Human Resource Management Practices

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student:
Name of the University:
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1HUMAN RESOURCE MANAGEMENT
Table of Contents
Introduction......................................................................................................................................2
Discussion........................................................................................................................................2
Strategy to reduce employee turnover.........................................................................................2
Process of Onboarding and Recruitment.....................................................................................3
Process for recruitment:...........................................................................................................3
Process of Onboarding:............................................................................................................4
Process of orientation training.....................................................................................................6
Performance management strategy..............................................................................................6
Benefit programs.........................................................................................................................7
Discipline policy..........................................................................................................................7
Complaints policy including company obligations and employee rights....................................8
Obligations of an employer-....................................................................................................8
Obligations of an employee-....................................................................................................8
Methods to gauge employee morale............................................................................................9
Aligning the employees with the company objectives................................................................9
Strategy of building a successful team......................................................................................10
How to build ownership by introducing accountability for employees.....................................10

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References......................................................................................................................................11
Introduction
Every day, the corporate business life involves decision-making based on the evidences
that in turn allows the organization to move forward and make further decisions. Company
identification is a very important component of a business strategy. On one hand, the economic
systems are dynamic and the situation of the company is likely to change rapidly. Hence, the
superiors of the company must continuously adapt themselves with the latest or new conditions
and adjust their behavior accordingly (Wilton, 2016). On the other hand, a manager or the actors
of the systems cannot be sure about the chosen solution that whether it will be the best one or the
worst. This report aims to produce open discussion among the pupil by providing them a realistic
illustration of the corporate world.
Discussion
Strategy to reduce employee turnover
The best strategy to minimize the employee turnover is to hire the candidates who fit well
into the organization and firing the ones who do not. Ensure that the hiring process is right and
hire the right candidates for the position in the organization. Sell the position to the candidates by
appealing to why they are suitable for the culture. Quarry deep and make sure that the top
candidate who fit in the terms of competencies, behavior, capacities, values and emotional
intelligence. There are times when no matter what you do to motivate and promote the
employees, they do not just fit into the organization and are bad for the culture, hence creating

3HUMAN RESOURCE MANAGEMENT
culture debt (Carnahan, Kryscynski & Olson, 2017). Those workers do harm more harm than
good by contaminating the well of the company. So, cut them loose.
Process of Onboarding and Recruitment
Onboarding is also called organizational socialization. It refers to the contraption through
which the new hired candidates gain the skills, knowledge and behaviors that are necessary to
become an effective organizational members. Enlightening the new employees about the
opportunities that exists in the organization by reinforcing them and their reasons behind
choosing the organization, educating them regarding the potential career scopes that are
available, impassioning them by challenging them in productive ways, recognize their efforts and
reward them for their result would encourage them greatly.
Process for recruitment:
Recruitment planning: Draft an inclusive job specification for the available vacant position.
Outline the skills, qualifications and experiences that is needed, the major and minor
responsibilities of the position (Carter, 2015). Mention the level of pay, the starting day and
whether it is for temporary or permanent position. In addition to these, mention the additional
information such as the special conditions, if any.
Strategy development: The strategic considerations that are to be considered includes the issues
such as- the type of recruitment techniques that are to be used, whether to hire the candidates
from outside or prepare them themselves, the source of recruitment that is to be practiced, what
geographical area is to be considered in order to search the candidates (Dandaro, Silve &
Carvalho, 2017) and the sequence of activities that are to be followed for recruiting the
candidates in the company.