Human Resources Management Practices

• Leaves such as paternity and maternity are only granted to certain contracted individuals (Permanent)

The human resources department has numerous responsibilities. The success of a company is depended upon the adequate functionality of the human resources department because it serves as the source of workforce. There are 10 top best practices recommended for the human resources.

Five days after graduating highschool, I left my hometown for the United States Navy. The dress code was simple: hair needed to be cut a certain way, creases in my uniforms were to be exact, mandatory clean shaven face and my medals/ribbons needed to be in their proper place and perfectly aligned to standards. Once I retired, reality set it when I assumed the role as a Human Resourcess Manager or Director. Skirt lengths, open/closed toed shoes, cleavage (both front and rear), piercings and tattoos are just a few of the items I was responsible for in regulating at the corporate office. This paper will discuss many of the common dress code issues, legal responsibilities and a bit of personal humor and insight into the ordeal of establishing a dress code policy that will regulate your appearance. In addition, this paper will add some of my trials and pitfalls when establishign policy that might help some of my colleagues who will become Human Resources professionals learn to be realistic and quite possibly compassionate when it comes to preparing a dress code policy.

Bringing new people into an organisation is an important function, especially now, when the main focus is on people as organisation's main means of achieving competitive advantage There are many different factors that affect an organisations approach to attracting talent and are both internal and external factors. Some examples of internal factors are

Here are some of the best HR practices that help in the creation of a highly satisfied and motivated work force.

Regardless of the size of a business or whether it is a multi-million dollar software distributor or a productive trucking company, there is one thing that most all companies have in common. Every company needs to have efficient human resource practices. According to Mayhew (n.d.), “human resources plays an essential role in developing a company 's strategy as well as handling the employee-centered activities of an organization” (para. 1). If the employees are the backbone of an organization then the human resource department is the brain stem. It can be the glue that holds an organization together, or the hammer that breaks the organization apart. There are many issues that companies face when dealing with human resources. Things such as payroll disputes and disgruntled employees are fairly common, but for the most part they are easy to overcome. The major issue that companies have to face when it comes to human resources is a double edged sword. It is both a blessing and a hindrance at times. This issue is how to handle the ever changing diversity within the organization. In order to be a successful human resource department of an organization that treats their diverse workforce in a fair and equal manner, one must first understand how the workforce demographics are changing, what problems may arise due to these changes, and how to overcome these problems. It is a delicate dance that must be done on a daily basis.

Jules and Holzer (2001) noted that Strategic Human Resource Management enhances employee productivity and the ability of government agencies to achieve their mission. One can conclude that it is the same for all other institutions as SHRM focuses on the issues and goals of the organisation and strive to implement plans collectively to achieve those goals. In contrast to traditional Human resource management, SHRM focuses on

Name: Anthony Koegelenberg Assignment 1: Human Resources Management Student No: 123895 Page 1 of 21

In this essay I am going to argue that human resources will be maximised through a hybridization process using pre-existing bureaucratic mechanisms in conjunction with post-bureaucratic practices. The overarching argument at hand is to determine whether these practices have changed for the better or the worse with management taking on post-bureaucratic methodologies. In section one, I draw on Schuler’s (1992) philosophy of human resources in conjunction with the relationship that ties human resources to bureaucratic and post-bureaucratic forms of control, according to Barley & Kunda (1992), Bridgman, Garcia-Lorenzo & McKenna (2010) and

Most organizations strive for efficiency because it is one of the best means of achieving higher labour productivity and or sustainability. Increase labour productivity is usually a measure of increase profitability. The changing, complicated, competitive and, global nature of doing business makes it more difficult to achieve these objectives. Organizations have to think and act strategically. Ulrich’s strategic partner model of HRM offers a good blueprint for HR to guide organizations to achieve business objectives (Bratton & Gold, 2012, p. 25). Successful organizations have certain policies in common. These “best practice/best fit” policies make organization effective and profitable and stands out from the competition. Organizations study and try to emulate best practice/fit policies. There is no one size fit all strategic business best practice/best fit policies. HRM professional can aid organizations to select “best practice/fit policies for profitability and or sustainability.

In today’s rapidly changing globalised business environment, human capital has become one of the keys to competitive advantage. Consequently, any good business strategy must fully utilise the inimitable assets of people through their knowledge, skills and abilities. This highlights the need for strategic human resource management (SHRM). The key assumption of SHRM is that organisational performance is affected by employees through a set of human resource (HR) practices (Pan et al 2006).

Human resource strategies are the mechanisms organizations use in considering strategic choices associated with the management of people. These are normally portrayed through the policies and practices selected and implemented through procedures initiated by the human resource department in an organization (Dyer 1984, pg. 157). The mechanisms allow businesses to detect and address issues that relate with people and the business. Strategies employed by organizations cannot entirely monitor the exchanges between workers and the external atmosphere.

| 1.2 Compare the differences between Storey’s definitions of HRM, personnel and IR practices in the above context.

This essay is going to analyze that extent of the human resource management’s practices contribute to managing organization’s sustainability in the past-bureaucratic era. Evans (n.d.) recognizes that sustainability of the organization entity in general pays attention to the three aspects of risks management during company operations: financial, social as well as the environmental risks and those three of perspectives usually are referred to essences of the profits, people and planet. Besides, according to a study which mainly figures out the approaches that enable organizations to fulfill sustainable development smoothly, the finding is that sustainability business model (SBM) is supposed to be adopted by the companies, which indicates

The importance of this assignment goes beyond the mere academic scope at hand. As future globalized managers, our role is not only to familiarize ourselves with a list of Human Resource Management (HRM) practices, but to develop a critical and rational mind-set to analyse how these practices and policies affect intrinsically the competitive advantage of firms (Huselid, 1995), and how they can foster performance, development and commitment of our most irreplaceable asset, human resources (Wright, et al, 2003).