Essay On HR Practices

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The strategy and HR policies impact the business results company. If companies want that influence to be positive, personal strategy should be designed and implemented taking into account the nine key efficacy variables, namely: consistency with the external environment; and the internal characteristics of the firm; and with business strategy; Internal consistency of the HR policies with each other; management suitable for implantation; strategic role of the HR department; professional skills of the function; monitoring, adaptation and continuous improvement personnel system. This paper focuses on providing a critical examination of effective HR practices in organisation. 2. Discussion There are numerous empirical studies which show that human resource practices have influenced the results of the company. These studies are varied in the type of business, sector, country and other possible variables. For example, Choo et al (2010), in a study examined the impact of globalisation on strategic human resources, with reference to the mediating role of a company’s CEO. Parker and Caine (1996), for its part, focused on both an historical review of the HR planning process, with evidence from the 1970s, 80s and 90s, together with some research into the best approach for HR planning in the 1990s. It is very useful from an historical context, though the outcomes are dated. According to Cannings and Hills (2012), HR strategy and its implementation may consist of other itself a key element in the competitiveness of the firm. This report examined how organisations can benefit by growing the impact of human resources management to support their purpose and aim. The same system of human-made resources, for its strategy, policies and practices-ca... ... middle of paper ... ...also be aligned with the need for self-realization of people, and the latter, not because of that form will be even more effective, because sometimes, especially in the short term, may they are not-but for ethical and humanistic direction positioning of the company. For example, considering only the effectiveness in the case of a poorly-trained staff, chain to work doing manual and monotonous activities, and in environments very stable and predictable in principle not is necessary to encourage participation, as involve a cost, and improvements could be obtained, would probably not be significant because of the nature of the production system. However, from a viewpoint humanist, yes it would be appropriate to encourage the participation of employees so that they could influence their work, even if efficacy could see a little resentful, especially in the short term.

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