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 Contents

CHAPTER 01: INTRODUCTION1

Background of the Research1

Rationale3

Aims and Objectives3

Research Question3

Reliability and validity4

Ethical consideration5

CHAPTER 02: LITERATURE REVIEW7

Fifteen Best Practices in Human Resources Management9

Safety of Employees9

Selective Recruitment9

Team Use10

Compensation Strategies10

Performance Evaluation10

Training and Development Opportunities10

Reducing Status Differences10

Exchange of Information11

Grievance Procedures11

Promotion12

Employee Ownership12

Empowerment of Workers12

Employee Suggestions12

Job Rotation13

Career Opportunities for Employees13

Five Areas of Best Practice13

Training and Development13

Teams14

Employee Selection14

Performance Evaluations15

Communication16

CHAPTER 03: METHODOLOGY18

CHAPTER 04: ANTICIPATED RESULTS21

REFERENCES23

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 and equipped towards realizing some communal goals of the ...