Fill and Sign the Possible Human Resource Management Strategies Template Form

Possible Human Resource Management1 Strategies Work FlowsOrganize for efficiency or innovation. Organize for control or flexibility. Use specialized or broad job categories. Use detailed or loose work planning.StaffingUse internal or external recruitment. Decide who makes hiring decisions.Decide what is important in hiring.Employment SeparationsHow to downsize2 Hiring freezeSupport for terminated employeesPreferential or non-preferential rehiring processPerformance AppraisalsCustomized or uniform appraisalsAppraisal for developmental or control purposesMultipurpose or focused appraisalsUse multiple or one inputTraining and Development3Buy or develop skills Individual or team-based trainingOn the job or external trainingJob-specific or generic trainingCompensationFixed-pay or variable systemJob-based or individual paySeniority-based or performance based system Centralize or decentralize pay decisionsEmployee and Labor RelationsTop-down or bottom-up communications1 Human Resources Management (HRM) constitutes multiple functions like recruitment of right employees, conducting periodic training and refresher programs, drawing up schemes to monitor individual performance, introducing staff welfare measures, and maintaining relevant records.2 This really should be short term since the HRM goals are to be aimed at future growth of the organization.3 Human Resources Management responsibilities now go beyond the simplistic functions of recruitment, training, and controlling of staff numbers. Interactions with labor unionsAdversarial or cooperative relationshipEmployee RightsUse discipline as control or learning Protect employees4 or organization’s rightsFormal or informal ethics programCurrent HRM StrategiesEmployees as significant resource5High-tech human resources approach4 HR management must ensure that all employees are treated equitably and there are no grounds for discontentment. Special care must be exercised when taking strategic decisions which affect the well-being and self- respect of employees.5 Today’s HR professionals are developing schemes to actively involve all employees in strategic planning with the aim of making every employee productively contribute to the growth of the company. Individual employees no longer work in isolation but as part of a team to accomplish the company’s objectives.