What Are HRM Practices?

810 Words2 Pages
bulb-icon

Recommended: Strategy for recruitment and selection

HRM practices are effective when they support an organization’s goals and objectives. By contributing to employee and customer satisfaction, innovation, productivity and development, HRM practices are strategically enhancing the profit-ability, quality and other company goals. There are several HRM practices, but the three most common are recruiting and selection, training and development and performance management. All the HR practices are related to each other and align with the organization’s goals and needs (Fontaine, 2011). Recruiting and Selection Horizon Enterprises core competency is innovation and employees with this talent cannot be found from advertisements on job boards or from the traditional resume review and interview process. …show more content…

They also have a corporation of 1500 people. In order to stimulate business growth, Horizon Enterprises needs to develop the talent by concentrating on the top management groups. HRM should direct senior talent evaluation reviews twice a year with the leaders of the operating committee, human resources and other important units in the organization. The leaders are each met with to discuss their strengths, weaknesses, ways of improvement, and their options for career promotions. This is important because it will enable the organization to have the necessary talent in the top management roles so the company can expand and acquire clients from General Electric and other competitive companies. In order to play a strategic role in training and development, HRM should ask, “What is the HR doing to ensure that the right group with the right skills are doing the right things in the jobs that are important for the execution of the business strategy” (Fontaine, …show more content…

A good training plan for Horizon Enterprises is Lean Thinking. All employees are involved in the process to get rid of waste from all departments including manufacturing, administration, and sales. This will increase productivity, reduce manufacturing times and lessen the time it takes to complete and ship an order once a sales order is placed. Lean Thinking still satisfies customers, but with less effort, time, equipment and space (Fontaine, 2011). HRM can work with the management of the departments to implement Lean Thinking. This practice strategically supports Horizon Enterprises goals because it will give them an advantage with the competition. By marketing, producing and selling faster, they free up time so they can focus on innovation and introduce new

Show More
Related

  • Case Analysis: RL Wolfe

    3133 Words  | 7 Pages

    HRM in any company is a weighty issue that needs much attention where business performance is linked to a HR strategy (Caldwell 2008; Ulrich et al. 2008). In the recent past, competition has become stiff, such that organizations need to come up with other means to compete in the extremely dynamic market world. Thus, companies have shifted their emphasis to Strategic Human Resource Management (SHRM) where they enhance and empower their personnel in order to increase the productivity and the services offered into the market (Mello 2006). This goes against the traditional ways of increasing the means of competition where organizations place emphasis on tangible resources. In the past, organizations competed in terms of machinery and acquisitions. This has changed greatly due to the changing customer tastes and the diversity of the market in the present (Delery & Doty 1996; Lengnick-Hall et al. 2009).

    Read More

  • Target Human Resources Case Study

    1684 Words  | 4 Pages

    Target’s core employee development strategy is to embrace, teach, and model concrete behaviors that will lead to higher levels of individual and system performance and excellence. Some of these objectives include teaching employees to perform at the highest level in a current position, manage internal and external environmental changes, increase promotability, and contribute directly through all outputs towards to common company goal. Each position in the company has a set list of guidelines for core behaviors and expectations. This set of guidelines are used to measure each individual employee and the achievement of these goals can help these employees progress their careers at Target. Linkage to performance plans also help in the development of employees. In these performance management training sessions, HR staff help employees develop a sense of understanding about the core values associated with striving for excellence, obtaining results, and other characteristics of high-performing organizations. Employees learn to communicate these core behaviors, and this gives all employees a clear understanding to what it takes to be a high performer. Another very important aspect for Target leadership is to identify and develop future positions. This creates back-ups for each position in the store to ensure seamless transitions if a current employee leaves or is terminated. Performance management is measured not only on individual employee basis, but also by the company as a whole. We will observe the company’s performance compared to its biggest rival Walmart. Based on recent stats we were able to compare the two companies in several aspects as

    Read More

  • TRANSFORMATIVE LEADERSHIP AT THE EMERGENCY DEPARTMENT

    1759 Words  | 4 Pages

    • Solution 1 – Human resource development and training – the first option is retraining and developing the capacity of the employees to ensure they accomplish effectively their different tasks and responsibilities (Bass & Riggio, 2005). It is important because the employees would be informed about new techniques and approaches towards accomplishing different obligations and duties (Aulicino, 2006). However, the training and development of the employees may be expensive and also additional time may be consumed since the employees would be req...

    Read More

  • Human Resources Management (HRM) and Organisational Performance

    1614 Words  | 4 Pages

    In my opinion, HR practices can make positive contributions to organisational performances, because except the unpredictable external environments, human resource management can improve the most factors that affect employees’ performances which finally influence organisational performances in long-term perspectives. This essay is aim to prove human resource practices can positively effect organisational performances based on literature discussion and empirical evidences. The next section briefly brings few negative views about the limitation of HRM related to improving organisational performances. The third section discuss the positive relationship between HR practices and organisational performances are established by applying HRM processes of hiring, selecting, placing employees as well as creating employment relationships within organisations. The final section is going to analyse an example company Mark & Spensers successfully utilised HR practices to improve their organisational performances and created competitive advantages.

    Read More

  • A Critical Analysis Of Mcdonald's Human Resource Management Strategy

    1309 Words  | 3 Pages

    Introduction A comprehensive Human Resource Management Strategy plays a vital role in the achievement of an organisation’s overall strategic objectives and visibly illustrates that the human resources function fully understands and supports the direction in which the organisation is moving. A comprehensive HRM Strategy will also support other specific strategic objectives undertaken by the marketing, financial, operational and technology departments. In essence, an HRM strategy’s aim should be to capture the ‘people’ part of an organisation and its medium to long-term projection of what it wants to achieve, ensuring that. It employs the right people, those have the right mix of skills, employees show the correct behaviours and attitudes, and employees have the opportunity to be developed the right way.

    Read More

  • Human Resource Management

    1980 Words  | 4 Pages

    Analysis of how the HR-function should be organized according to HRM-theories and the way the HR-function is organized in practice within different organizations.

    Read More

  • Succession Planning And Talent Management Case Study

    2132 Words  | 5 Pages

    The talent management is defined by the Five STAR program where managers “begin a process of cascading, aligning, and translating these imperatives into clear goals and SMART (specific, measurable, attainable, realistic, and timely) objectives that relate specifically to each of the five STAR points” (NCHL). The programs institutes and refines goals, stipulates accountability and heighten company objectives correlating with each employee’s potentials. The principles of the succession planning and talent management strategy are to review and assess key talents to foster innovation and advancement in their careers.

    Read More

  • Human Resources at Proctor and Gamble

    1821 Words  | 4 Pages

    Human resource management (HRM) encompasses the activities of acquiring, maintaining, and developing the organization's employees (human resources). "The traditional view of these activities focuses on planning for staffing needs, recruiting and selecting of employees, orienting and training staff, appraising their performance, providing compensations and benefits, and making their career movement and development." HRM involves two aspects:...

    Read More

  • Strategic Human Resource Management

    2031 Words  | 5 Pages

    The third stage in HRM development which began in the late 1970?s and early 1980?s was the realisation that effective HRM could give an organisation competitive advantage. Within this stage HRM is viewed as important for both strategy formulation and implementation. For example 3M?s noted scientists enable the company to pursue a differentiation strategy based on innovative products. At the competitive stage, then, human resources are considered explicitly in conjunction with

    Read More

  • Scope and Practice of Human Resource Management

    1410 Words  | 3 Pages

    Human Resource Management (HRM) is defined as “Administrative activities associated with human resources planning, recruitment, selection, orientation, training, appraisal....” (www.bd....). HRM of an organisation is responsible for the move ‘overall’ management of the workforce in the organisation, i.e. coordinating the ‘activities’ of staff.

    Read More

  • The Goals Of HRM

    990 Words  | 2 Pages

    On this week 's topic, it will focus on the goals of HRM. HRM is somewhat played a vital role in an organisation. The typical tasks that HRM do such as the process of hiring and developing workers. This is to ensure the success of the business or organisation if HRM employs the right workers with the skills that could beneficial to them. It is imperative for HRM to do their work in order to achieve the main goals of HRM. However, in the article mentioned that the goals of HRM only analysed when the company faced certain issues and crisis on the company 's growth and performance. For instance, a small business that doing their business without focus on the core objectives of the business tends to face problems such as budget constraints or overspending

    Read More

  • What are People Management Practices?

    748 Words  | 2 Pages

    People management practices are how managers train, motivate, award employees. These practices have a major impact on the business outcome. Managers need to plan, organize, lead and control to meet organizational goals. Their job is not easy to perform; they got immense influence over the success and failure of the company. There is a lot of struggle to succeed in the managerial position.

    Read More

  • Human Resource Challenges of the 21st Century

    1350 Words  | 3 Pages

    In addition, human resource management has to be business savvy and think of themselves as strategic partners in the 21st century. Multi-generational workforce.... ... middle of paper ... ...

    Read More

  • History Of Human Resource Management

    1796 Words  | 4 Pages

    Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.

    Read More

  • The Importance Of HRM And Organizational Performance

    889 Words  | 2 Pages

    Biljana Dordevic (2004) also agrees that constant efficiency improvement depends on the organization’s human resource (the skills, knowledge, competencies and attitudes that reside in the individual employee of the enterprise) and its social capital (faith and self-assurance, communication, cooperative working dynamics and contact, partnership, shared values, collaboration, etc.).

    Read More

More about What Are HRM Practices?

Open Document