Nokia Hrm Practices

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:

Talent management has been used to attract the highly skilled workers as well as developing and retaining the existing workers for the business to achieve its objectives. It always forms what employers consider since it assists in getting and keeping the most qualified individuals.

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.

Boxall, P and Purcell, J (2011), The Goals of Human Resource Management, Strategy and Human Resource Management, 3rd Edition, Palgrave Macmillan, New York, pp. 1-36.

For an organisation to attract talent successfully, as part of the talent planning policy it needs to identify and assess what factors affect its approach to attracting talent. For example:

1 #4 The question asks, “What are the goals of human resource management?” The answer to this question is that there are four different goals of human resource management. The first goal is facilitating organization competitiveness, which is defined in the textbook as a goal that is “intended to promote the organization’s ability to be competitive in fulfilling its purpose or mission” (DeNisi & Griffin, 2016). The second goal of human resource management is enhancing productivity and quality, which is defined as two different parts in productivity and quality. Productivity is defined as “an economic measure of efficiency that summarizes and reflects the value of the outputs created by an individual, organization, industry, or economic system relative to the value of the inputs used to create them”, while quality is defined as “the total set of features and characteristics of a product or service that bears on its ability to satisfy stated or implied needs” (DeNisi & Griffin, 2016). The third goal is complying with legal and social obligations, which is defined as “insuring that the organization is complying with and meeting its legal and social obligations” (DeNisi & Griffin, 2016). The fourth and final goal of human resource management is promoting individual growth and development, which is defined as a starting point in development

Silzer and Dowell (2010) define Talent Management as “ an integrated set of processes, programs, and cultural norms in an organization designed and implemented to attract, develop, deploy, and retain talent to achieve strategic objectives and meet future business needs” (p. 18). And lists the following as components necessary for a talent management program strategy: recruitment; selection;

Talent management as career development can be viewed as an individual concern, an organizational concern and a societal concern(Shuck et al., 2017). The fast pace of the current work environment can easily result in overlooking individual growth. Lack of career growth opportunity is often cited as the number one reason that employees leave a position(Shuck et al., 2017). Orientation, training, and performance management, are no longer enough to keep employees engaged in an organization. Career planning is on the continuum of strategic HRM and an area that tugs at the sustainable HRM

Talent management is a strategic process. Organizations use talent management to find, develop, and retain talented workers. According to the Project Management Institute, “proper talent management is a strategic competency - a blend of recruitment, professional development, succession planning and execution of best practices” (“Organization Talent Management,” n.d., para. 2). Successful

It is important for HR Management to transform from being primarily administrative and operational to becoming more strategic contributor because of the involvement of competitive advantages through a company s’ employees. Strategic HR managers need proceed with the professional growth by hiring employees with high potential and giving them opportunity to learn and make lot of experience from their job roles where can access to brightest future in the industry. Secondly, the executive succession where the strategic HR managers will hiring the potential successors and grooming them with experience and advancement to be ready for replacement of the owner of company. A company can be in right direction if proceed with the strategic succession planning. Third is the labor cost efficiency. Strategic HR department mainly focus on their top performers who effort the most to organizational goals and long-term company success. A strategic HR philosophy ensures the employees satisfied perfect where by paid to

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.

Talent management is the integrated and systematic process of attracting, engaging and retaining key employees and potential organizational leaders. The main objective of the talent management is employee performance evaluation.

Most of the successful organizations today have undertaken strategic HRM practices that are in some way or the other inked to these seven factors; employment security, selective hiring, decentralization of decision making, high compensation, training, flat hierarchy and information sharing. HR policies can be used to reinforce appropriate culture.

Human Resource Management is designing management systems to ensure that human talent is used effectively and efficiently to accomplish organizational goals (Mathis & Jackson, 2008). To that end, Human Resource

HR managers and HR professionals are taking much more of a proactive approach on the management team than ever before. The strategic HR approach is involved in variety of tasks ranging from strategic planning to decision making and coordinating all Human Resources functions for all employees (Schlesinger, Leonard A 1983).