Different Ways Of Completing Tasks

40). To be effective in his/her position as a consultant these to strategies must be in alignment and work cohesively together. HRM consultants can do this in three ways: 1) Gather information about their client, 2) Analyze that information and make necessary decisions, and 3) Implement the decisions that they have made (Stewart & Brown, 2012, p. 41). As the HR consultant following these steps while looking at the current business strategy and accessing how to incorporate the two so I could effectively manage my client’s needs as it relates to them personally.

One of the main challenges that the Right company will have to face when downsizing effort is no longer a popular human resource strategy is quite simply finding a new strategy that will work. In finding a new strategy one must take the strategic approach to HRM. In the strategic approach to HRM there are six key elements that are essential for HR managers to consider:

In response to criticisms of the ‘best fit’ and ‘best practice’ approaches, the ‘resource based view’ model focuses on leveraging competitive advantage through both tangible and intangible organisational resources. However, questions arise regarding whether there is a best way of achieving strategic HRM. Evidence suggests that firms rarely adopt a single style of management and that it is likely that they use a mix of approaches for different groups (Wilton 2011).

Furthermore, it is stated that HRM practices can also be categorized on the basis of their emphasis into three sets viz., quality focus, cost reduction, and differential innovation (Guest, 1997). The importance of effective HR practices can be judged by the fact that with the effective execution of HR practices, the employees tend to be more committed to their work and they go the extra mile to add to organization’s benefit.

I'm sure there are plenty of people who would benefit tremendously from this idea. However, this idea could very well cause more stress and an unhealthy workplace for others. There are plenty of reasons why this could be horrible for some people and amazing for others. Unfortunately, if you want to keep all of your employees, following through with this idea could make some people not want to work for your company anymore. They are more than likely to relocate their

Do task guiding behaviors work? I tested out some task guiding behaviors I learned in a study group I have for my math class. My results were very helpful in what I was trying to achieve from studying. Using these behaviors can help you learn, share, and specify information. I would highly recommend for those in groups (big or small) to use these behaviors or different ones to help you learn even more. Some of these behaviors include requesting information, clarifying information, testing reasoning and negotiating.

An advantage of implementing and integrating a strict policy that makes employment discrimination of any type unacceptable in your workplace employers can lower cost of

CRITICALLY COMPARE AND CONTRAST THE 'BEST FIT', 'BEST PRACTICE' AND 'RESOURCE-BASED VIEW', MODELS OF HRM STRATEGY AND EXPLAIN HOW EACH APPROACH IS ARGUED TO CONTRIBUTE TO IMPROVED ORGANISATIONAL PERFORMANCE.

Several adaptations to the traditional approaches like agile, interactive, phased, extreme, etc have been made but each will be expected to meet the requirements of the project objectives, timeline, resources, and deliveries of the stakeholders. Other industry standard certifications like ISO9000 and regulations like the Sarbanes-Oxley have also influenced methodologies and processes used by several organisations (Kerzner, 2003). Generally, managing projects should involved five major process which include the project initiation, planning, execution, monitoring and controlling, and then project closing. See Fig. 2 below.

The "best-fit" approach questions the universality assumption of the best-practice perspective. It emphasizes contingency fit between HR activities and the organization's stage of development, an organization's internal structures and its external environment like clients, suppliers, competition and labour markets (Redman and Wilkinson 2009). HR policy should be minted by the appropriate context of individual employees and therefore support the overall competitive strategy. Aligning HRM practices to strategies can enable companies to create potential competitive advantages (Schuler and Jackson 1987 in Redman and Wilkinson 2009).

From 1940 to present, Project Management has continuously advanced from line managers using a small set of processes that were considered nice to have to the formal assignment of one individual assigned as the Project Manager that utilized a formal methodology by which to manage the project. Often the term “best practices” is referenced within a defined methodology. Why must an organization capture best practices? What are the determining factors in base-lining a best practice? Can an organization have too many best practices? What are the impacts of establishing too many best practices that mandated by senior management for use on all projects?

More firms’ business strategy can be better realized using the integrative model of HRM. Both employees and firms’ aspirations can be met if the right strategy is used. . HR professionals must be well trained to implement this strategy.

Their various HRM practices allow them to attract and retain the best staff and deliver on their service mandate. At a functional level they have implemented HRM practices to align the leadership, skills, induction and socialisation, training, development, rewards and recognition, remuneration, career progression as well as transformation with the strategy of the company.

The four dimensions of human resource management practices are: Managing The Human Resource Environment, Acquisition and Preparation of Human Resources, Assessment and Development of Human Resources, and Compensation of Human Resources as stated by Noe et al (2010). These four practices help companies deal with the competitive challenges (e.g. global, sustainability and technology) they are faced with.

They are not tool specific. In today's software-reliant world, the reality is that the methodology and the organization's project management software tool are often heavily intertwined. Complication and sophisticated client expectations of the latest projects reveal the flaws of traditional project management methods. In addition usually project managers are expected to make a sense of balance between client expectations and business interests and also to improve the end product, decrease cost and duration of the project (Project Management Institute 2005). The disadvantages of traditional project management method are listed below.