Human Resource Practices - Doc

Added on - 21 Apr 2020

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Running head: HUMAN RESOURCE PRACTICESHUMAN RESOURCE PRACTICESName of the student:Name of the university:Author note:
1HUMAN RESOURCE PRACTICESHuman resource management can be described as the planned approach in the management ofemployees effectively in terms of their employment. It helps in the establishment of a more,flexible, open as well as caring management style. This helps employees to be motivated,developed and managed in a way which would help them to dedicate their best to meetorganization goals and objectives (Chuang, Jackson and Jiang 2017). Proper articulation ofvision, mission and values of the organization, developing a proper management plan, propermanpower planning, training and development, service quality enhancement and performancemanagement system – all help in maintaining the productivity expected by the organization.However in spite of this certain limitation are faced by human resource practices which will bediscussed in the assignments. Effective recommendations will also be provided in shapingSHRM practices which will overcome the limitations and provide the best benefits of theorganization.A good number of limitations have been identified with the strategic human resourcedevelopment practices. Very few of them consider future as an important aspect. As thefuture is uncertain, different adverse events may take place for which the strategiesprovided for HRM resource practices are not enough to handle adverse event successfully(Tzabbar, Tzafrir and Baruch 2017). Various technological, political as well as culturalfactors may arise which may affect employment opportunities. Therefore the limitation isthat management can take it as a guiding factor but cannot rely on them fully.Another limitation is theloss of faithwhich occurs in existing employees when SHRMintelligently try to handle the imbalance of the surplus manpower by termination, layoffor removal of workers. This can develop a sense of insecurity for which productivity ofthe existing workers may be affected.
2HUMAN RESOURCE PRACTICESThe entire practices conducted from the time of manpower needs and their successfulestablishment in the organization until their fulfilling of job roles requires hugeexpenditure of finances and human labor along with a large amount of time. Theexpensesoften become a limitation for successful SHRM as the cost becomes a majorconcern for many companies (Sheehan 2014).Often, successful SHRM systems conduct a proper job by listing employeeaccomplishments, degrees and certifications in details. A as result,managersare seen topromote depending upon the objective data that the system provides. This has a limitationas it does not encourage the supervisors in taking proper time to get to know differentworkers on a personal basis as a part of their evaluation about their degree of contributionto the company. Therefore such evaluations are not suitable for acting as guides duringmaking decisions about promotion of employees.Another limitation that has also been noted by many researchers over the year is the halfhearted activities conducted by HRN resulting in improper actualization. Many SHRMorganizes thetraining sessionsoft her employees as part of their job activities as atraditional practice irrespective of looking into the genres where employees need training.Therefore, it does not yield proper results although the initiatives are laid down properly.Many companies’ SHRM does not consider the requirements training needs andaccomplishment of the employees and a result the session does not give effective results(Katou et al. 2014).Another limitation also observed is with the management of data. Recent SHRMpractices are in supporting huge amount of information about employees starting fromtheir marital status to that of their health records and many others. However many
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