HRM 5: Gaining HR Advantage: Best Practice and Best Fit Strategies

This essay examines the crucial role of employment relations professionals in achieving a competitive HR advantage by considering both best practices and the best fit within an organization. The essay emphasizes that HR professionals must manage the relationship between managers and employees, ensuring fair treatment, reinforcing relationships, and mediating any complications. It highlights the importance of a safe, healthy, and content workplace, open communication, performance-linked bonuses, 360-degree performance management systems, fair evaluation systems, knowledge sharing, and a focus on top performers as key best practices. Furthermore, the essay stresses the significance of hiring experienced professionals, offering HR leadership positions, implementing training programs, providing HR tools, and maintaining transparency and fair compensation to achieve the best fit. The essay uses contemporary research to support its arguments and discusses how these practices contribute to employee engagement, motivation, productivity, and high morale, ultimately leading to HR advantage.

HRM

HRM 1
The need for the Employment Relations professionals to consider both best practice
and the best fit in gaining HR advantage
The employment relations professionals are required to consider best practices in order to
attain a competitive advantage. The typical professionals manage the relationship between
managers and employees. A perfect employment relation professional makes sure that all
the employees are treated fairly, assists to reinforce the relationships between managers
and employees. The HR professional even assists to remediate complications which are
apparent between them. It is critical to have a good HR professional in the organization and
it leads to a positive link between employees and managers along with the employee
engagement, motivation, productivity, and high morale. The employment relations officer
concentrates on open communication, recognizing employees, constant feedback and by
investing in the employees. The need for the best practice for the employment relations
professionals for gaining competitive HR advantage is considered due to the following
points:
Safe, healthy and content workplace: The HR professionals are required to create a
harmless, healthy and content workplace in order to make sure that employees sense safe
at work and continue with the association for a long time. This practice is possible by
capturing the thoughts of the employees through regular surveys. The safe and healthy
workplace has a great role in attaining HR advantage.
Open book management style: The information is shared regarding sales, contracts, new
clients, management objects, employee private data, company policies by the employment
relations professionals to make sure that the personnel is passionate regarding the
corporate as the management. The professional assists in making individuals fascinated in
strategic decisions and to align them to business purposes. The professionals' practice tools
use employee self-service portal and manager online (Hecklau, Galeitzke, Flachs, and Kohl,
2016).
Performance linked Bonuses: The HR professionals make use of the performance-linked
bonuses comprising a variable component in compensation. The compensation can be in
the form of incentive and disillusionment based on administration and communication. The
bonuses are required to be intended in a way that employees comprehend that there is no
pay-out except an organization hits a specific level of productivity. Add on, the norms can be
success of a team and the individual’s enactment. The performance-linked bonuses are
having great role in the retention of employees as well.

HRM 2
360-degree performance management response system: This feedback system implores
feedback from the higher authorities and assistants. It has even incorporated the best
method obtainable for gathering performance response. Every member of the team is liable
for getting the pertinent, positive and productive response (Jabbour, and de Sousa Jabbour,
2016).
Fair evaluation system: The employment relations professionals practice a fair appraisal
system to advance an assessment system. This system will be able to clearly associate
discrete performance to corporate goals and significances. The employees in the association
are necessitated to have precise reporting associations and self-rating should be part of the
assessment procedure as it inspires workers. The assessment becomes rational once it is
grounded on the accomplishment of the employee and is chased over the year. The
employees can be appraised by the upcoming advanced level. If the cross-functional
response is attained by the direct boss from another manager then it adds to the impartiality
of the system (Diaz-Fernandez, Pasamar-Reyes, and Valle-Cabrera, 2017).
Knowledge sharing: A systematic approach should be adopted in order to make sure that
knowledge management assists strategy. The mass knowledge in the records offers
superior access to the information dispatched by the organization or workers on the portals.
The innovative ideas can also be posted on the knowledge sharing daises. Although it
necessitates thorough plans for storing and maintaining the knowledge base (Tweedie, Wild,
Rhodes, and Martinov‐Bennie, 2019).
Focus performers: The practice of focusing on the performers enables to gain HR
advantage. The professionals form profiles of top performers and make it observable by the
intranet of company, display boards and more (May, and Ledgerwood, 2017). It even
inspires other employees to put their greatest and form a modest atmosphere within the
organization.
Open house deliberations and feedback apparatus: It has been noticed that philosophies
decree the world. The successful administrations identify, nurture and implement great
philosophies. The employees are realized to be an extreme source of ideas. The only thing
which can stop abundant ideas being executed in the company is deficiency of the suitable
mechanism to detent ideas. The open house deliberations, employee-management
encounters, recommendation boxes and implements like critical incidents diaries can assist
to recognize and advance talent.

HRM 3
Rewards: The talent can be motivated and recognized by coupling it with the public
gratefulness. Attaining a cash bonus is generally less important than snooping to the
crashing by employees in the public forum (DeCenzo, Robbins, and Verhulst, 2016).
Enchant employees with the unanticipated: The employees are pleased with the
unanticipated things in the custom of a gift, recompense or certificate. Other than the top
players, some other employees are encouraged to unveil their potential. Add on, software
tools can also be used to offer pertinent performance management system which is
coordinated with the HR procedure.
The employment relations professionals can make use of the best practice and it can
best fit in gaining HR advantage if:
Hire professionals with understanding: The employment relations professionals can be hired
with the relevant experience. The professionals differ in the sorts of skills and experiences
which bring to the job. The professionals’ talent at handling payroll and implementing
benefits programs with less leadership status can be upgraded by the HR department to
comprise recruitment specialists. The practice of hiring HR professionals can best fit in
attaining HR advantage. The employment relations professionals can assist to design job
descriptions and training programs for attaining HR advantage. It is also helpful to the
organization to find the best candidate and design job descriptions and training programs.
This practice even describes the salary levels which result in hiring the best ones (Noe,
Hollenbeck, Gerhart, and Wright, 2017).
Offer HR leadership positions: The employment relations professionals are offered with the
job descriptions and told to block the positions. The salaries should be prearranged and the
HR staff will have less contribution to the hiring procedure. In order to tap into the
employment relations professionals’ awareness, a manager is required to indulge in the
hiring procedure completely (Tenhiälä, et al. 2016). HR should be enabled to play a part in
defining suitable recruitment pay and strategies. The policies of the company should be
amended in order to best fit in the organization by recruiting the best, present and in the
future.
Training programs: The HR department contributes to describing and executing the goals of
the company by relying on the HR team. It deliberates the profitability of the company with
every decision made. Add on describing employee jobs and prerequisite qualifications act as
active participating HR department to display employee activity levels. The implementation
of the suitable training programs concerning HR problems of the employees can best fit to
attain HR advantage (Ones, Viswesvaran, and Schmidt, 2017).

HRM 4
The offering of the HR tools to screen employee performance: The employment relations
professionals can construct sequencers to path the employees who stand out. When
employment relations specialists are comprised of designing and offering employee
assessments, it can assist to spot talent and groom best employees for the promotions. It
can enable elected employees with explicit training and assist to invent opportunities for
advancement. The best candidates to be selected by the employment relations professionals
pushed the company to attain a competitive advantage (Sparrow, Brewster, and Chung,
2016).
Transparency: The employment relations professionals are required to maintain
transparency by opening with the employees concerning the success and failure of the
organization. The organizations are required to foster an open atmosphere to attain
feedback and enable communication in order to make employees feel valued, appreciated
and trusted. The professionals should promote collaboration and idea-sharing which has a
role in fostering the environment. It contributes to the decisions of the company and impacts
the careers of the employees (Stone, and Deadrick, 2015). Add on, openness and
transparency can be promoted by developing a culture of trust between the seniors and
executives. The transparency has great role in resolving HR problems.
Compensation: The best practices can best fit in the organizations by enabling great
compensation plans. The employees can be made to feel valued if they are offered
compensation on time. The best practices for the compensation comprise uniting good
benefits with the compensation. It makes employees respected and appreciated and leads to
their well-being. There are even options for compensations like vacations, discounts, gift
cards, stock options, and profit-sharing (Crawshaw, Budhwar, and Davis, 2017). There
should be compensation strategy comprising elements like transparency and
communication. The employees should be paid equal to the market rate along with the
additional 12% above the market rate.

HRM 5
References
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Management, 55(2), pp.179-200.

HRM 6
Tweedie, D, Wild, D, Rhodes, C & Martinov‐Bennie, N, 2019. How does performance
management affect workers? Beyond human resource management and its
critique. International Journal of Management Reviews, 21(1), pp.76-96.