A trial and error approach to people management is risky and costly.
Perhaps there are some exceptions. Some writers believe that a trial and error approach resulted in HR innovations.
Instances of HR risks and high costs.
It is often said that people learn through trials and errors. There are risks involved. But in some situations, you cannot avoid this.
Some writers believe that this approach resulted in HR innovations. Others think that putting into effect HR innovations requires this approach.
The Need to Reduce Experimentation
Reduce instances of trial and error with regard to human resource management. How do you do this?
One of the ways of reducing instances is effective training of people. Include cross-training programs.
Other than training, provide employees with other tools to do their jobs. These would include work manuals, Standard Operating Procedures (SOPs), rules and regulations, procedures, and health and safety gears.
Five Management Lessons by Ryan Matthew Pierson
Ryan Matthew's list may help reduce experimentation in the management of people.
It is stated that through this approach, HR has managed "to carve its niche in the business world..."
This led to the argument that HR is a strategic partner.
However, it is still a long way before the majority of corporate leaders accept HR as playing an important role in business activities. On top of this, many institutions have not accepted human resource management as a field of study on par with other disciplines. This is sad since many large corporations have accepted HR as the most important player in their corporate success.