Human Resource Policies

Human Resource Policies1
HUMAN RESOURCE POLICIES
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Human Resource Policies2
HUMAN RESOURCE POLICIES
Introduction
Human resource policies are various sets of practices that an organization adopts while
implementing strategies and people management. In as much as each and, every organization has
a set of HR policies, the formulation of such practices vary from each organization. The content
of this paper evaluates the impact of HR policy and strategies in relation to Telstra, which is the
organization I inspire to work.
Question one:
According to Bamberger, Biron, and Meshoulam (2014), there are three significant
perspectives which as a human resource leader in Telstra Inc. I would employ while formulating
HR policies. These three perspectives include universalistic, configurational perspective, and
contingency perspective. In as much as all the three angles can be applied to investigate the
impact of HR policy adopted by Telstra Inc. business operations and performance, the most
appropriate perspective I feel most suitable is the contingency. I use this perspective based on the
fact that it is aimed at identifying the real correlation between independent and dependent
variables of the organization (Bamberger, Biron and Meshoulam 2014).
Thus, by application of contingency perspective, I would be able to investigate the
location of the organization, technology, size of Telstra, industry as well as capital intensity as
significant variables. Moreover, with the application of contingency perspective, the HR will be
able to relate performance indicators to the identified human resource management variables and
factors contingency factors (Ghasemi, Shahin, and Safari 2018). Compared to universalistic and
configurational perspectives, the contingency perspective as an investigative approach examines