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Top AuthorsTop ArticlesFAQABAnswers Publish Article LoginLogin via RegisterHello My HomeSign Out Email Password Remember me? Lost Password? Home Page > Education > History > â Best practice' as a human resource strategy â Best practice' as a human resource strategy Posted: Apr 23, 2010 Comments: 0 Views: 642 1ShareAds by Google Easy Strategic Planning Quality Strategic Planning Visuals Free Trial. Free Download! www.SmartDraw.com Human Capital Management Improve outcomes using integrated workforce management solutions. www.apihealthcare.com Hr Policies Download Business Policies Template Just Fill-in the Blanks & Print! Biztree.com HR Powerpoint Slides Excellent Powerpoint Slides on HR Management and Personal Development www.exploreHR.org Introduction Best practice as a human resource and development strategy attempts to link two issues i.e. human resource strategies and competitive advantage. This perspective is founded on the belief that human resource and development strategies can cause employees to become committed and highly motivated towards their organisation. Consequently, such employees are expected to contribute towards improvement of the company's performance. Reward systems form a critical part of best practice policy because they still fall under human resource strategies. The organisation to be examined is John Lewis Partnership. This company is a worker co-op. It is one of the most exemplary companies when it comes to implementation of best practice strategies. This is because all the employees within the organisation are part owners of the organisation. The organisation focuses on addressing all their needs whether in the reward section or elsewhere. On the other hand, the employees pay back these efforts through commitment and best performance. Best practice has formed one of the organisation's key strengths. Strategic capability and degree of sophistication of the strategic Human resource and development effort John Lewis partnership has made sure that training is part of its human resource and development efforts. This is because it realises the value of this best practice strategy. Pfeffer and Velga (1999) explain the importance of training and development of skills within any organisation. A company that takes its employees through training solidifies their contribution to the company. This is because such employees get equipped with the ability to make decisions in their work. On top of this, such employees have high levels of initiative and will try their utmost best to improve their organisational contribution. Skill development is a characteristic part of the John Lewis Partnership because employees who feel the need to improve their skills are given opportunities to do so through training schemes. Youndt et al (1996) emphasise that training is one of the most fundamental aspects of best practice models. However, these same authors also add that training should be integrated into other development activities like staffing, job rotation and others. They claim that no amount of training will contribute

an organisation's structure and operation are affected by certain situational factors such as technology. The first is the input made by an employee and the second is outcome which normally comes from the respective organisation. One can therefore conclude that the company's structure is a clear depiction of its best practise strategy. Pay can be considered as a factor that can cause job dissatisfaction and should be dealt with so as to have time to concentrate on other important aspects. They believe that this is a form of investment into human capital since most of these employees feel valued. However. These departments work together to achieve gaols and have been granted relative autonomy. Most of them are expected to consult with higher authorities in order to decide on issues. He believes that a reward system within any company can affect the way it operates or how it is structured. line managers are given minimal responsibilities. He places more emphasis on factors that cause job satisfaction such as the nature of work. It can be seen that there are two aspects in motivation. The ratio between these two aspects needs to be equal otherwise employees will loose motivation to perform. However best practice advocates like Burnes (2000) came up with a contingency theory.towards organisational development if employees are not granted the permission to practice those acquired skills. (Pfeffer. This is something that is quite different from simply increasing salaries. responsibilities in the workplace and recognition of achievement. the company gives almost equal rewards to all members of the teams. an employee's input is not matched to outcome from the organisation. This means that an organisation should try its best to grant work autonomy to its employees and to empower them through training. 1994) Why and whether human resource strategy is seen as adding value Best practice strategies have definitely added value to the organisation. Those groups should be such that they have the ability to make their own decisions. According to the Equity and expectancy theories (main components of the best practice model) put forward by Adam (1965). This is where the term negative inequity stems from. It appreciates achievement and places more emphasis on the latter rather than the former. In other retail companies. John Lewis' strategic capability in this aspect of structure is demonstrated by the division of the company into departments. size and environment. One can consider them as teams. This implies that there should be minimal differences between different members of staff so that most employees within the organisation operate in a relatively independent manner with the ability to make their own decisions. This is the reason why its best practice strategies have added value to the company. According to the Classical and Human relations approach. John Lewis realised that payments simply alter behaviour but do not change the attitudes causing these . Another aspect of best practise firms is that they ought to have reward systems that are compact in nature. Pfeffer (1994) believes that best practice companies should have a structure that places staff members into groups. Also. Hertzberg (2001) came up with a two factor model to illustrate the importance of performance motivation as part of best practice strategy. This is the reason why John Lewis does not simply increase employees' salaries. John Lewis has achieved this very well. the company under study has eliminated that problem by training those members of staff (so that they can have necessary skills) and then allowing them to make independent decisions. There is a need for justice to be administered in this area otherwise employees will lack motivation. This is because the approach has motivated performance within the organisation. He asserted that factors causing job satisfaction were quite different from those ones causing job dissatisfaction. Here.

Pfeffer (1998) asserts that employees can add value to an organisation when there is equity within the organisation. Also. The third C put forward by the same author is Content where organisations should go out of out their way to enrich employees' jobs. These include Choice. Therefore. Kohn (1993) and Pfeffer (1998) solidify this stand point by adding that the financial aspect is not the only thing that matters. All these qualities deal with the content aspect of motivation thus adding value top the company. It is important for companies to have business strategies first. it may prevent employees from tapping their full potential. For example. Here there should be a two-way exchange of information between the company and the employees. Business strategy defines the way the firm will operate and what level of performance should be expected. This is an aspect that John Lewis has perfected through voting power granted to its employees. It has given a lot of emphasis on equality. Al members within the organisation will feel just as importance as the he other and it will strengthen the bond within the organisation. Any given company should realise that an employee will only be motivated when they receive appreciation for their efforts. business strategy is the foundation for rewards systems within the best practice . John Lewis realised this and this is why the partnership adds other factors into the equation. All members of the organisation should receive equal treatment in this area because it will be a justifiable issue. Such approaches move away form the financial aspect of motivation and consequently add value to the firm. These same authors assert that if a company only focuses on this type of approach. employees within the organisation have the power to hire or fire leaders within their council upon giving justification of their reasons for doing so. In the year 2007. that they have an internal magazine where suggestions on governance are given and the administration reciprocates. Reward systems have a direct and fundamental link between strategic imperatives facing the Company and overall effectiveness achieved by the company.behaviours as stated by Kohn (1993). the Company distributed fifty five million pounds fairly and equally among all members of staff. Most organisations have made the mistake of sharing profits among managers and top administrators yet this is quite a big misconception. Employees in the Company also have the freedom to air out their grievances and misgivings about some of their administrators. This is an aspect that John Lewis has also incorporated into their management style since employees work in teams. John Lewis has recognised this truth. Kohn (1993) adds that it is possible to motivate employees without the need to increase their pay. The second C is the issue of Collaboration. This is because the absence of it could be taken as a form of punishment by the organisation. This appreciation should be equal among all members of the organisation. This is because pay systems can be modified so as to align themselves with overall goals and objectives of the organisation consequently becoming part of the businesses strategy within the organisation. where an employee should be given the opportunity to participate in decisions affecting the company. This is the reason why John Lewis uses its aspect of partnership to motivate employees rather than just focusing on financial issues. line managers have considerable amounts of responsibility and yet there are always new technical issues faced John Lewis. Relationship between Human Resource and development activities and the strategic imperatives facing the company One of the most crucial aspects of human resource and development activities within the organization under study is reward systems. He claims there are three C's that employees can add to their organisation in order to add value. This is because business strategies provide a guideline that will help a given organisation have a sense of direction.

This theory is seen clearly in the John Lewis partnership where the company paid millions in bonuses to its workforce. Lawler (1996) states that an organisation first needs to identify its reward system objectives. Instead. This is because the objectives act as a basis for measuring the effectiveness of the pay systems and they also act as guidelines. These are. Pfeffer (1998) suggests that there is a link between what amount a firm pays to its workforce and the quality of employees it is able to attract. Motivate performance. These shall be examined in detail. The best practice model is such that reward systems should encourage involvement by employees. Huselid (1995) adds that attracting the right employees is not just something that is achieved by a pay system. Pfeffer (1998) points out some disadvantages of the traditional reward systems where merits were the most important aspect at that time. Contribute to corporate culture. This is highly relevant since there are instances when labour markets become stringent. The first link between the latter mentioned acts is attraction and retention of employees. Also pay systems are dependent on the nature of business success mad not on the merits employees have. The main relationship between best practice and an organisation's strategic imperatives is that it provides a basis for achieving an organisation's pay objectives. For the organisation under study. This implies that the best practice model is against job-based approaches where employees are paid according to their merits. â Objectives of reward systems Attract and retain employees. it became necessary to adopt a reward system that addresses these pitfalls. The merit system creates fear culture within the organisation employees mainly focus on short rather than long term goals employees do not care about how the organisation performs it devalues team work because emphasis is on individual performance it is subject to biases and politics In light of these disadvantages.model. Promote skill and knowledge development. One should take note that best practice policies remain stagnant even when the organisation's strategic direction changes. This caused an increase in the company's performance as seen from its favourable market shares. 1996) These objectives have contributed greatly towards achievement of John Lewis Strategic intent. Some of the theoretical frameworks contained in this model were spearheaded by Huselid (1995) and Pfeffer (1996). Some of the objectives are. there is a need to attract best quality individuals because the retail sector is highly competitive. it advocates for pay systems that are based on skill and rewards and bonuses are given to employees when the company has achieved success. Therefore the best practice model moves away from the traditional methods of measuring employee performance through performance appraisals. Reinforce and define structure. This implies that the strategy the company adopted will be influenced greatly by these valuable staff members and thus leading to organisational success. The best practice model is such that a company that adopts this form of practice attract the best human resource personnel there is out there. It is also something that needs to be combined . One can therefore conclude that policies within this type of strategy precede business strategy. John Lewis. More focus is placed on creating a sense of concern within the employees about the performance of the organisation. and Determine pay costs' (Lawler.

Pfeffer (1994) goes on to add that low employee turnover is quite necessary when trying to create a family friendly culture within an organisation. It can either impede or promote organisational effectiveness depending on its implementation. performance and teamwork as suggested by Armstrong (1999). John Lewis should make sure that it continues to maintain open and transparent channels of communication about its reward systems. This means that workers will feel at home in their work environment. If these latter three factors are implemented by companies. This is also toped up by a good reward system. communication channels and job enrichment. This can be carried further to imply that the organisation also values people and this means that those employees will feel privileged to belong to the organisation.with a meticulous selection process. Lawler (1996) adds that an organisation can create a culture through best practise approaches by encouraging the following. prevent them from worrying about this and instead focus on tasks at hand. They highlight the importance of knowing that one will not loose their job. John Lewis is characterised by such practices since it has a rigorous selection process. these are characterised by secrecy and top down communications. According to the best practice approach. Contribution Human resource and development can make towards achieving the organisation's strategic intent Best practice as a human resource development strategy can help an organisation achieve its strategic intent through creation of a unique corporate culture. The organisation needs to ensure that thee are well qualified candidates in large numbers. Conclusion Best practise is a human resource strategy that affects overall organisational strategy. reward systems contribute to organisational culture. However. John Lewis partnership should ensure that it promotes organisational effectiveness through the following ways. Drennan (1992) describes corporate culture as the way things are done within any organisation. This is because it will. then they will achieve competitive advantage. This will eliminate any uncertainties among members of staff and will contribute towards their commitment. quality. Delery and Doty (1996) assert that whenever there is a low employee turnover. Lawler (1995) notes that companies that have failed in the past are those ones that adopted autocratic methods of governance. This is exactly what has occurred at John Lewis Company. It should try as much as possible to reinforce its value in areas such as innovation. The Company should stick to these best practice principles in order to achieve their strategic intent. -participation -innovation -entrepreneurship -eliminating too much bureaucracy -encouraging competency Lawler (1996) goes on to add that organisations should deal with two aspects in order to change their corporate culture and to achieve their strategic intent. pay should not be the only thing that takes precedence. employees will feel more obliged to perform because they are assured of their job security. There should be adequate consideration of decision making powers. The John . high employee retention and a strong organisational culture. the importance of the selection process is that a candidate may feel honoured to belong to an organisation that takes its selection process seriously. The Company should also go out of its way to maintain a participative approach in decision making. This can be done through communication and the decision making process. They will also be challenged intellectually and consequently enjoy their work experience.

Harvard Business School Press Burnes. p. A. Retrieved 24 March. (1998): Six Dangerous Myths About Pay. p. MA: Stanford Graduate School of Business. Contingency and Configurational Performance Predictions. Strategic capability and degree of sophistication of the strategic Human . On the other hand. 71(6). Harlow: Financial Times. (1965): Inequity in Social Exchange. 37-48 Youndt. Harvard Business Review. MayJune.Lewis has been on the frontline of best practise strategies because it is a worker and most of their decisions are participative. and Doty. M. Reward systems within this company encourage equity and this is why it has been recorded increased profits in the recent years. The organisation focuses on addressing all their needs whether in the reward section or elsewhere. ed. (1999): Employee Reward. (1996): The Design of Effective Reward Systems. (1999): Putting people first for organizational success. 527-550. The organisation to be examined is John Lewis Partnership. Prentice Hall Adams. and Velga. E. In Advances in Experimental Social Psychology. Best practice has formed one of the organisation's key strengths. Reference: John Lewis (2007): Interim Financial report. London: CIPD Lawler. 39. p. such employees are expected to contribute towards improvement of the company's performance. p. Consequently. and Firm Performance. Academy of Management Journal. 48-49. B. It is one of the most exemplary companies when it comes to implementation of best practice strategies. Herzberg. Harvard Business Review. Berkowitz. 267-299. (2000): Managing Change: A Strategic Approach to Organisational Dynamcis. L. eds.Bigley. This company is a worker co-op. Productivity and Corporate Financial Performance. p. p802-35 Armstrong. Boston. J. Reward systems form a critical part of best practice policy because they still fall under human resource strategies. J. A. 87-96 Huselid. R. J. 2. Compensation and Benefits Review. 109-119 Pfeffer. (1994): Competitive Advantage Through People: Unleashing the Power of the Workforce. E. Manufacturing Strategy. p836-66 Pfeffer. F. This is because all the employees within the organisation are part owners of the organisation. M. M. 38 (3). L. Lawler. Academy of Management Journal. vol. J. sixth edition.e. (1995): The New Pay: A Strategic Approach. the employees pay back these efforts through commitment and best performance. 2ndedition. 13 (2). p. (1993): Rethinking Rewards. (1995): The Impact of Human Resource Management Practices on Turnover. Academy of Management Executive. Porter and G. 81(3). human resource strategies and competitive advantage. J. McGraw Hill International Press Delery. 635-72 Kohn. 39(4). p. (1996): Models of Theorizing in Strategic Human Resource Management: Tests of Universalistic.14-22 Introduction Best practice as a human resource and development strategy attempts to link two issues i. In Motivation and Leadership at Work. et al (1996): Human Resource Management. Academy of Management Journal. D. New York. New York: Academic Press. 27 (4). J. Steers. (2001): One More Time: How Do You Motivate Employees? Harvard Business Review. p. This perspective is founded on the belief that human resource and development strategies can cause employees to become committed and highly motivated towards their organisation. 2008 Pfeffer.

Another aspect of best practise firms is that they ought to have reward systems that are compact in nature. He believes that a reward system within any company can affect the way it operates or how it is structured. This means that an organisation should try its best to grant work autonomy to its employees and to empower them through training. the company gives almost equal rewards to all members of the teams. They claim that no amount of training will contribute towards organisational development if employees are not granted the permission to practice those acquired skills. This is because such employees get equipped with the ability to make decisions in their work. According to the Equity and expectancy theories (main components of the best practice model) put forward by Adam (1965). such employees have high levels of initiative and will try their utmost best to improve their organisational contribution. Skill development is a characteristic part of the John Lewis Partnership because employees who feel the need to improve their skills are given opportunities to do so through training schemes. Also. One can therefore conclude that the company's structure is a clear depiction of its best practise strategy. These departments work together to achieve gaols and have been granted relative autonomy. Most of them are expected to consult with higher authorities in order to decide on issues. On top of this. (Pfeffer. 1994) Why and whether human resource strategy is seen as adding value Best practice strategies have definitely added value to the organisation. This is where the term negative inequity stems from. . The first is the input made by an employee and the second is outcome which normally comes from the respective organisation. John Lewis' strategic capability in this aspect of structure is demonstrated by the division of the company into departments. This is because it realises the value of this best practice strategy. size and environment. However.resource and development effort John Lewis partnership has made sure that training is part of its human resource and development efforts. The ratio between these two aspects needs to be equal otherwise employees will loose motivation to perform. these same authors also add that training should be integrated into other development activities like staffing. Pfeffer and Velga (1999) explain the importance of training and development of skills within any organisation. A company that takes its employees through training solidifies their contribution to the company. This implies that there should be minimal differences between different members of staff so that most employees within the organisation operate in a relatively independent manner with the ability to make their own decisions. Youndt et al (1996) emphasise that training is one of the most fundamental aspects of best practice models. In other retail companies. It can be seen that there are two aspects in motivation. line managers are given minimal responsibilities. John Lewis has achieved this very well. Pfeffer (1994) believes that best practice companies should have a structure that places staff members into groups. the company under study has eliminated that problem by training those members of staff (so that they can have necessary skills) and then allowing them to make independent decisions. job rotation and others. However best practice advocates like Burnes (2000) came up with a contingency theory. However. One can consider them as teams. They believe that this is a form of investment into human capital since most of these employees feel valued. According to the Classical and Human relations approach. This is because the approach has motivated performance within the organisation. Those groups should be such that they have the ability to make their own decisions. an organisation's structure and operation are affected by certain situational factors such as technology.

Here. He asserted that factors causing job satisfaction were quite different from those ones causing job dissatisfaction. where an employee should be given the opportunity to participate in decisions affecting the company. Hertzberg (2001) came up with a two factor model to illustrate the importance of performance motivation as part of best practice strategy. The third C put forward by the same author is Content where organisations should go out of out their way to enrich employees' jobs. Employees in the Company also have the freedom to air out their grievances and misgivings about some of their administrators. This is the reason why its best practice strategies have added value to the company. Any given company should realise that an employee will only be motivated when they receive appreciation for their efforts. The second C is the issue of Collaboration. Also. Here there should be a two-way exchange of information between the company and the employees. Pay can be considered as a factor that can cause job dissatisfaction and should be dealt with so as to have time to concentrate on other important aspects. This appreciation should be equal among all members of the organisation. He claims there are three C's that employees can add to their organisation in order to add value. it may prevent employees from tapping their full potential. Kohn (1993) adds that it is possible to motivate employees without the need to increase their pay. This is because the absence of it could be taken as a form of punishment by the organisation. All these qualities deal with the content aspect of motivation thus adding value top the company. These include Choice. Pfeffer (1998) asserts that employees can add value to an organisation when there is equity within the organisation. Al members within the organisation will feel . These same authors assert that if a company only focuses on this type of approach. that they have an internal magazine where suggestions on governance are given and the administration reciprocates. This is something that is quite different from simply increasing salaries. This is the reason why John Lewis uses its aspect of partnership to motivate employees rather than just focusing on financial issues. an employee's input is not matched to outcome from the organisation. employees within the organisation have the power to hire or fire leaders within their council upon giving justification of their reasons for doing so. Most organisations have made the mistake of sharing profits among managers and top administrators yet this is quite a big misconception. John Lewis realised that payments simply alter behaviour but do not change the attitudes causing these behaviours as stated by Kohn (1993). It appreciates achievement and places more emphasis on the latter rather than the former. This is an aspect that John Lewis has also incorporated into their management style since employees work in teams. Such approaches move away form the financial aspect of motivation and consequently add value to the firm. line managers have considerable amounts of responsibility and yet there are always new technical issues faced John Lewis. Kohn (1993) and Pfeffer (1998) solidify this stand point by adding that the financial aspect is not the only thing that matters. John Lewis realised this and this is why the partnership adds other factors into the equation. responsibilities in the workplace and recognition of achievement. He places more emphasis on factors that cause job satisfaction such as the nature of work. This is an aspect that John Lewis has perfected through voting power granted to its employees. There is a need for justice to be administered in this area otherwise employees will lack motivation. This is the reason why John Lewis does not simply increase employees' salaries. For example. All members of the organisation should receive equal treatment in this area because it will be a justifiable issue.

â Objectives of reward systems Attract and retain employees. This is because pay systems can be modified so as to align themselves with overall goals and objectives of the organisation consequently becoming part of the businesses strategy within the organisation. it became necessary to adopt a reward system that addresses these pitfalls. More focus is placed on creating a sense of concern within the employees about the performance of the organisation. This implies that the best practice model is against job-based approaches where employees are paid according to their merits. Motivate performance. Some of the theoretical frameworks contained in this model were spearheaded by Huselid (1995) and Pfeffer (1996). It has given a lot of emphasis on equality. John Lewis has recognised this truth. One should take note that best practice policies remain stagnant even when the organisation's strategic direction changes. It is important for companies to have business strategies first. Some of the objectives are. Reward systems have a direct and fundamental link between strategic imperatives facing the Company and overall effectiveness achieved by the company. In the year 2007. Business strategy defines the way the firm will operate and what level of performance should be expected. Instead. . Lawler (1996) states that an organisation first needs to identify its reward system objectives.just as importance as the he other and it will strengthen the bond within the organisation. it advocates for pay systems that are based on skill and rewards and bonuses are given to employees when the company has achieved success. Relationship between Human Resource and development activities and the strategic imperatives facing the company One of the most crucial aspects of human resource and development activities within the organization under study is reward systems. Pfeffer (1998) points out some disadvantages of the traditional reward systems where merits were the most important aspect at that time. Also pay systems are dependent on the nature of business success mad not on the merits employees have. This implies that the strategy the company adopted will be influenced greatly by these valuable staff members and thus leading to organisational success. This is because the objectives act as a basis for measuring the effectiveness of the pay systems and they also act as guidelines. One can therefore conclude that policies within this type of strategy precede business strategy. business strategy is the foundation for rewards systems within the best practice model. the Company distributed fifty five million pounds fairly and equally among all members of staff. The main relationship between best practice and an organisation's strategic imperatives is that it provides a basis for achieving an organisation's pay objectives. The merit system creates fear culture within the organisation employees mainly focus on short rather than long term goals employees do not care about how the organisation performs it devalues team work because emphasis is on individual performance it is subject to biases and politics In light of these disadvantages. These are. The best practice model is such that a company that adopts this form of practice attract the best human resource personnel there is out there. Therefore the best practice model moves away from the traditional methods of measuring employee performance through performance appraisals. Therefore. This is because business strategies provide a guideline that will help a given organisation have a sense of direction. The best practice model is such that reward systems should encourage involvement by employees.

This means that workers will feel at home in their work environment. For the organisation under study. They will also be challenged intellectually and consequently enjoy their work experience. John Lewis is characterised by such practices since it has a rigorous selection process. This caused an increase in the company's performance as seen from its favourable market shares. It should try as much as possible to reinforce its value in areas such as innovation. They highlight the importance of knowing that one will not loose their job. Pfeffer (1998) suggests that there is a link between what amount a firm pays to its workforce and the quality of employees it is able to attract. -participation -innovation -entrepreneurship -eliminating too much bureaucracy -encouraging competency . Drennan (1992) describes corporate culture as the way things are done within any organisation. there is a need to attract best quality individuals because the retail sector is highly competitive. This is exactly what has occurred at John Lewis Company. This can be carried further to imply that the organisation also values people and this means that those employees will feel privileged to belong to the organisation. Pfeffer (1994) goes on to add that low employee turnover is quite necessary when trying to create a family friendly culture within an organisation.Promote skill and knowledge development. quality. the importance of the selection process is that a candidate may feel honoured to belong to an organisation that takes its selection process seriously. The first link between the latter mentioned acts is attraction and retention of employees. high employee retention and a strong organisational culture. John Lewis. performance and teamwork as suggested by Armstrong (1999). prevent them from worrying about this and instead focus on tasks at hand. Lawler (1996) adds that an organisation can create a culture through best practise approaches by encouraging the following. Delery and Doty (1996) assert that whenever there is a low employee turnover. This theory is seen clearly in the John Lewis partnership where the company paid millions in bonuses to its workforce. Reinforce and define structure. Contribute to corporate culture. These shall be examined in detail. It can either impede or promote organisational effectiveness depending on its implementation. It is also something that needs to be combined with a meticulous selection process. John Lewis partnership should ensure that it promotes organisational effectiveness through the following ways. employees will feel more obliged to perform because they are assured of their job security. This is also toped up by a good reward system. This is highly relevant since there are instances when labour markets become stringent. and Determine pay costs' (Lawler. Contribution Human resource and development can make towards achieving the organisation's strategic intent Best practice as a human resource development strategy can help an organisation achieve its strategic intent through creation of a unique corporate culture. 1996) These objectives have contributed greatly towards achievement of John Lewis Strategic intent. Huselid (1995) adds that attracting the right employees is not just something that is achieved by a pay system. The organisation needs to ensure that thee are well qualified candidates in large numbers. This is because it will.

Reference: John Lewis (2007): Interim Financial report. New York. p802-35 Armstrong. (1999): Putting people first for organizational success. J. L.Bigley. Academy of Management Journal. (1999): Employee Reward. D. In Motivation and Leadership at Work. 2008 Pfeffer. Porter and G. E. p. Productivity and Corporate Financial Performance. Harvard Business Review. (1996): The Design of Effective Reward Systems. M. L. R. Harvard Business Review. New York: Academic Press. Prentice Hall Adams. Herzberg. (1996): Models of Theorizing in Strategic Human Resource Management: Tests of Universalistic. J. 2. The Company should stick to these best practice principles in order to achieve their strategic intent. Lawler (1995) notes that companies that have failed in the past are those ones that adopted autocratic methods of governance. Reward systems within this company encourage equity and this is why it has been recorded increased profits in the recent years. According to the best practice approach. 71(6). A. communication channels and job enrichment. This can be done through communication and the decision making process. then they will achieve competitive advantage. There should be adequate consideration of decision making powers. p. 87-96 Huselid. Harlow: Financial Times. (1965): Inequity in Social Exchange. 37-48 Youndt. 81(3). these are characterised by secrecy and top down communications. Contingency and Configurational Performance Predictions. 635-72 Kohn. (1994): Competitive Advantage Through People: Unleashing the Power of the Workforce. Academy of Management Journal. p. (1995): The Impact of Human Resource Management Practices on Turnover. and Velga. M. p. 48-49. and Doty. MA: Stanford Graduate School of Business. sixth edition. The John Lewis has been on the frontline of best practise strategies because it is a worker and most of their decisions are participative. Academy of Management Journal. This will eliminate any uncertainties among members of staff and will contribute towards their commitment. 38 (3). p836-66 Pfeffer. McGraw Hill International Press Delery. p. 109-119 Pfeffer. M. Lawler. 527-550. J. Conclusion Best practise is a human resource strategy that affects overall organisational strategy. 13 (2). 39. Academy of Management Executive. (1993): Rethinking Rewards. However. Manufacturing Strategy. pay should not be the only thing that takes precedence. (1998): Six Dangerous Myths About Pay. MayJune. (2000): Managing Change: A Strategic Approach to Organisational Dynamcis. J. 39(4). p. J. ed. B. et al (1996): Human Resource Management. Harvard Business School Press Burnes. F. Boston. reward systems contribute to organisational culture. John Lewis should make sure that it continues to maintain open and transparent channels of communication about its reward systems. 267-299. Steers. The Company should also go out of its way to maintain a participative approach in decision making. In Advances in Experimental Social Psychology. vol.Lawler (1996) goes on to add that organisations should deal with two aspects in order to change their corporate culture and to achieve their strategic intent. Retrieved 24 March. 2ndedition. Berkowitz. London: CIPD . If these latter three factors are implemented by companies. p. eds. (2001): One More Time: How Do You Motivate Employees? Harvard Business Review. J. A. and Firm Performance.

com/history-articles/best-practice-as-a-human-resourcestrategy-2214265.focalreview. click here to get started. Learn How. best fit. 27 (4). E.Fas123r Accounting made simple. Total Rewards www. If you would like help in Research Papers and Term Paper Help you can visitEssay Writing and Buy Research Papers or Term Paper WritingAds By Google Call Center Analytics Leading reporting & BI tool for call center operations management.optrack. p.com Compensation Total Reward Online Planning and Management Merit. Bonus.com Stock Options Accounting and Management Solution.mpexsolutions. it's free and easy! Charles Kelly .html" (ArticlesBase SC #2214265) Watch your traffic increase just by submitting articles with us.nowanalytics.. Stock. and resource base . Compensation and Benefits Review.com Questions and Answers Ask our experts your History related questions here. www.About the Author: Author is associated with SuperiorPapers. (1995): The New Pay: A Strategic Approach.us which is a global Research Papers and Term Papers Writing Company. www.articlesbase.14-22 Retrieved from "http://www.Lawler.net Exact Time and Attendance Workforce management become easy Get an online demo or a Free Trial www. Ask 200 Characters leftHow does best practice.. Liked this article? Click here to publish it on your website or blog.

Audrey Parker In this video energy efficiency consultant Audrey Parker shares why prioritizing employee retention is helping her business grow.By: Charles Kellyl Arts & Entertainment> Literature l Apr 27. or is it the definition that is out of control? In this video Richard Donkin offers his view. Has bullying reached epidemic proportions.html Article Tags:essay writing. custom essay service. papers. shares his employee strategy. (08:24) How to Use Employee Retention As a Recruiting Tool . making it impossible to escape abusive colleagues. buy research papRelated VideosRelated ArticlesLatest History ArticlesMore from Charles Kelly You are the Weakest Link: Bullying in a Vote-Off Society A recent Samaritans survey claimed 80% of employees have been bullied at work. Analysis is a basic requirement for critical thinking in any subject. Mobiles and Blackberries have apparently led to 'cyber bullying'. Has bullying reached epidemic proportions. term paper writing.view tie in with human resource strategy?What are the key functions of human resource management ?What is the role and contribution of human resource management in providing goods and services to customer?Rate this Article 12345vote(s) 0 vote(s)Feedback Print Re-Publish Source: http://www. We join Mark Taylor from Keys To Success Club as he gives us tips and strategies to rapidly boost sales. (01:23)Qualities Of A Good Research PaperA research paper is a piece of academic writing that requires a student to gather and interpret information. reports. custom writing.articlesbase. roles and patriarchy illegitimate work and Prostitution. Gender power relations. document details. and anti-bullying initiative Dignity at Work estimates it cost UK organisations £13. or is it the definition that is out of control? (04:32) Effective selling tips and strategy . making it impossible to escape abusive colleagues. (02:37) Para Mullan on Bullying in the Workplace A recent Samaritans survey claimed 80% of employees have been bullied at work. term paper help. and anti-bullying initiative Dignity at Work estimates it cost UK organisations £13.By: John Warrenl Education> College and Universityl Apr 10. develop and organize Ideas and finally put those ideas into a conclusion. buy essays.75 billion in 2007.By: Charles Kellyl Education> Online Educationl Apr 16. 2010 lViews: 177 Critical Literature Review Of Social Disorganisation Theory Of CriminologySocial disorganisation theory has its history dating back to the early twentieth . 2010 lViews: 440 Speech EvaluationThe presentation I chose is that of Neurolife speech.KeysToSuccessClub. requires you to take an example or problem and break it apart in meaningful ways.com.75 billion in 2007. Understanding modern selling techniques is critical to your success. founder and CEO of PrintingForLess.By: Charles Kellyl Education> Online Educationl Apr 27. no plagiarism. Mobiles and Blackberries have apparently led to 'cyber bullying'. essays. Bullying is said to contribute to stress at work. college term papers. (04:10) How to Find and Keep the Right Employees How do you find the right employees. The themes of this research include Lesbianism and lesbian identity. the reason why I chose this speech is because of the position it which is first runners up. This presentation is both a persuasive and informative speech whereby the presenter uses techniques to make this audience to become interested in his message and also to prove his idea. Bullying is said to contribute to stress at work. research. speeches. analysis.290 Research Method 2The aim of this paper is to discuss the methods that will be used in collection and analysis of the data that will be collected in a semi structured interview of four women in the sex industry. custom writing services. 2010 lViews: 140 Bloom's Taxonomy In College ExamsThe fourth step on the ladder. and how do you retain them? Andrew Field. buy research papers. car sales methodology. reviews.com Selling is a critical part of any business and yet still so many people and organisations are still selling in the traditional "door to door" knocking. 2010 lViews: 1.com/history-articles/best-practice-as-a-human-resource-s trategy-2214265.

customers and ethics are considered relative to the individual within their own social context. They are faced with tough economic conditions since they have to rely on organizations like United Nations and others to received economic aids. It operates in a very competitive environment where many companies are in the same field. It is based on the belief that crime and delinquency are associated with the absence or presence of communal institutions where communal institutions can refer to schools. he asserted that history of the world could be understood in the history of class struggle (Cohen 56). sociologist.By: Charles Kellyl Education> Historyl Apr 29. In 3 BC Rome conquered the western part of the Adriatic coast and further occupied other regions because they believed that the Illyrians were disrupting trade in these regions. They can be defined as any community that lives in a foreign land. over time they founded new colonies and influenced the native tribes. 2010 Design Environment And Principles In BusinessesWoolworths specializes in the sale of products in supermarkets. 2011 Study Of Karl MarxKarl Max was one of the renowned German Philosopher. This field of engineering entails the design of machinery. death is a merciful end of a long and arduous journey but the end of the end of life care is very important. Woolworths has designed new models that have effectively improved its profitability. In the theory. 2011 TWO Most Cruel and Inhumane Historical Events!Children's Crusade and Comfort Women are TWO most cruel and Inhumane historical events I can think of!! We need to remember and try to understand how these brutal events ~~~such as Children's Crusade and Comfort Women~~~came so that we NEVER repeat! Both Children's Crusade and Comfort Women involved the use of children as slaves: the former was for children army-slaves and the latter for children sex-slaves. For some people. mechanical engineering entails the provision of efficient and effective solutions on production processes. economic. 2011 Afghan Refugee communityRefugee community refers to any community that has been given residency status in another country due to deterioration conditions in their home country. plants and vehicles according to the needs of our day to day lifeBy: Charles Kellyl Careers> Recruitmentl Apr 27.By: Forestl Education> Historyl Jun 08. 2011 Oregon's Death with Dignity Act and How It Is Used in Oregon's Health Care SystemPhysician assisted suicide (PAS) remains one of the most controversial issues in the United States. It is a subject that has drawn a lot of controversy since is entangled to moral and legal aspects of the society.By: Carolyn Smithl Law> Criminall Feb 23. refugee communities are faced with many challenges. 2011 Yugoslavia:In 600 BC the Greek set trading posts in the east of the Adriatic coast. and a revolutionary figure. His ideas have been epitomized with creation of communism. communist. This means that individual beliefs.Century. Despite the odds.By: Forestl Education> Historyl Jun 09.By: Forestl Education> Historyl Jun 09.By: Forestl Education> Historyl Jun 08. What one society considers being moral is considered immoral by another society. Since their freedom is restricted in different ways. Cultural relativismCultural relativism is a principle in which an individual's person belief and actives are understood in terms of their own culture. What is right or wrong is defined to be cultural specific (Barzilai.By: YoonOk Kiml Education> Historyl Jun 08. 2010 lViews: 780 JOB STUDY REPORTThis report focuses on mechanical engineering career field. market share and . 2010 Problem vs. a political ideology that is practiced to date in the world. 2003). churches or even local governments. a community is considered organised when members belong or perform activities coordinated by central and representative figure within the community such as a local official or priest. In his communist manifesto published in 1848.

the merging and acquisition activities have increased in the past and firms merge because they thinkBy: Charles Kellyl Education> Historyl Apr 29. 2010 Why Firms Merge And The Problem They Cause:According to Fairburn and Kay (1989) mergers can be dated back in the 1920's. 2010 lViews: 553 Genetically modified foods are different from none genetically modified foodsWhether genetically modified foods are different from none genetically modified foods: analysis form assumption: Before addressing the question concerning genetically modified foods and none genetically modified foods.By: Charles Kellyl Law> National. 2010 lViews: 731 White collar crimes:Sutherland Edwin states that white collar crimes can be defined as those crimes that are committed by people of high status quo in the course of their occupation.expansionBy: Charles Kellyl Education> International Studiesl Apr 29. from the past it is evident that mergers may cause more harm than bring the advantages they bring to the merging firms. forgery and insider trade. State. Locall Apr 29. frauds. 2010 Add new Comment Your Name: *Your Email: Comment Body: * Verification code:** Required fields Author Navigation My HomePublish ArticleView/Edit ArticlesView/Edit Q&AEdit your AccountManage AuthorsStatistics PagePersonal RSS Builder My HomeEdit your AccountUpdate ProfileView/Edit Q&APublish Article Author Box Charles Kelly has 400 articles online Contact Author Subscribe to RSS Print article Send to friend Re-Publish article Articles CategoriesAll CategoriesAdvertising Arts & Entertainment Automotive Beauty Business Careers Computers Education Finance Food and Beverage Health Hobbies Home and Family Home Improvement Internet Law Marketing News and Society Relationships Self Improvement Shopping Spirituality Sports and Fitness Technology Travel Writing EducationADHD Childhood Education College and University History Homeschooling International Studies K-12 Education Languages Learning Disabilities Online Education Science Tutoring Ads by Google Need Help? Contact Us FAQ Submit Articles Editorial Guidelines Blog Site Links Recent Articles Top Authors Top Articles Find Articles Site Map Mobile Version . embezzlement of funds. these crimes include such acts as bribes. it is good to know that type one error indicates that there is rejection of the true stated hypothesis without proper analysis of the factBy: Charles Kellyl Education> Sciencel Apr 29.

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