CHECK THESE SAMPLES OF Distinctive HR Policies and Practices
...? The Organization System- Culture and HR Policies and Practices Affiliation] According to Newbert (2008) “the resource-based view of the firm (RBV) hypothesizes that the exploitation of valuable, rare resources and capabilities contributes to a firm's competitive advantage, which in turn contributes to its performance”. While quoting Barney (2000), Kraaijenbrink et al. (2010, p. 350) stated that in order for a firm to achieve competitive advantage “it must acquire and control valuable, rare, inimitable, and non-substitutable (VRIN) resources and capabilities, plus have the organization (O) in place that can absorb and apply them”. Hence resource-based view of the firm suggests that if an...
3 Pages(750 words)Term Paper
...). A technique or tool that was mentioned in the article that can help managers evaluate their human resources practice is HR audits. The use of an HR audit can give a manager assurance that the human resources practices of the company meet the current legal standards and uphold the internal policies of the company. It can be beneficial for professionals in the HR industry to belong to professional organizations. An organization that has a lot credibility and power in the industry is the Society for Human Resource Management. The organization’s website has a HR audit tool kit that can be used to perform a preliminary...
4 Pages(1000 words)Article
...in the need for respect, control, or recognition. (Chenier, 1998) When these needs are not satisfied, conflict, or difficult behavior arises (Chenier, 1998). HR policies, called for regulating workplace behavior, should be directed at creating the manifest for changing the behavioral patterns of the personnel. Instead of ignoring the problem, and deepening the conflict, the regulations should be aimed at curing the negative consequences, as well as preventing similar problems in future. Regulation Practices Considering the actual workplace behavior regulation practices, the smoking policies should be reviewed as the brightest instance of resolving...
6 Pages(1500 words)Term Paper
..."Employment Policies and Practices" Table of Contents: Topic Page # Recruitment 3 Selection Process 3 Pre Employment Checks
4
Post Employment Checks
4
Monitoring of Employees
5
Knowledge About Company
5
Employment Problems
6
Employment Termination
7
Improved Employment Practices
8
Bibliography
9
Recruitment:
Selection of employees is an important and difficult task. The organization needs to look for those people who can help the organization is attaining their organizational goals. Many organizations, weather it be a government organization, corporate world or a Non
Government Organization (NGO) have predefined format of activities for selecting the
employees....
5 Pages(1250 words)Term Paper
...make harassment charges. These changes made HR department formulate special training programs and policies intimating workforce of the consequences of their actions or words. "Proactive departments are using awareness training programs to help employees understand the pain and indignity of harassment. Such programs if they are comprehensive and used aggressively can be highly effective" (Werther & Davis 2000).
Issues like harassment that were generally brushed under the carpet can now be discussed openly. Employees have gained a lot of importance and most of their issues are now important as HR departments exist to serve them.
Diversity Issues: Diversity is another element of modern...
15 Pages(3750 words)Essay
...Managerial style and HR policies Not much is said in the case study about NEXT's human resource policies, apart from the company's encouraging employees' participation in presentations, and offering them a variety of bonuses and other means of motivation, such as free parking and opportunity to become company's shareholders. However, corporate culture presupposes good and developed systwm of interrelations within the teams and groups. The source of these relations is manager, or leader. Thus, it is up to the manager to create within the company the working conditions under which each member of the company will feel a personality. For this, the atmosphere of mutual respect should be...
2 Pages(500 words)Case Study
...Running Head Current HR Practices and Insights Current HR Practices and Insights Recent years, organizational learning becomes one of the most important issues of organizational behavior management. Organizational learning is one of the important processes which help the company and employees to progress and prosper. There are organizational factors that clearly structure and distribute opportunities for workers to participate in workplaces. Consequently, the bases for learning in workplaces are not ad hoc or without structure. The article "Barrier impact on organizational learning within complex organizations" by S. McLaughlin et al (2008) describes and analyzes the role...
4 Pages(1000 words)Essay
...the transition from one level of professional competence to another, measuring up the contributions and outcomes of the strategic steps used in each level.
The map has two core areas which represent the two core professional areas of HR practices. The first one is named, ‘Insights strategies and solutions’ and is placed at the innermost core, while the second one is the outer core of the map and is named, ‘Leading HR’. ‘Insights strategies and solutions’ concentrates on enriching HR practices by providing all the tools and facts that need to be maintained in the development of a viable HR strategy, solutions to address all issues within...
5 Pages(1250 words)Essay
...management components cannot be separated from each other and they together denote effectiveness of the approach. Tesco employs approximately 310,000 people in its UK branch. The company witnessed certain challenges in terms of declining sales margin and falling share price value. This aspect greatly affected employee base and it was essential to boost up their morale. In this report, drawbacks in HR policies of the company shall be highlighted along with some recommendations to be implemented in the system.
Theoretical frameworks on HR practicesHR practices and policies revolve around various theoretical frameworks....
7 Pages(1750 words)Essay
...the company to avoid potential risks of no return from training costs, it also limits the organisation’s efficiency in ensuring that organisational objectives are adequately communicable to the workforce. It also increases risks of workplace conflicts due to the excessively centralised decision making technique of Netflix (Wiseman & Hunt, 2013).
Having learning and development practices integrated to HR policies helps raising the working standards and creating a positive relationship between the employees and the company, which is currently being ignored by Netflix (Mayo, 2004; Mabey et.al 1998). Contextually, Focus on recruiting only ‘A’ players might increase the short-run...
2 Pages(500 words)Assignment
