Best Human Resource Management Practice

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ACKNOWLEDGEMENT

I would like to take this chance for thanking my research facilitator, friends & family for support they provided & their belief in me as well as guidance they provided without which I would have never been able to do this research.

DECLARATION

I, (Your name), would like to declare that all contents included in this thesis/dissertation stand for my individual work without any aid, & this thesis/dissertation has not been submitted for any examination at academic as well as professional level previously. It is also representing my very own views & not essentially which are associated with university.

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ABSTRACT

In this study we will try to explore the concept of “Best Practices” in Human Resource Management. The main focus of the research will be to reflect on the best practices in HRM and how they are implemented. The research will also analyze the effectiveness of HRM best practices on a company's overall performance and the influence of these practices on the employees of an organization. Finally the research describes various methods which are known as the best practices in Human Resource Management and their implementation effect.

Table of Content

ACKNOWLEDGEMENTII

DECLARATIONIII

ABSTRACTIV

CHAPTER 01: INTRODUCTION1

Background of the Research1

Rationale2

Aims and Objectives2

Research Question2

Reliability and validity3

Ethical consideration4

CHAPTER 02: LITERATURE REVIEW5

Fifteen Best Practices in Human Resources Management13

Safety of Employees13

Selective Recruitment13

Team Use13

Compensation Strategies13

Performance Evaluation14

Training and Development Opportunities14

Reducing Status Differences14

Exchange of Information14

Grievance Procedures14

Promotion15

Employee Ownership15

Empowerment of Workers15

Employee Suggestions15

Job Rotation16

Career Opportunities for Employees16

Five Areas of Best Practice16

Training and Development16

Teams16

Employee Selection17

Performance Evaluations17

Communication18

CHAPTER 03: METHODOLOGY24

Project Progress24

Research Design24

Data Analysis26

CHAPTER 04: FINDINGS27

Regression analysis27

Critique30

Research and project plan30

Analytical technique30

CHAPTER 05: CONCLUSION32

Conclusion32

REFERENCES40

APPENDIX A44

APPENDIX B47

Graphs from results48

Appendix C58

FIG. 258

CHAPTER 01: INTRODUCTION

Background of the Research

Human Resources Management (HRM) is about managing people for effective performance. Its aim is to establish a more open management; flexible and caring style for staff. They will be motivated, evolved and managed so that they can give their best to support the missions of the departments. (Kostova 2009, 403) Paul Iles form was selected based on the evidence in HRD that support the 'Best Fit' Approach. This form wrappings all facets that directly or obscurely affect the enterprise scheme, Human asset strategy, and the corporate strategy. The form was selected because it covers the SWOT analysis, A focus on the teaching on teams for fostering a more participatory organizational culture, Training programs for the HR group Promotion & recruitment inside the company, presentation associated pay; Annual bonus which is related to business performance, Individual Development and response, and eventually presentation Appraisals. (Lado 2008, 699)

These points were the recommendations made and roles presented of the needs of contemporary Human Resource Development in an organization. The recommendation was adapted from the work of existing scholars such as Kotter, and Gilbreath. (Martel 2007, 27) The formulation and implementation of a successful business scheme for managing international operations according to Bartlett, Ghoshal and Beatty Schneider requires a commensurate scheme for managing worldwide human resources. (McKinley 2008, 32)

Schuler et al. stipulated that, existing human asset frameworks recount principles and practices concentrated on aligning the strategic initiatives of the organization ...