Strategic Human Resource Management - doc

Added on - 28 May 2020

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Running Head: Strategic human resource managementStrategic human resource management
Strategic human resource management1ContentsIntroduction.....................................................................................................................................1Job Security and design...................................................................................................................1Implications of poor job design.......................................................................................................2Lack of clarity...............................................................................................................................3Unsatisfied employees.................................................................................................................3Difficult in performance evaluation.............................................................................................3Poor performance........................................................................................................................4Implications of lack of job security..................................................................................................4Fear...............................................................................................................................................4Employee poaching......................................................................................................................4Short term goals vs. long term goals...........................................................................................5Poor performance........................................................................................................................5Recommendations for HR managers...............................................................................................5Clear job roles..............................................................................................................................6Incentives and bonuses................................................................................................................6
Strategic human resource management2Clear Targets................................................................................................................................7Improved communication............................................................................................................7360 degree feedback....................................................................................................................7Conclusion........................................................................................................................................8References.......................................................................................................................................9
Strategic human resource management3IntroductionHuman resource management is one of the most crucial aspects of any organization. Thepeople involved in any business can make or break a business. Therefore it is imperative thatorganizations put efforts in ensuring employee satisfaction and employee retention (Armstrong& Taylor, 2014). This becomes even more important due to increasing competition in thebusiness world. Every leading firm is on the lookout for the best employees. Employee poachingis a recurring phenomenon. Hence companies are putting efforts to ensure that theiremployees are happy with their workplace and have long term goals for the same.In order to achieve a high level of employee retention and satisfaction, it is most crucial thatorganizations provide employees with a clear job design, lucrative incentives, opportunisticwork environment, positive culture and extensive job security (Hendry, 2012). These factorswould eventually lead to employees being happy and content at their work place. This wouldnot only lead to increased employee satisfaction and improved performance but would alsoassist in building long term positive associations with the employees.This report throws light on the major issue directly impacting many Australian organizationstoday. The issue is that of a lack of job design and job security offered by businesses to theiremployees. This is adversely impacting both the employee as well as the business (Boxall &Purcell, 2011). How these two factors have a vast impact on the employment cycle of anindividual as well on the business development as a whole is explained below. The report alsothrows light on a few recommendations that can be adopted by the organizations today in
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