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Good HRM practices Assignment PDF

   

Added on  2021-05-30

9 Pages1473 Words176 Views
Good HRM practices 1

ContentsIntroduction................................................................................................................................3Supportive Working practices....................................................................................................3Talent management....................................................................................................................4Reward strategy..........................................................................................................................5Conclusion..................................................................................................................................6Reference List............................................................................................................................72

Introduction In this essay a study has been done regarding three human resource activities that areconducted by organisations. The three activities that has been selected in this essay is thesupportive work environment activity, talent management activity and reward activities thatare undertaken by an organisation. In this report these activities has been connected with thebenefit of the organisation to see the key positive impact. It also discusses the impact of theseactivities on the employees of the organisation to gain their perspective. Supportive Working practicesHRM Model The first HR activity that is going to be discussed in this essay is the supportive workingpractices. The supportive work practices are a HRM model that is used to retain the agingwork population. There is numerous importance of this policy. First of all there are severalprofessions in which the skill set is rare and not many new skilled workers are beingproduced on regular basis. This sect of the jobs require experienced work force. Apart fromthat the general increase in the longevity of the population has made the 60 year old work agelimit seem a bit unreasonable (Hammer et al. 2011). People are often healthy enough at thatage and have much more to contribute. Thus losing a valuable employee just because acertain legal age is reached doesn’t seem to be a feasible idea anymore. But to retain this agegroup there is a very different environment that is required. The senior work population oftenrequire support on the part of the organisation, recognition and the chance to train theyounger generation (McCarthy et al. 2010). One of the sectors that have serious skill shortage3

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