My Strategic Human Resource Management Blog -
Strategic human resource management requires organizations to maximize the productivity of people using effective strategies to help achieve organizational goals.
Workplace Safety is of primary importance in HR policy. Management, employees and customers are assured of protection of their lives and physical well-being.
Workplace discrimination, sometimes referred to as employment discrimination refers to unfair treatment of an employee as compared to another employee.
The saying 'Work smarter not harder' has become very relevant to present day conditions under which organizations operate. Working smarter is more effective than working harder.
The presence of women in the workplace can contribute toward organizational success. They are now challenging their male counterparts for important positions.
The FIFA World Cup competition provides opportunities to learn. You, we, and organizations can learn from the world cup winning combination adopted by football teams.
To Walk The Talk means to act on your words.
The use of technology in twenty first century HR service delivery will become more widespread. Whatever happens, you are assured that people will remain the prime-movers in organizations.
Turnover and Absenteeism are two of the major cost factors of productivity. Take steps to control them.
Trial and error in Human Resource Management is not a preferred approach.
If you treat employees right as being customers, they will serve your external customers well.
Transformational leadership enables you to effect change that transform people and the organization.
Training Needs Analysis identifies the right type of training and development for each of your employees. Update their skills and knowledge in line with organizational needs.
Training management responsibility rests with Human Resource Managers, in most cases.
Training evaluation is intended to assess the effectiveness of the training programs you are providing your people during the year.
The question arises as to whether or not total quality management has any relevance in human resource management. Indeed many are still trying to determine this.
Here are three tips for HR people which concern HR as a serious business, what HR is supposed to do, and on not giving up on people.
If HR is the weakest link in your organization, it indicates that the standard of the HR function in your organization is questionable.
In succession planning, the critical part involves preparing people for change of leadership especially at the top. But even replacement of junior employees takes some planning.
A strategic recruitment approach requires you to adopt staffing strategies in response to changes in the environment, internal, external and global.
Employees who hold strategic positions play crucial roles in organization's success in today's competitive environment and globalized market place. Reward them well.
Strategic Human Resource Development increases the competence of your people. Your organization's productivity will improve as the result.
Get a good understanding of strategic human resource definition and related terms can facilitate HR planning and prepare HR Management framework.
This is a Strategic HR Search Page. You can also use it to search for other information.
Organizations need to invest in strategic education to expand to new business ventures.
Strategic compensation is intended to increase employee motivation.
Avoid anything that employees can consider as wrongful dismissal. This can save you money and safeguards your organization's image.
You need staffing strategies in order to respond to change in organization's need and the work environment.
Staff counseling helps people resolve personal or work-related problems, thus, improving their productivity.
Skills and competency improvement, an ongoing activity, builds capacity to achieve organizational targets.
Organizations need skilled professionals to look after every aspect of the business.
If you work on shift, you may receive an appointment which you may call a 'Shift Work Appointment Letter.'
Seven Aspects Of Performance Management demonstrating the importance of handling performance management well.
Self motivation is essential to achieving your personal, group, team or organizational goals.
A Sample Termination Letter for your reference. State the reason(s) why the employee is being terminated.
This sample suspension letter is in respect of an employee who had allegedly committed a misconduct. This is to enable management to conduct a proper investigation while the employee is away.
It is helpful to your employees if the rules and regulations contain 'a sample show cause letter' as to make it very clear what will happen if they misbehave or commit a wrong.
A Sample Probationer Employee Termination Letter that shows how this document may look like.
The availability of many types of Sample Performance Appraisal Form offers you the help to prepare a good appraisal form. Refer to them but do not follow everything. Study each item.
A Sample Job Transfer Letter showing draft of a letter written by a serving employee who is applying for transfer to another division of the company.
This Sample Employment Policy is to explain some of the contents of such a policy.
Sample HR Policies provides you with guidelines how to draw up your own Human Resource Policy Manual.
This Sample Employment Contract is not the full version. This is a brief explanation about the document.
Sample Dismissal Letter for cause. Issue after conducting a proper investigation.
A sample appointment letter that shows you how such an important document is drafted. The format varies from organization to organization. Remember to include all fundamental terms.
Salary growth cannot go on forever. There will come a time when the maximum is reached. That causes a problem.
Recruit Safety Experts and put them they are truly needed.
ROI of Human Resources is a useful measure whether HR is making contribution to the financial success of organizations.
Recruitment is at the forefront of activities that build up the talents pool of the organization.