Hr Policies and Implementation of Hr Policies in a Global Company and Its Subsidiaries

The assessment should be based on the job related behaviour and not let personal issues cloud the discussion and employees should not be compared against each other. It should be objective and it is important that you do not generalise about

A strategic approach in Human Resource Management is vital especially in growing companies. Through the adoption of best human resource management practices the Abbey National bank aims to make a real difference in people’s lives. Skilled people combined with other resources have the capacity to generate value. First and for most , people in work organization set over all strategies and goals , design work system , produce goods and services , monitor quality , allocate financial resources and market products and services. Human beings therefore become a “Human resource “. The efficiency and performance of staff and their commitment to the objectives of the Abbey National bank are fostered by good human relationship at work. Due to this fact, it is necessary to give proper attention to human resource management and harmonious employee relations.

For an organisation to succeed, self assessment plays an important role. An organisation should know the various ways to achieve its goals. An assessment report is one way for an organisation to keep records and to find out if its activities are performing well. According to the skilled and experienced members, an organisation system needs to be designed and decided. A company cannot be confident before knowing that their verified process are effective. Against the objective the assessment need to be done to determine the extent of the achievement.

The feedback should be open and transparent and include any training and development needs that may have been identified.

The superior capabilities of knowledge management systems provide an opportunity for the business to engage the most effective components and recognize the importance of communication to make informed, accurate decisions (McGrath, 2001). This system can organize the company’s knowledge resources, knowledge obtaining, organizing, and applying to make a sound routine the will enforce effectiveness (Niu, 2008). The dynamic function of knowledge management to create, capture, and apply knowledge to achieve an organization’s objective will allow them to be more profitable and successful (Zucker, 1986). In addition to increasing profits, the system can be also used to reduce costs and enhance research and development (DeTienne & Jackson, 2001). With all of these advantages, it would be wasteful for a company to not employ knowledge management. As seen in the Discovery Communications, Inc. example, the company can attribute their new productivity levels and increase in ease of securing documents to the knowledge management system that put into place by Carefree Technology. Like Discovery Communications, Inc., knowledge management is so popular today because companies can collect, process and share knowledge to ignite employees ' creativity which in turn will make the business grow. Wenhong and Jianhua (2009) explained the core of knowledge management is to convert company’s knowledge resources into an increased company

Introduction: Each organization has their unique way to perform various function of human resource management such as Selecting, recruiting, on boarding, training, retaining, performance management etc. For the purpose of company analysis project following topic has been selected to describe best practice and my own experience with organization.

Performance evaluations are a very important part of a business organization and places promotion and retain ability in the hands of the worker. According to Robbins and Judge,” Evaluations provide input into important decisions such as promotions, transfers, and terminations. Evaluations also identify training and development issues.”(pg.595 2009). There are several different theories and ways to conduct performance evaluations such as behaviorally anchored rating scales (BARS), critical incidents, graphic rating scales, Forced comparison, group order rankings and individual ranking. Each of these systems can be used on their own for ranking employee performance but some organizations use a combination of systems.

Schuler and Jackson (1987) propose the model of Human Resource Management as the business strategic policies and practices of the organization. This framework is to achieving competitive advantage in different industry condition. They argue for fit in different industry condition and business strategic. It includes innovation, quality enhancement and cost reduction. This business strategic associated with particular employee role behaviors and HRM policies and practices.

Schuler and Jackson (1987) propose the model of Human Resource Management as the business strategic policies and practices of the organization. This framework is to achieving competitive advantage in different industry condition. They argue for fit in different industry condition and business strategic. It includes innovation, quality enhancement and cost reduction. This business strategic associated with particular employee role behaviors and HRM policies and practices.

Abstract: Human Resource Management is fast gaining popularity and its importance is becoming unavoidable, this is due to the fact that Human Resource Management plays a huge role in the growth of any company irrespective of its size. Unfortunately it is yet to achieve global standards or strategy of operation; this can be attributed to the various differences between environmental factors, employment attitudes, cultural

Performance measurement is an essential part of the company; it provides a stage for managers and supervisors, as well as, the performance of its employees. It helps them determine whether or not employees are meeting the company’s expectations. Performance measurement methods differ according to the work surroundings, such as, the company, and the occupation of the employee. It can determine an employee’s employment status, and his or her compensation, as well as, their opportunity for advancement. Because of this performance management should consist of methods that use fair and correct assessments of the employee’s performance.

Human Resource Management is the process of hiring employees for a particular organization so that they can become a harder worker and valuable for a company. Human Resource Management focus on job analyses, orienting and training, managing wages and salaries, and looking for all the employees at all levels of their duties. HR is the most important part for an organization. It helps to improve the company’s conditions. Most of the employees with skills of HR strategic management, they hold the responsibilities of decision making for company’s future workforce needs of an organisation. However, HR compensation expertises improve realistic compensation structures that help to manage the wages competitive with other organisations or in same industries or with their employees with similar skills. There are lots of different ways to defining human resource management practices. Moving further, on HR importance in a company and its best practices for any organisation in the world, it is the most important part of the company. Most of employees use their different skills of HR for a company for best result in future. As HR’s employees who have skills of training and developing new employee they hire hardworking and strong employer- employees for a company’s best relations with everyone. There are most of the companies have their best HR mangers who have their best HR practices that produced the highest impact rating of an

In order to lay a foundation for a balanced, unbiased and fair system of pay, job evaluation has to be in place. While people may think the focus is on the employee in the position, this could not be further from the truth. The focus is primarily based on the job itself. The contribution of the employee is covered in performance appraisal (Nigro & Kellough, 2014, p. 103). In most organizations where work is being performed, it is structured rather discretely and certain tasks are set into identifiable jobs. Job evaluation is to enhance efficiency and equity in a variety of “core personnel functions” (p. 103). “It is very useful when involving recruitment, examination, selection, performance management, and compensation” (p. 103).

Bill Gates is clear that high individual knowledge is not enough in today 's dynamic markets. A company also needs a high corporate IQ – intelligence, knowledge, and expertise of the company - which hinges on the facility to share information widely and enable staff members "to build on each other 's ideas". This is partly a matter of storing the past, partly of exchanging current knowledge. "We read, ask questions, explore, go to lectures, compare notes and findings... consult experts, daydream, brainstorm, formulate and test hypotheses, build models and simulations, communicate what we 're learning, and practice new skills,"

Information sharing is important to learning organizations because growing is aided by the sharing of ideas and information while in the efficient performance organization it is an expectation of the organization by the leaders. The relation between information sharing and the elements of the organizational design is that the employees interact with every aspect of the organization. They share information with each other and with customers as well as throughout the organization.