HR PRACTICES

HR Practices of Companies



HR Practices of Companies

Understanding of HR similarities and differences in both organizational structure and culture

HR is a wide discipline and the similarities oh HR at organizational culture and structure differ. All organizations have human resource management. Apart from the degree of the resources of any organization and its size, the business/organization prospers and strives for its survival because of the performance and capabilities of its employees. This success could sustain if there is on-going strategy of the organisation. An organisation could get the highest achievable performance only if it utilizes the knowledge and skills contained by its human resource at the highest level. Roles and responsibilities of Human Resource (HR) in today's business environment are amplifying day by day. If the department of human resources is well managed it can maximize the organization's profit by achieving only basic aims such as customer satisfaction, quality and profits.

The reliability and validity of HR practices

It is necessary that HR practices should be reliable. Moreover, they should be valid. As the organization depends on the employees hired in the organization, they should be hired through a definite procedure. According to a recent study by Development Dimensions International conducted by organisational development and recruitment experts, human resource is helpful in assisting the human talent development across both cultural and geographical limits. In a global environment, role of human resource professionals includes hiring high quality workers, employee retention, and development of leadership (McMahon, 2002). The global economies and market places are significant for those organisations who want to expand market share and operating costs reduction. The current role includes the recruitment of employees able to incorporate the values and goals of the firm, the interviews at the time of hiring of employees, the design of training courses and the search for balance in the compensation systems that encourage the personal behaviors consistent with the strategy (taking into account internal equity and external competitiveness). First is defining business goals. Based on the objectives of business, we must formulate goals HR-function. Performance indicators must be measurable in specific numerical values. In our example, this criterion may become a sales turnover per employee trading desks.

Case Study 1

Human resource management Microsoft

Human resources management, Torrington (2009) explains, has become important in the last few decades because the skill required of employees has become highly specialized. In times, when the employers only required manual labour from their employees, it was easy to hire and fire employees. It was not difficult to find people to work, and there was no significant restriction in letting them go. However, as the nature of business changed such that industrialization progressed much more, employees who have skills are in demand. This is because the jobs are more likely to demand highly competent personnel, such as those with technical knowledge or managerial skills. (Beardwell, 2001) examines the issue of human resource management strategies particularly in the high technology industry sector, which is characterized by rapid technological changes, environmental instability and unpredictable and dynamic ...