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  • Stakeholder Interests

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    Saran Raj
    9 views1 page
    The document outlines the key stakeholders in an organization including shareholders, management, employees, government and unions. It then discusses human resource policy choices such as employee influence, human resource flows, reward systems and work systems. These HR policies aim to achieve outcomes of commitment, congruence and cost effectiveness among employees. In the long term, effective HR policies can benefit individual wellbeing, organizational effectiveness and social wellbeing. The success of HR policies depends on various situational factors within the workforce, business, management, market, unions, technology and social/legal environment.

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    HRM

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    The document outlines the key stakeholders in an organization including shareholders, management, employees, government and unions. It then discusses human resource policy choices such as employee influence, human resource flows, reward systems and work systems. These HR policies aim to achieve outcomes of commitment, congruence and cost effectiveness among employees. In the long term, effective HR policies can benefit individual wellbeing, organizational effectiveness and social wellbeing. The success of HR policies depends on various situational factors within the workforce, business, management, market, unions, technology and social/legal environment.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOCX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    9 views1 page

    Stakeholder Interests

    Uploaded by

    Saran Raj
    The document outlines the key stakeholders in an organization including shareholders, management, employees, government and unions. It then discusses human resource policy choices such as employee influence, human resource flows, reward systems and work systems. These HR policies aim to achieve outcomes of commitment, congruence and cost effectiveness among employees. In the long term, effective HR policies can benefit individual wellbeing, organizational effectiveness and social wellbeing. The success of HR policies depends on various situational factors within the workforce, business, management, market, unions, technology and social/legal environment.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOCX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    of 1

    Stakeholder Interests:

    Shareholders Management Employees Government Unions

    HRM policy choices:


    Employee influence Human resource flow Reward systems Work systems

    HR outcomes:
    Commitment Congruence Cost effectiveness

    Long-term consequences:
    Individual wellbeing Organizational effectiveness Social wellbeing

    Situational factors:
    Work force characteristics Business strategy and conditions Management philosophy Labour market Unions Task technology Laws and social values

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