Effective Human Resources and Organizational Behavior

This presentation covers the importance of managing human resources, recruitment and retention, fair treatment and legal compliance, training and development, effective organizational design, and promoting and sustaining a positive culture. It provides strategies to implement these practices and embrace organizational change.

Critique Critique Effective Human
Resources and Organizational Behavior
Name of the Student
Name of the University
Author Note

This session will cover:
Importance of managing human resources
Recruitment and retention
Fair treatment and legal compliance
Training and development
Effective organizational design
Promoting and sustaining a positive
culture
Embracing organizational change

Importance of managing human resources
To select talented employees for
the organization
To maintain work atmosphere
To increase productivity
of employees

Importance of managing human resources
To develop public
relations
To overcome workplace
disputes
•To provide equal opportunity
to every employee

Recruitment and retention
To introduce workforce diversity
to promote business ethics
To select the most talented
people for the organization
• To analyze the skills of the employees
for fulfilling organizational objectives
Importance of Effective Recruitment

Recruitment and retention
•Evaluate the performance of
candidates at each stage of recruitment
•Select them finally
Defining the job role and responsibilities
through advertisements and job portals
Promote in-house job postings and
referral drives
Understand the Cost/Benefit of a New
Employee
•Call for interview and assess skills in them
•Incorporate situation based test to
evaluate the competency of handling real-
time situation
Effective ways of recruitment

Recruitment and retention
To maintain quality and
consistency in workplace
• To develop the competencies of the
employees within the workplace
Employee Retention- Importance
To retain the experienced
talent within the workforce
To not repeat the process of
recruitment that needs additional
financial growth

Recruitment and retention
•Developing effective communication
•Celebrate achievements and failures
Employee Retention- Effective Strategies
•Provision of positive and constructive
feedback
•Providing financial and non-financial
benefits based on the employee’s
competencies
Incorporating conducive work environment
De-centralized hierarchy within the
organization

Fair treatment and legal compliance
Developing sense of equality
in the workplace
Ensuing the business ethics
• Maintaining Trust and Mutual Respect
Strategies to implement Fair treatment and legal
compliance
• Fewer disputes and low conflicts

Fair treatment and legal compliance
Follow the guidelines of Equal
Employment Opportunity Commission
(EEOC), Occupational Safety and
Health Administration (OSHA) and
National Labor Relations Board (NLRB)
 Develop organization ethical
checklist that is to be implemented
at every stage
 Set the policy in collaboration with
HR
 Respond to employee concerns and
handle disputes
• Keep accurate data and information
and follow the policies to maintain
transparency
• Following governing legislations and
state laws like Civil Rights Act–Title VII
to prohibit discrimination based on
gender and ethnicity
Strategies to implement Fair treatment and legal
compliance

Training and development
Lower supervision on the working
approaches of the employees
Motivates the employees to get
job security and job satisfaction
• Greater chance of job opportunities
Importance of Training and development
• Enhancement in the productivity in
the employees

Training and development
E-Learning or Online-based
Training Techniques
On-job training
• Interactive Training Techniques
Implementing effective training and
development
• Implementing mentorships in the
workplace

Effective organizational design
•Easy to identify any discrepancy in
the organizational behavior
•Provide clarity on any business
related issues
It allows effective communication
among stakeholders
Enhances the productivity of the
organization
• Inspire innovation to take place for
adapting new technologies and strategies
Importance of effective organizational
design

Effective organizational design
•Based on the outcome, six key
elements should be evaluated- work
specialization, departmentalization,
chain of command, span of control,
centralization or decentralization
and formalization
Assess all the three level strategies
efficiently- corporate level
strategy, business level strategy
and functional level strategy
• XYZ Company needs functional level
strategy to maintain HR management,
research and development,
marketing, finance and production
Strategies to implement effective organizational
design

Promoting and sustaining a positive culture
Enhanced brand reputation
Increase in engaged
workforce
Importance of positive culture
• Maintaining the level of productivity
and quality
• Lower employee retention and
absenteeism rate

Promoting and sustaining a positive culture
•Contributing to corporate social
responsibility (CSR)
•Encourage employees to participate
in voluntary activities
Re-define the organization’s
objectives
Implement effective
communication media
Strategies to promote positive work culture
•Develop effective partnership with customers
•Provide service follow-up
• Demonstrating ethical behavior
• Improving the facilities of the
organization

Embracing organizational change
•More customer need gets
fulfilled
Incorporating improved
technology
• Enhancement in productivity
Importance of organizational change
• Great profitability can be attained

Training and development
•Improvise the strategy by
making amendments
•Implement the final change
strategy
Determination of the value that
need to be changed
Find alternative strategies to
replace the existing strategy
• Take feedback from stakeholder to judge
the effectiveness
Ways to implement organizational change

Reference List
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•Bratton, J., & Gold, J. (2012). Human resource management: theory and
practice. Palgrave Macmillan.
•Daley, D. M. (2012). Strategic human resources management. Public
Personnel Management, 120-125.
•Ferrell, O. C., & Fraedrich, J. (2015). Business ethics: Ethical decision
making & cases. Nelson Education.
•Ford, J. K. (2014). Improving training effectiveness in work organizations.
Psychology Press.
•Fraccaroli, F. (2016). Recruitment and Retention. The Encyclopedia of
Adulthood and Aging.
•Fraccaroli, F. (2016). Recruitment and Retention. The Encyclopedia of
Adulthood and Aging.
•Gorran Farkas, M. (2013). Building and sustaining a culture of
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Reference List
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breakthrough learning: How to turn training and development into
business results. John Wiley & Sons.
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