James It has been shown that HR practices have significant impact on employee productivity. Multiple dimensions of operational performance such as machine efficiency and customer alignment have been quantitatively examined in the past. Positive and significant effects on employee productivity have been demonstrated for organizations that utilize more sophisticated human resource planningrecruitment and selection strategies.
Functions are comprised of transactional activities that can be handled in-house or easily outsourced. Practices are part conceptual, part implementation of an HR strategy, comprised of systems that follow the normal or customary way of doing business.
The term "best practices" refers to the HR systems that have the greatest impact on the workforce and the organization. Human resources transactional functions include benefits administration, record keeping and new employee and payroll processing.
The extent to which HR department staff handle these transactional functions depends on their expertise, size of the workforce and the departmental budget. In many cases, the department's budget can support outsourcing these transactional functions, thus leaving time for HR staff to devote its attention to HR strategic management instead of focusing on personnel administration-type duties.
Recruitment and Selection HR recruitment and selection practices generally are based on the organization's mission and the workplace culture. For example, employers that recognize the value of workplace diversity embrace recruitment practices designed to attract a diverse applicant pool. Recruitment practices underlie recruiting activities and functions such as sponsoring career fairs at colleges and universities with diverse student populations, advertising job vacancies across several venues to reach a broad audience.
Work-Life Balance Implementing flexible work schedules, providing employees with telecommuting options and training supervisors to spot signs of workplace stress suggests the organizational culture supports employees achieving work-life balance.
Managing scheduling logistics, modifying technology for remote access and conducting training sessions are essentially transactional functions.
However, these functions ultimately create a results-oriented work environment because they enable greater efficiency and, thus, increase the time employees have to devote to family obligations and personal endeavors. Training and Development Training and development are HR management functions that include new-employee orientation, job skills training, leadership training and professional development.
These activities improve employees' job skills in their current positions and equip them with skills and expertise for cross-functional work that can increase their value to the organization. Professional development supports an organization's succession planning strategy by preparing future leaders for higher-level jobs and more responsibility.
HR management training and development functions reflect promotion-from-within practices and support employees' work goals. Compensation Compensation and benefits often are viewed together, presenting a comprehensive view of how employers reward their employees.
However, a look at compensation by itself offers a clearer picture of HR management practices because employee wages comprise up to 70 percent of an employer's cost to operate her business, according to a white paper produced by DBSquared for World at Work, an Arkansas-based compensation consulting and software development firm.
Employee compensation is "an internally equitable and externally competitive philosophy and practice," it notes.Google’s human resource management practices cover effective employee training programs, as well as performance management to maximize human resource capabilities.
The company uses appropriate needs analysis to design training programs aimed at supporting an innovative workforce.
Human Resource Management 04/26/ Human Resources Human resource management (HRM) entails the effective utilization of human resources within an organization by managing people or employee-related activities. HRM is a comprehensive and strategic approach for managing employees and the work place environment and culture.
The Globalization of Human Resource Practices Survey Report By Sheila M. Rioux, Ph.D., Paul R. Bernthal, Ph.D., and Richard S.
Wellins, Ph.D. Likewise, using effective performance management practices helps individuals see how what they do contributes to the organization’s overall effectiveness.
Six Principles of Effective Global Talent Management Magazine: Winter Research Feature December 21, “Influences on Human Resource Management Practices in Multinational Corporations,” Journal of International Business Studies 25 (): Six Principles of Effective Global – Companies that are successful at global.
Jun 26, · Human resources functions are significantly different from HR practices. Functions are comprised of transactional activities that can be handled in-house or easily outsourced. Human resources management evolved from the task-oriented nature of personnel administration in the s and s to a strategy-focused extension of the organization in the s.