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Theories of strategic management of Human resources
Human resource development strategy
Workplace diversity and work life balance
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Recommended: Theories of strategic management of Human resources
This paper describes how to implement HR Strategies which are being formulated and planned for human resource of a company. Human resource is the most valuable part of the organization. It plays a crucial role in enhancing the productivity of the organization. Plans are prepared, but the implementation is the most important part. This paper gives guidelines of implementing various processes in Human resource.
Guidelines for implementation of strategy related to Human Resource Development:
People: It is important for people in the organization to have work life balance in order to lead a happy life, so the foremost work is to implement the actions for work life balance.
Action that should be taken is to conduct a pressure profile audit; compliance audit to see working time pressure on employees. After completion of the audit, results must be evaluated and identify the need for Flexible Roster options. The action should be conducted by the committee whose head must be the Head of the Employment Practice (Human Resources Strategy: implementation plan, 2004).
It is necessary to attract local members and youth to the organization for which the Student Support Officer within Human Resources and Young Promotion working group can come together to form a working committee to prepare promotional materials such as Choose a career which provide safety and growth folders. On-site visits can be conducted for students to introduce professional and technical jobs so that they can be attracted to work in the organization. Partnership with various schools and colleges can be established and training can be provided to those who are willing to join the organization. The organization can maintain an on-line database for summer student hire...
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...e taken to overcome the delays.
Hope the assistance provided by me is sufficient to address the queries. It will surely help you better understand the topic discussed and enhance your knowledge. I am also including the references, from where I found the content. At the end, I wish you happy learning.
Sources Cited
Human Resources Strategy: implementation plan. (2004). Retrieved June 25, 2014, from http://www.nhs24.com/content/mediaassets/board/2004-09-29%20Item%202.3%20HR%20Strategy%20App%202%20Imp%20Plan.pdf
Implementation plan. (2004-09). Retrieved June 25, 2014, from http://www.hlthss.gov.nt.ca/pdf/reports/human_resources/2005/english/five_year_comprehensive_human_resource_implementation_plan.pdf
Report on the Implementation of the New Human Resources Strategy. (2006). Retrieved June 25, 2014, from http://www.adb.org/adf/HRS-Paper-ADF-IX.pdf
Bohlander, George, and Scott Snell. Managing Human Resources. 15th. Mason, OH: South-Western Pub, 2009. 98-147. Print.
Human Resource embraces the spirit of mission of teaching, research and training (NJIT Website). Human Resource core purpose is to facilitate the transformation of work life at any organization to a standard that surpasses the organizational planning objective (NJIT Website). Human Resource Departments has several goals to include attracting, developing and retaining a premier and diverse workforce; anticipating trends and consequently providing strategic solutions; fostering creativity, innovation, and learning as a whole to foster and facilitate change; ensure compliance with all federal, state and local regulations, as well as overseas labor laws where applicable; and to promote fair and equitable treatment for everyone in the workplace (NJIT Website). In this paper we will discuss three scenarios that require assistance from the Human Resource Department (NJIT Website).
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill Education.
The Human Resources Department (HRD) is the unit responsible for providing the leadership to develop and refine key operational plans to promote the incr...
Mathis, R. L., & Jackson, J. H. (2010). Human resource management (13th ed.). Mason, OH: Thomas/South-western
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
In an ideal world, every person is treated equally when it comes to getting a job, advancing in his or her career and being treated fairly in the workplace. Unfortunately, discrimination still exists in hiring, firing and promotions; and the diversity of the workforce regrettably can cause hostility in the workplace when individuals do not appreciate and respect the differences among themselves and their co-workers.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
Noe, Raymond A., John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright. Human Resource Management: Gaining a Competitive Advantage. 7th ed. Boston: McGraw-Hill Irwin, 2010. Print.
Ulrich, D., Younger, J., and Brockbank, W. 2008. “The twenty-first century HR organization.” Human Resource Management, 47, pp.829-850.
Tracey, W. R. (1994). Human resources management & development handbook. Amacom books. Retrieved from EBSCOhost.
Fisher, C., Schoefeldt, L., & Shaw, J. (1996). Human resource management. (3rd Edition). Princeton, NJ: Houghton Mifflin Company.
It represents the Strategic human resource management (SHRM) core function like “work analysis, Job design and job analysis” defines its importance in strategies implementation in any organization. This assignment will also discuss the aspect of Human Resource department that why they are giving more edge to other functions like Recruitment and selection, Performance appraisal and Occupational health and safety. This report will also presents the today’s critical business challenges and the with coming new responsibilities for HR and why they have started to give more weightage to Job analysis and design in order to get the better output and efficiency of the organization. Moreover, Human capital is a vital factor for any department in any organization. “Hiring smart” is becoming a fashion trend for companies for their effectiveness, productivity and employee motivation as the more investment will be done in employees by the firms. It continues with the recommendations on the need of analysis and design of work and how to make employees motivated in the company.
In preparing for future workforce situations, employing organization and job seekers are projected have will look for workforce employees with some of the following characteristics.
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.