting.net ...
By the mid 1990s the acronym changed to 'PESTEL'(here political and legal were separated and a
new factor was included by the term 'Environment'). This acronym evolved further during early
2000s and from here 'STEEPLE' originated(Kew and Stredwick, 2010). The fields and key drivers
of STEEPLE are as follows: Field | Examples of key drivers of strategy | Socio–cultural |
Demography by size, age, other social characteristics and geographical distribution, working
population, gender, ethnicity, education and training, religion, social values and beliefs. |
Technological | Information and communication technologies, biotechnology, medical advances,
nanotechnology, robotics, technological change, research and development. | Economic | Macro–
economic policy, markets and prices, price levels, global trends, market structures, size of firms,
profits, public spending, taxation, consumption and investment spending, wages and salaries, public
services, imports and exports, exchange rates, balance of payments, employment and
unemployment, labour and capital markets. | Environmental | Global warming, conserving natural
resources, sustainable development, pollution, carbon footprints, protecting the eco–environment |
Political | Party politics, government, opposition, public administration, public policy, developed
assemblies, local government, pressure groups, public opinion, EU institutions, international
organisations | Legal | Contract

Effects of Hr Practices on Organizational Performance
Effects of Human Resource Management Practices on
Organizational Performance – An Empirical Study of Oil and Gas Industry in Pakistan
Muhammad Asif Khan
Assistant Professor, Shaheed Zulfikar Ali Bhutto Institute of Science and Technology
(SZABIST) Islamabad, Pakistan
E–mail: dr.asif@szabist–isb.edu.pk
Tel: 92–51–4863363 / 209
Abstract
The study evaluates the effects of human resource management practices on organizational
performance in Oil and Gas Industry in Pakistan. A total of 150 managers of 20 randomly selected
firms from Oil and Gas Industry responded to self–reported questionnaire that measured five HRM
practices and subjective measures of organizational performance.
Factor analysis was performed to identify human ... Show more content on Helpwriting.net ...
In meta–analysis of 104 articles, Boselie et al., (2005) concluded that the top four HRM practices
are efficient recruitment and selection, training and development, contingency and reward system,
and performance management that have been extensively used by different researchers.
In recent years, the focus of research on HRM has shifted from study and relationship of individual
HRM practices on business performance to entire HRM system and its influence on organizational
performance. The researchers have different views about this new paradigm. Some researchers
claim that the system view of HRM is appropriate, but others contend "that to arbitrarily combine
multiple [HRM sub–] dimensions into one measure creates unnecessary

Nursing Interventions For The Management Of Patient Fatigue
1. List the source in APA style and format
Reference:
Erin, P., Wan, Yi, Wan, T., Sidini, S. (2012). Nonpharmacological nursing interventions for the
management of patient fatigue: a literature review. Journal of Clinical Nursing, 22, 2668–2678. doi:
10.1111/jocn.12211
2. Is the review thorough–does it include all of the major studies on the topic? Does it include recent
research? Are studies from other related disciplines included, if appropriate? (25 points)
The reviewers were thorough because they clearly identified the limitations of the study such as, the
sample size and the evaluation of the interventions. Although, the eight types of interventions were
reviewed, the researchers did not include the effect and impact of nonpharmacological interventions
of fatigue with fatigue. Another limitation that was not included in the study was the recent research
for comparison of intervention. A table with descriptions and interventions should also be clearly
labeled. Based on the study interventions were delivered by nurses and nurse researches. It would
more effective if other disciples such as the occupational therapist, physical therapist,
Kinesiotherapist were included in the studies. The OT, PT, KT plays an important role in improving
activity tolerance and in energy conservation technique education. Which I think they should be
included in the studies in evaluating nonpharmacological interventions. In my opinion the review
was strong, but the research study is weak

Training And Development Evaluation : Evaluation
Training and Development Evaluation
James Hooks
Brandman University
OLCU 646: Training and Development
October 19, 2014
Theoretical Framework
Performance improvement and organizational development professionals work to ascertain
measurable benchmarks of talent functions, often through scientific, systemic processes (Kaplan &
Norton, 2001). Organizations that seek successful performance require indicators of effectiveness,
as the evaluation of organizational effectiveness provides to training and development professionals
essential feedback to promote organizational success. It also delivers critical information to
organizational stakeholders, from employees to the community. It is challenging for organizations to
... Show more content on Helpwriting.net ...
While flexible, Kirkpatrick's framework is utilized by organizations to determine their return on
training investment, and their effect or organizational performance.
Definition and Measurement of Kirkpatrick's Evaluation Framework
Kirkpatrick believed that evaluation was an oft–neglected factor of existing organizational training
models (Kirkpatrick, 1994). He developed the four levels of evaluation model to urge organizational
leaders to increase evaluation efforts. Measuring the effectiveness of training deliverables for an
organization is essential to its success; one does not want to expend energy on training that does not
deliver a good return on the time investment. The four level models of training assists in objectively
evaluating the training's impact and effectiveness, so that it may be developed and perfected in the
future.
Reaction. The reaction level of Kirkpatrick's evaluation framework measures how organizational
members are being trained, and how trainees feel about the training (DeSimone & Werner, 2012). It
is important for trainees to determine that any training they performed was a valuable experience,
which includes: their feelings about the instructor; the methods used that the instructor coached
them; the topic of the training and its

The Transformation Of The Practice Of Hr
Human Resources has evolved from an area that would support the organizational needs to handle
the paper work of its employees into a robust department that plays a vital role in an organization's
growth. The transformation of the practice of HR has been phenomenal, from an order taker and
support for all the employees to a department that plays a key role in driving organizational
strategies with the invent of best places to work, creation of a family first environment and other
benefits catered towards employee retention. The idea that talented employee would like to work in
a high–freedom environment has seen a great impact with the organization growth and profits. Apart
from majors, there are profession associations and certifications in the area of HR that helps this
profession evolve further.
The role of human resources is a vital source of success for business. In early days when there was
no HR department, employees did not know how to act when difficult times strikes or how to solve
critical/ethical issues. After World War II, many soldiers were returning home; employers needed
help in recruiting workers. This was the time when HR evolved; a small group of managers came
together to build a professional society that served the purpose of the duties of HR department.
(Jackson, 8)
In the past, many administrative duties required lots of details and complex work for the employees.
The workload was overwhelming for the employees and therefore they were not able to

Hr Practices in Google
HR PRACTICES IN GOOGLE
1. Building innovation into job descriptions: '20 percent time '
Technical employees are required to spend 80% of their time on the core search and advertising
businesses, and 20% on technical projects of their own choosing."
"Employees ' work structure follows a '70/20/10 ' model,
2. Eliminating friction at every turn: ensuring change can happen quickly and efficiently Google's
approach to innovation is highly improvisational. Any engineer in the company has a chance to
create a new product or feature. 3. Letting the market choose: "crowdsourcing" its product strategy
4. Cultivating a taste ... Show more content on Helpwriting.net ...
HR Business Partners are also instrumental in initiating and driving HR programs/initiatives within
those organizations, placing considerable focus on retention, scaling and culture issues.
Human Resources Technology and Operations: The Human Resources Technology and Operations
team designs, implements and continuously evolves innovative technology tools that enable all
aspects of the HR function. Googlers around the world use these tools to access and manage people–
related information. Our team also leverages them to administer core People Programs, including
collecting and maintaining accurate data over the course of an employee 's lifecycle, generating
useful management information and resolving end–user issues.
Learning and Leadership Development: Google 's emerging Learning and Leadership Development
(LLD) team designs and implements innovative learning programs that support and develop the
company 's talent. Our team is a creative, dynamic and collaborative group that is responsible for
three integrated components of learning: the learning programs of Google University, leadership
development and talent management.
People Programs: Google 's People Programs are geared to anticipate the demands and meet the
requirements of the company 's rapid expansion throughout the world. We help Google 's recruiting
and HR processes work effectively, extol

Role Of Hr Development And Change Management Essay
ROLE OF HR IN DEVELOPMENT AND CHANGE MANAGEMENT
Development and Change Management is about people and their capacity to adapt to change. The
Human Resources department has a very vital role in any development and change management
program. There HR department has to ensure are first and foremost kept motivated all the time. This
facilitates smooth change towards development.
First, there is a need to recruit right and relevant people for the job. The attitude of these people
should be open and flexible geared towards thinking out of the box which can bring fresh
perspectives at the service of the company.
There is a constant need to look for people who can think non–linearly and adopt unconventional
ways in working and achieving the goal. They need to be encouraged and empowered so that they in
turn become and act as "change agents". This is a key element in achieving development and
change. The HR department should strive to mentor and nurture talent. There should be a constant
lookout for people who act as catalysts for change and who can motivate other employees to
participate in development and initiate change. Supportive management with supportive working
environment speeds up this process. Care to be taken that those who contribute towards
development and change should be suitably rewarded and adequately recognized which serves as an
added incentive which further serves as a boost.
The Human Resources department should be viewed much more than a supportive

Ikea 's Hr Police And Practice
Section A
Ikea's HR police and practice
Introduction
The aim of this report is to evaluate the goals of the HRM department of Ikea and to analyse how
the HR policies of the company fit and if they are consistent, by following Baron and Kreps (1999)
general framework which consists of five factors.
Firstly it is necessary to introduce the company.
Ikea is a Swedish furnishing company founded in 1943 by Ingvar Kamprad whose vision is "To
create a better everyday life for the many people". (http://www.ikea.com/us/en/)
According to Ikea's vision it is the people who make the company and for this reason its human
resources devote particular attention to recruitment and training, in addition they recognize that the
success of the company is related to the development of its co–workers.
(http://www.ikea.com/us/en/)
External environment
Environmental factors are really important for multinational companies. (Baron, Kreps, 1999)
Ikea claims to have a responsible approach towards the external environment, by supporting a wide
range of activities such as improving health and education by providing vaccinations programmes
where it has business and utilizing resources wisely in order to protect the environment.
(http://www.ikea.com/us/en/)
Workforce
Ikea today is a worldwide organization and it employs more than 90,000 people in 44 countries.
Ikea, when speaking about its employees, prefers to talk about co–workers, because it better reflects
its approach to work. In addition

Health And Safety Improve Manager Training Program Essay
much heavy lifting or manual materials handling.
b. The title and at least TWO objectives of the training programme
Title:Health and Safety improve manager training program
Objectives:
1. Make the new employees find the right job.and to know company background.
2. Improve the efficiency of new employees.
c. How to conduct training need Analysis and target trainees
Due to the warehousing operation training is a practical course, it's recommend that adopt integrated
teaching mode in the training process,and emphasis on the training of actual operation. During the
process of training, it's necessary to equip with the corresponding training facilities and equipment.
Since the core of the training is to cultivate the employees' practical skills, it can be appropriately to
simplify the theory teaching, but overmuch is unfavorable. In order to achieve a better effect on
training, it had better train on One to One or two instruction
d. Training content and time frame for conducting training using on –or off–the–job training
methods
Day 1: Learn company profile and the basic situation of the warehouse operation
Day 2: Know the process of warehouse operation and master the skill of operation
Day 3: Master the management work of warehouse operation with case analysis
Day 4: Master the modern technology of warehouse operation,safety education
Day 5: Master the operation of goods receiving,warehousing and delivery
Day 6: Learn the skill of sing and maintaining of warehouse equipment

Hr Recruitment Practices For Hiring Employees Essay
Executive Summary
For a few decades of their existence, HR Recruitment was primarily used by corporate industry for
hiring employees. Under these conditions, recruitment process was not paid lot of attention. But
now, a huge number of ordinary companies are following the typical recruitment process, HR
Recruitment is approaching not too far off as a conceivably drift.
The necessities of HR Recruitment inside an organization have experienced real changes in the most
recent quite a few years. Knowing the importance of the system, the process now exists in all the
organization for better efficiency.
HR Recruitment system is heart of every Business. Keeping in mind the end goal to expand
effectiveness in contracting and maintenance is to guarantee consistency. Point of interest for every
level is based on prescribed a best practice that is to draw a skilled and assorted candidate pool.
Governmental policy regarding minorities in Society, Equal Employment Opportunity and Diversity
are not separate activities in the enrollment and determination process. They are key variables which
are considered into every progression of the procedure to accomplishment.
Background
Cognizant was first formed by Dun and Bradstreet with 76% shares along with Indian based
company Satyam Computers which had the rest 24% shares. Kumar Mahadevan who was the CEO
of Cognizant some part of time, was the main reason for the D&B to invest 2 Million on this
company.
In 1996, Dun & Bradstreet spun

Strategy And Hr Practices And Polices Recruitment And...
This aim of this study is to demonstrate and evaluate the strategy and HR practices and polices
recruitment and selection of employees as well as relations of strategic business plan with SHRM of
the company Melissa – Kikizas. This company is one of the biggest pasta companies in the Greek
market. Melissa – Kikizas has a distinct Human Resources Management.
2. HRM AT MELISSA– KIKIZAS
Melissa– Kikizas is one of the two biggest pasta production companies in Greece. The departments
of the company which holds the most interest are the mill, the production department and the quality
control department. Through the years, the company has improved their human resources
department. Lately, Melissa–Kikizas is trying to invest on the personnel by introducing good
practices in human resource management. According to Schuler (1984), the key HRM practices
include: Staffing, Appraising, Compensation, Training and Development. These practices will be
discussed in the following paragraphs.
RECRUITMENT AND SELECTION
It is observed that in Melissa–Kikizas, there is a lack of personnel, in many departments. There is a
lack of personnel in the mills, the production and technical departments, which are the key
departments of the company as these departments are vital for the proper operation of the company's
plant. Obviously many employees have multiple roles and hence, multiple duties resulting in lack of
productivity throughout the company. Additionally, many employees do not meet the

Essay about The Impact of HR Practices on the Retention of...
Introduction: Employee retention has become the fundamental challenge for the organizations.
Hiring knowledgeable employees on the job is essential for an employer but keeping those
employees is even more important than hiring. Companies are always searching for talented
employees who have a large number of opportunities available to them. In this era, employee
retention is becoming a critical issue as the result of lack of skilled labor, economic growth and
employee turnover. It is hard to measure the exact cost for company associated with turnover. When
an employee leaves, he takes with him valuable knowledge about the company, customers, current
projects and past history (sometimes to competitors). Often much time and money has been ... Show
Employee Retention is a process in which the employees are encouraged to be the part of an
organization for the longer period of time until the employee gets retired or until the project gets
completed. For achieving individual as well as organizational goals, it is very much essential to
retain talented employees. As the competition in the market heats up, it is very difficult for the
organization to hold back skills, talent and knowledge. As soon as workers feel dissatisfied with the
current employer or with the current job, they move to the next appropriate job. It is becoming hard
for the employers to keep employees attached, and if they are failed to do so, they would be left
without enough good and talented employees. Being HR personnel, one must know how to attract
and keep good employees (Sarin, year?) because these are the employees who can make or break the
organization's goodwill. (Wisnefski, 2008) Successful employee retention does not rely on a one
single strategy. The decision of employee to stay in the organization is effected by a number of
factors depending on variety of elements like individual age, family situation and external job
market or job title (Sinnott, Madison, & Pataki, 2002). There are so many reasons that an employee
resigns from his job. These are ineffective communication, lack of training and development, job
insecurity, lack of recognition, insufficient tools to do the job and poor

Hr Practice of Unilever Bangladesh
CHAPTER 1
1 Introduction
1.1 Background of the Study:
Successful human resource department makes it possible for the organization to acquire the number
and types of people necessary to ensure the continued operation of the organization by the set the
right strategy with relate the HR management process. As a part of MBA program, our Human
Resource Management course teacher Abu Saleh Md. Sohel–Uz–Zaman assigned us to prepare a
report on "HR Practices in Bangladesh" as related topic on Human Resource Management course.
We have selected our report topic as "HR practices of the Unilever Limited". After complete our
MBA program we will be going to job market and competing with other universities' graduates for
getting a suitable job. For ... Show more content on Helpwriting.net ...
3.2 Company background
Unilever brands are trusted everywhere and, by listening to the people who buy them; they've grown
into one of the world's most successful consumer goods companies. In fact, 150 million times a day,
someone somewhere chooses a Unilever product. They create market and distribute the products
that people choose to feed their families and keep themselves and their homes clean and fresh.
People's lives are changing fast. As the way they'll live and work evolves, Unilever needs and tastes
change too. At Unilever they aim to help people in their daily lives. So they keep developing new
products, improving tried and tested brands and promoting better, more efficient ways of working.
They have a portfolio of brands that is popular across the globe – as they'll as regional products and
local varieties of famous–name goods. This diversity comes from two of Unilever key strengths:
4
Strong roots in local markets and first–hand knowledge of the local culture. World–class business
expertise applied internationally to serve consumers everywhere.
Focusing on performance and productivity, they encourage Unilever people to develop new ideas
and put fresh approaches into practice. Hand in hand with this is a strong sense of responsibility to
the communities they serve. They don't only measure success in financial terms; how they achieve
results is important too. They work hard to conduct Unilever business with integrity – respecting

International Hr Best Practice Tips
International HR Best Practice Tips: Spring 2010
Dee Birschel. Benefits Quarterly. Brookfield: Third Quarter 2010. Vol. 26, Iss. 3; pg. 61, 1 pgs
Copyright International Society of Certified Employee Benefit Specialists Third Quarter 2010
Global companies must always attend to local jurisdictional laws and regulations. HR should initiate
charitable activities to benefit regions hit by major disasters only after checking local laws about
payroll deductions, tax deductions, consent rules and consultation with employee representatives.
Any global compensation strategies must pass review under local pay discrimination laws for
protected group, gender, job category and specific country rules. Waivers associated with severance
payments ... Show more content on Helpwriting.net ...
It also provides a framework for incorporating both the control aspects (integration and
responsiveness) identified in the earlier literature on MNCs and the process emphasis of more recent
studies ([6] Birkinshaw, 2000; [19] Edwards and Ferner, 2004). Nevertheless, there are some
problems with the transnational concept, since the boundaries between different configurations of
MNCs (global, multidomestic, international) overlap. However, the network aspects of transnational
corporations encourage flexibility, responsiveness and innovation ([4] Bartlett and Ghoshal, 2002,
[5] 2003). It is the origin of ideas and the quality of the communication process that leads to what is
being integrated across borders and that distinguishes the two types. Therefore, without looking at
processes we cannot clearly identify transnationals, or distinguish them from other configurations.
[3] Bartlett and Ghoshal (1989, p. 71) advocate mechanisms to build transnational human resource
management (THRM), "[A] fundamental prerequisite for the normative integration a transnational
seeks is a sophisticated HRM system. The transnational uses systems of recruitment, training and
development and career path management to help individuals to cope with its diversity and
complexity". Accordingly, they argue that the role of THRM policies and

Advantages Of HR Practices
THE VERIOUS HR PRACTICES CAN BE BRIEFED AS FALLOWS:
A) RECRUITMENT AND SELECTION: Recruitment is most commonly used word than the word
selection. It is like finding out prospective candidates for filling actual or projected vacancies in an
organization. Find best candidates for the organization and recruitment is one of the most significant
aspects for operating a business successfully. Recruitment is an activity to find people who like to
join organization. In other words it is the process of inviting the candidates for organization and
applying to job through various modes in which organization asks for. SOURCES OF
RECRUITMENT INTERNAL SOURCES EXTERNAL SOURCES promotion Internet recruitment
... Show more content on Helpwriting.net ...
In the job posting system the organization observe its present employees about job openings. A job
posting system gives each employee an opportunity to move to better job within the organization.
Job posting and bidding system can be ineffective if handled improperly.
EXTERNAL SOURECE RECRUITMENT
1. Internet recruitment With the advent of information technology, a number of HR practices are
now online. E–recruitment simply means recruitment process through internet. In PRPL the
management are using internet to recruit, either by developing an online presence of their own or by
linking up with web based job search services. E–recruitment is save the time and cost of the
company. 2. Advertisement in newspaper Advertisement in newspapers and related publication are a
popular method for external recruiting. Any local newspaper is likely to have help wanted sections
ranging from perhaps a few listings to as many as several pages, sometimes organized by different
kinds of job opening such as professional/non–professional, sales, technical. Newspaper is targeting
large number of people and it is flexible. PRPL recruits candidates through Advertisement in local
newspapers like Udayavani, Vijaya Karnataka, Canara Times and

Hr Systems Comparison: System Thinking , Best Practice,...
Managing human capital | HUMAN RESOURCE MANAGEMENT | | | | Table of Contents 1.
Abstract 3 2. Introduction 3 3. System and Ecological Thinking 4 3. Best Practice 5 4. Best Fit 6 5.
Discussion 7 5.1. 'Systems Thinking' 7 5.2. 'Best–Practice' 8 5.3. 'Best–Fit' 9 6. Summary and
Conclusion 10 7. Bibliography 11 1. Abstract This assignment will assess three main schools of
thought that apply to Human Resources Management (HRM). With regards to contemporary HRM
concepts it is evident that a consideration of the 'larger picture' is necessary to be able to effectively
push an organisation towards its ideals goals. A consideration of 'system thinking', 'best practice' and
' best fit' systems ... Show more content on Helpwriting.net ...
Collins comments that "from the perspective of context, the story is never–ending". He refers here
of course, to the idea that these internal and external factors have an enormous effect on the working
environment. It is a sensitive issue which requires a large amount of continued assessment; the goal
being to keep these factors in check and accounted for in order to create a harmonious, productive
and efficient workforce. This approach helps to simplify the complexities of context by looking
upon HR as a 'system ', a term which denotes a delicate habitat made from smaller 'sub–systems ',
where each 'sub–system ' provides a layer of information that feeds up the chain to create the bigger
picture. In the context of International HR (IHR), managers take on the same responsibilities as their
local based colleagues but the area of activity and difficulty of these duties is based on the extent of
internationalisation of the organisation. As they move towards a more global economy, organisations
are supposed to revise their HR strategies. From one country to another, for example, external
factors (e.g. politics) or internal factors (e.g. practice) would be vastly different. As a result of this,
normal decisions can be really complex in an organisation operating around the world in multiple
countries, particularly since for international organisations,

Case Study Hr Practices Of American Express
American Express Company (NYSE: AXP), sometimes known as AmEx, is a diversified global
financial services company headquartered in New York City. Founded in 1850, it is one of the 30
components of the Dow Jones Industrial Average. The company is best known for its credit card,
charge card, and traveler's cheque businesses. Amex cards account for approximately 24% of the
total dollar volume of credit card transactions in the US, the highest of any card issuer. [1]
HR Practices of American Express
American Express strives to create an environment where the employees are respected, feel fulfilled
personally and professionally and look forward to going to work. This is achieved by the following
practices:
1. Listening to the employees:
The company ... Show more content on Helpwriting.net ...
4. Compensation:
The company's compensation programs are result oriented market focused and flexible. Pay for
Performance is one of the key compensation program, which includes various pay, benefits and
special programs offered by the company.
To foster competitiveness and deliver better results, there is a program called STACK where
employees are ranked based on the work done and their incentive is decided based on it. Better the
rank, better the incentives.
Another program called Commando Payouts is for the extra work done for the company where the
employee is compensated for the work done on a Saturday, which shows dedication towards the
company.
Executive Officer Compensation: American Express believes that having executives who are strong
leaders will enable them to attract and retain the best talent, promote continued growth and
demonstrate the Company's values. Compensation program for the top leaders is designed to attract,
motivate and retain executives of exceptional ability and experience. The program includes
incentive compensation tied to the Company's annual or long term financial and strategic objectives,
aligning the financial interests of the most senior leaders with that of the

Evaluation of Different Training and Development Methods...
Training has been defined as 'a planned effort by a company to facilitate employees' learning of job–
related competencies. These competencies may include knowledge, skills, or behaviours that are
critical for successful job performance.' While Development refers to any form of formal education,
job experiences, relationships and assessments of personality and abilities that can aid in the
performance of an employee in current or future jobs. (Noe 2007) Training and development
methods consists of different techniques and materials used by trainers to structure learning
experiences, and different delivery methods are better suited for achieving certain learning
objectives. Reid (2007) argued that when determining a learning strategy for ... Show more content
on Helpwriting.net ...
Mentors should be chosen based on interpersonal and technical skills and they need to be trained as
well. , Although not always, mentors are usually provided for management–level employees e.g.
members of the board of directors or retired company executives might decide to mentor senior
managers of the company. This is an effective learning tool because it offers feedback on the
employee's strength and weaknesses. However, a limitation of formal mentoring programs is that
mentors may find it difficult to provide counselling or coaching in artificially formed relationships. ,
Blended Learning: is described as a method that combines the use of distant learning techniques i.e.
e–learning with traditional learning. Employees prefer this method because it provides easy access
to learning for them. It also serves as an effective technique to train employees because it combines
the importance of matching an individual's preferred learning style with the appropriate training
delivery. It is also relatively convenient. However, the learner needs to be enthusiastic about the
topic of the training to avoid de–motivation. E–learning: various companies have taken e–learning
as a method of delivery for training their employees. This type of training is delivered online
through the internet or the web by using a computer . Support for the trainee

HR Practices, Questions And Answers
Patch Two
Question: Critically examine the benefits that effective HR practices can bring to an organisation
Bhagria (2014) stated that HR practices are functional activities and strategic plans that improve
services to employees and increased profitability for the employer. The term "best practices" refers
to actions that are successful methods to get the desired results. In the field of human resources,
several best practices exist in all disciplines. However, recruitment and selection, employee relations
and compensation and benefits are disciplines where best practices in human resources can reap the
best return on investment.
Human Resource Management (HRM), most crucial department or workforce in any organisation
small medium sized or big. Overseeing individuals in association is an essential movement under
HRM. Sims (2002:2) characterizes HRM as "the logic, arrangements, strategies, and practices
identified with the administration of an association 's representatives". HRM is basically concerned
with all the exercises that add to effectively drawing in, creating, propelling, and keeping up a high–
performing workforce that outcome in authoritative achievement. Inyang (2001:8) considers HRM
as "a set of association wide and individuals situated capacities or exercises deliberately intended to
impact the viability of representatives in the association". HRM as an unique way to work
administration which looks to accomplish a game changer through vital sending of

Best Hr Practices In An Organization

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