This action might not be possible to undo. Are you sure you want to continue?
Introduction Human resource is the most valuable assets of an organization. Human capital is an investment that cannot be depreciated. Increasing huge number of companies is recognizing the important of effective human resource management (HRM). Human resource (HR) practices should be among the priority considerations of an organization. This report covers essential tools in HR practices like staffing, training, compensation and performance management that shape organization role in satisfying need of its stakeholder.
Due to the dynamic business environment, organization is concerned on their business focus and direction to achieve sustainability and competitiveness in the global challenges.
Strategic Human Resource Management (SHRM) identifying the organization’s strategic goals and capability to develop and implement strategic plans to reach the goal. For the strategies to be implemented there will be a change in planning and management. Obtaining strategies into action is not easy and hence the barrier can be met by conducting rigorous initial analysis that covers business needs, corporate culture and both internal and external environmental factors (Stoyanova, 2005).
Motivations can be tools that can emphasize the personal growth and development of the employees. The idea of the motivation is not only helping the employees to maximize their
They believed their capabilities and strength has been acknowledged. managers should make an effort in providing performance feedback to the employees. With increase in selfconfident.potential and their contribution through their performance but also. Effective communication is essential for HRM to have a constructive contribution to the overall strategy. improving the productivity of the company (Bruce. Both the manager and team are able to implement plans for improvement. 1987). it creates a good opportunity to listen to individual’s views. 2003). With an open communication. information can be conveyed for improvement. Everyone likes to be encouraged. the team understands their strengths and weaknesses. Employee performance should not be communicated only during annual appraisal. and to allow the accomplishment of the strategic objectives (Collins. A comfortable work condition enables the upper and lower management to form a trustworthy relationship with each other. employee will initiative and suggest constructive solutions into the organization. Simple words of thanks or verbal recognition constantly improve morale and employee relationship. Through daily conversation. employee will feel responsible and commitment for their job. Given more autonomy. 2 . During formal and informal communication. It a values to employee for recognizing works of excellence. Time to time.
The failure to select the most effective person will “typically” constrain a firm’s performance and lead. Human resource strategy and corporate strategy need to be integrated so that strategic harmony is developed between HRM and the business plan. (Armstrong and Long. organization needs to be constantly adaptable to the change. 2001) Motivation improved productivity and effectiveness of the organization’s competitiveness. HR personnel should use emphasize on the most efficient method to convey and attract the most suitable candidates for the job. to its demise. 2002) It is important to identify and obtain information through job analysis and evaluation. 1994) A fundamental mistakes made by management is the failure to allocate “the right people to the right job” once these changes occur.Through the job satisfaction. (Wright. 1996) 3 . The first aspect of recruiting and selecting prospective applicant is that individual’s expertise should match with the requirement and needs of each specific position. the organization and their future are supported. Together. (Stone. With respond to the changing environment. With the result. sooner or later. Due to the increasing complexity of managing people. HR personnel should be precise during the selection and capable of short-listing potential applicant. an SHRM is necessary for organizational success. (Boxall. the employee feels his importance of belongingness in the workplace as well as the importance of his work.
Compensation is systematic approach to providing monetary value to employees in exchange for work performed. In order for organization to meet its distinct business goals and keep its competitiveness in the market. Reformation in the external and internal environments influence strategic change. these include advertising and the time that is employed on screening and interviewing the prospective employee. high turnover of employee must be avoided to encourage lower recruitment expenditure. 2003) It is important to reward employee for their past performance while serving as a motivation tool for the future performances. Many viewed it as recognition of individual value to the organization. training is essential in an organization to keep employee to be updated and informed regularly to increase performance. High competency levels and competitive advantage can be achieved through high performance work system. Retention of the current workforce is the most economic solution to an organization. (Byars & Rue. such that a static set of employee skills will often be inadequate (Butler. An effective rewards and recognition system is a useful tool to motivate employees. 1991).According to Hacker (1996). In the progressing world. Ferris and Napier. 4 . they will need exceeding talented workforce that is motivated to promote high performance to achieve exceeding results while retaining them as long standing employee. In pursuit of implementing cost effective option. It is significant to equip the workforce with indepth technological advancement for better deployment. Organization must invest in training to ensure employee is job ready. the recruiting of an employee contains hidden costs.
P. London: IPM 5 .Conclusion While expectation continues to rise. Bibliography Armstrong. Providing a motivational work environment is a challenge in this competitive world. (1994): The Reality of Strategic HRM. human resource will have to change in many ways to support the organization success and new set of direction. and Long. Management needs to be orientated towards strategic use of human resource. organization optimizes the efficiency and gain competitiveness in the market. Through the assistance of SHRM. M.
(2003): Human Resource Management. (1996): The Costs of Bad Hiring Decisions & How To Avoid. Human Resource Management Australia. Training Needs Analysis Wright. B. Australia: Wiley Stoyanova. FL: St.R. A. Lucie Press Stone..E. & Rue. Delray Beach. 6 (3): 59-75. Journal of Public Administration Research and Theory. N. S. New York: McGraw-Hills Byars. W. (2003): How to Motivate every Employee. (2002): Human Resource Management. 11 (4): 559-586. C. (1996): ‘The strategic HRM debate and the resource-based view of the firm’. 6 .. 2nd ed.K (1991): Strategy and Human Resources Management.. G. 4th ed.J. Ferris. (2005): Business Review Weekly. L.Bruce. R. 25 (3): 5-20 Hacker. J. New York: McGraw-Hill Boxall. (1987): The strategic contributions of the human resource function. L. Collins.A. and Napier. L. Butler. R. P. Cincinnati: South-Western Publishing Co. Human Resource Management Journal. (2001): ‘Public-Sector Work Motivation: A Review of the Current Literature and a Revised Conceptual Model’.