HR Practitioners Case Study

1471 Words6 Pages
PRACTITIONERS & FUNCTIONS HR Practitioners main objective is to achieve results that tend to be high levels of trust, a strong sense of shared purpose and most importantly an enhanced capacity for recruiting, retaining, motivating, and engaging an excellent an excellent workforce that is willing to adapt to changed circumstances when necessary (Purcell et al. (2003). HR Functions are important to an organisation it helps to increase employee performance to their highest level according to their role. A Case study we did in class related to this Topic, ‘A matter of Choice” showed the significant importance of selecting and recruiting a person for a specific job role. HR Practitioners must get the right people in the right job. The right people solve problems and get things done without burdening management. The wrong people not only don’t solve problems but as well create more problems and distractions. (Stettinius , Wood, JR., Dolyle, & Colley. JR., 2007) HR Practitioners main objective is to achieve results that tend to be high levels of trust, a strong sense of shared purpose and most importantly an as said by (John , 2015) “there is no perfect job. Perfect means…show more content…
In this case study, I had to put myself as an Specialist HR officer & find out the problems and issues of their Performance Appraisal Form. I learnt that PRACTICE , LEADERSHIP & SYSTEM are interconnected parts. The practice of an organisation must be set right in the first place so that Leadership & System will be in order. Employees must be very educated on the practice of the company. For example if the company wants to start doing performance appraisal, they should educate their employees on the importance of doing such. If the company HR Practitioners fail to do this, the whole system will be ineffective and will not give the company the expected results. This is further affect the organisation in a negative
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