HR pratices: It refers to best pratices of system that

has greatest impact on the workforce of the organization

NINE BASIC ELEMENTS OF HR PRATICES

Planning and appraisal
Individual and team development
Career planning

Hiring

Succession Planning
Job design
Classification
Compensation/recognition/ other rewards
Issues regarding outsourcing of HR pratices
Extracted form :

http://web.mit.edu/reeng/www/hrpd/design/elem
ents.html

Assessment of key position:

1) What positions needs to have a succession
plan?
2) What knowledge, skills, attitude is required to
fill such key positions?
3) Develop desired leadership competenicies?
General pratices : firm outsource the peripheral
pratices
but performs those pratices that are central to
their
competitveness
But problem is to determine which is peripheral
and which one is core to firm
Identification of key talents:
1) How do you identify the employee ?
2) Who has leadership position?
3) What maangement assessment is used
to identify key talents?
Such as 360 evaluations, personality
assessments, mentoring and coaching
Assessment of key talents:
1) What are primary needs in order to be ready for next
level?
2) Conduct gap analysis i.e what skills are needed vs what
are skills
that your employees currently holds?
Generation of Development plans Development and
such as : special projects or plans, task monitoring review:
force assignments, review of the succession
job rotation, 360 feedback, cross planning - reporting and
training, seminars etc tracking to evaluate progress
 HRM Pratices

HR planning: A process that helps

firm to identify their
future HRM needs
firm must analyze and
plan for their Job analysis: A systematic procedure
treatment of before for
Pre selection they can carry out the gathering, analyzing, documentaing
remaining HRM the information
pratices pratices about particular jobs

Recruitment : A pratice designed to

locate
and attract job applicants for various
position

Policies and procedure Selection: A pratice in which

Selection used by organization companies chooses
Pratices to staff their positions and assess from the pool of candidates

Training/ development : planned

learning experiences
that teaches worker how to effectively
perform
their tasks

Performance appraisal: measures

the adequacy of the employees
job performance and commnicates the
evaluation to them
Compensaation: pay or benefit that
employee receives
from company

Pratices to improve Productive improvement program:

and maintain their Organization intervention to
Post Selection workers job improve the productivity by increasing
Pratices perfromance level the employee motivation

Workplace justice: the concept that

address the issues of treating
employees with fair( non discriminatory
manner)

Organizations donot
 Unions: a group that deals with
employer for
workers related work issues
Organizations donot
work in isolation.
Safety and health
Many internatinal
factors may have
Pratices affected impact on the HRM
by external factors pratices International
 Possible issues under each level of HRM pratices

What are ways to identify

What are their strategic Demand and supply the future HR needs in the
plan ? forecasting, how it is done ? firm?

How they choose the

How they determine job appropraite Should any job require
qualification selection techinque for the training or not in
for a particular job? potential employee? future?

Either internal or
external
recruitment is done in
the organization?

To what extent is
selection procedure
fair?

What are development

programs that organization
what kind of training is is preparing to bring to make
required for the current employee competent for future
jobs? possibel jobs?

IN which cases the

promotion is provided to IN which cases the demotion When the employees are
the employees? is provided to the employees? discharged?

Health insurance Employee discounts

Provision for bonuses, Are the rewards financial

pay raises or non financial?

What are workplace What are the disciplinary What are the discharge
rules? actions? policies of the employees?
Grivenance procedures Negotiation procedures Overtime allocations
Accident prevention wellness and employer
plans assistance program

Developing a globally Employees with cross

oriented managers cultural training Expats
pratices

Setting the
How they develop performance
performance How they determine standards for
appraisal pay rates to productivity
rating forms? the employees improvement program

How pay raises are

determined?

Policies on the
employess privacy