Human Resource and Management Report: Strategies and Practices

This report provides a comprehensive overview of Human Resource and Management practices. It begins by defining HR policies as guidelines for organizational success through effective resource utilization, emphasizing talent development and performance management via training and development. The report then details an ideal HR procedure focused on recognizing employee potential and contributions, highlighting the importance of reward policies for employee retention and productivity. A sample job advertisement for an HR Manager is included, outlining responsibilities, qualifications, and skills. The report also provides a selection interview template and an induction checklist. Furthermore, the report presents two essential HR documents: letters of appointment and performance management forms, along with a brief evaluation of each document, discussing their best use, and required changes or improvements. The report concludes with a bibliography and a reference list, providing a strong foundation for understanding key HR concepts and practices.

Running head: HUMAN RESOURCE AND MANAGEMENT
Human Resource and Management
Name of the Student:
Name of the University:
Author Note:

1
HUMAN RESOURCE AND MANAGEMENT
HR Policy:
HR policy is the set of guidelines to steer the organization towards the path of success by
best utilization of its available resources (Anitha & Begum, 2016). The best HR policy according
to me is talent development and performance management with the effective implementation of
training and learning. Training and proper grooming of the employees will be fundamental for
ensuring that they are continuously learning while doing the job and as a result contributing to
the company with their skills and grasp on professional knowledge. If HR department can
implement a thoroughly structured grooming session into the organization it will equip the
employees with the changing pattern of the industry scenario, regulations, and well-versed with
the updated technological developments thereby increasing the productivity of the employees.
Training plans are the best possible ways to uncover hidden employee potential and make use of it
in the workforce (Anitha & Begum, 2016).
Training and development plan should be formulated after getting access to employee
appraisal forms and should be treated as a benchmark for improvement and better performance of
the employees. the training plan should include communication strategies, embracing workplace
diversity, getting familiarized with company ethics which would assure the company that it is
well ahead of its rival competitors.
HR Procedure:
HR procedure is the responsibilities and duties entitled to the human resource managemet
of an organization (Cascio, 2018). The most effective HR procedure in an organization is the act
of recognizing employee potential and their significant contribution that has helped the
organization to create a niche for itself. Reward Policy is a competent HR procedure owing to

2
HUMAN RESOURCE AND MANAGEMENT
several advantages that bestows upon an organization, for instance employee retention as it
increases job satisfaction of the workers, enhancing the productivity rate as the employees will
strive to achieve better rewards and more acknowledgment through hard-work and dedication
(Cascio, 2014). The HR would be focused on the welfare and motivation of the employees that
will automatically work in favor of the company. This will improve the quality of workforce by
preserving competent employees within the organization.
Employee recognition also enhances customer service support and quality. Many
organizations today are adapting to recognition process to ensure that the employees are
remaining motivated and encouraged to execute their responsibilities in a commendable manner.
Rewards and recognition should be planned resourcefully, experimenting and brining in
innovation is an important aspect of rewards and recognition sector that HRD should adhere to in
an organization.

3
HUMAN RESOURCE AND MANAGEMENT
Job Advertisement:
Position: HR Manager. Full Time.
Job Brief: the person should be able to supervise a number of Human Resources and practices as
well as criticize the same for the development of the company. Should be able to take up
management services and challenges without impromptu.
Responsibilities:
1. Recruitment and Selection of employees
2. Looking after organizational needs and human capital for the best of organizational
development
3. Monitoring human resource policies and plans and its effectiveness in the organization.
4. Assessing employee performance, appraisals and turnover
5. A systematic planning of training and development of employees
6. Departmental planning and assessing the effectiveness
7. Employment compliance with company’s policies and guidelines
8. Assessing employee’s lacks and needs hindering productivity
Qualifications and Skills:
1. MBA/Degree in Management/ Advertising and Marketing
2. Fluency in English and Computer
3. Relevant Knowledge of HR and practices
4. Ability to fluently engage with employees
5. Problem solving skills

4
HUMAN RESOURCE AND MANAGEMENT
6. Decision making skills
7. Knowledge about HR objectives and complex business organizations
Experience: At least 5 years’ of experience in the field of:
1. HR policies and Development
2. Should be able to construct strategies to improve leadership skills
3. Labor law and HR practices
4. Experienced and through with HR metrics
5. Swiftly manage interpersonal relationships within the organization
6. Employee conflicts and girevances
7. Intense knowledge of Web and Social Media, Social Media Channels Blogging.
Interested candidates can forward their resume at [e-mail] or write at XXX.

5
HUMAN RESOURCE AND MANAGEMENT
Selection Interview Template:
Criteria Name of the Candidate Desirability Comments
Qualification
And
Training
Relevant
Experience
Skills and
Knowledge
Personal
Qualities

6
HUMAN RESOURCE AND MANAGEMENT
Induction Checklist:
Name of the Employee:
Position:
Date of Joining:
Activities Conducted By Date
Call new employee to convey job
details like shift timing and
special requirements
Meeting with HR Manager for an
introduction to policy and
guidelines
Distribution of Employee
Responsibilities and Dress Code
Manuals
Paper Signing and Collection of
Paperwork
Introduction to WHS Policies
Overview of organization and
Departments

7
HUMAN RESOURCE AND MANAGEMENT
Performance Appraisal pro-forma
Criteria Comments
 Name of the Appraise:
 Date of Employment:
 Period Under Review:
Attendance:
Professional Knowledge and
Innovative Skills:
Quality of Work:
General Conduct inside the
Organization:
Adherence of Company Policy:
Recommendations to accelerate
career improvement

8
HUMAN RESOURCE AND MANAGEMENT
Meets Job
Requirements
Exceeds Job
Requirements
Partially Meets Job
Requirement
Does not Meet Job
Requirements
/5 /5 /5 /5
Future Goals: …………………………………………………………………
Appraiser Comments: ………………………………………………………..
Employee Comments: ………………………………………………………….
Appraiser Signature: ………………………………
Employee Signature: ………………………………..
Two HR documentation Required
1) Letters of appointment and acceptance of employment by agreeing to employer’s terms
and conditions.
2) Performance Management forms of the employees

9
HUMAN RESOURCE AND MANAGEMENT
Brief Evaluation of Documents:
Documents Required Best HR Practice How it should be used Changes or
Improvements
Required
Letters of appointment
and acceptance
It is an essential part of
HRD since an
appointment letter
contains important
elements like joining
details and relevant. It
can help HR department
to analyze and evaluate
performance of the
employees over the
course if their joining in
the company. HRD
cannot function in a
smooth manner without
the possession of in-
depth employee
information. It is
noteworthy to consider
that a lapse HRD will
always result in a
saturated employee
It should be used for an
overall rating of the
employee and
motivating the
employee for
consistently better
performance. it can be
used to address
Alderfer’s ERG Theory
which classifies
individual’s needs into
three broad categories,
existence, relatedness
and growth needs. The
HRD can approach
these in order to ensure
a person’s overall
development and
psychological growth
advantageous for a
smooth functioning of
No changes are required
in this document. This is
because the document
should be a formal
record of the employee
holding all the details
regarding the employee
pertaining to his/her job
role. It should not be
made arbitrarily and any
change in this
documentation should
only be implemented
after a thorough
discussion with the
employee.

10
HUMAN RESOURCE AND MANAGEMENT
performance.
Performance evaluation
and rewards can
motivate the employees
as well and help them to
perform extraordinary
within the organization.
the company.
Performance
Management forms
Performance
Management forms are
useful tools for an
effective leading of the
organization by the HR.
HR can thereby address
the lapse and gaps
present within the
organization and work
on the areas to make a
positive impact on the
employees. with the
help of performance
management forms HR
can know in-depth
about the flaws and
challenges of the
employees, motivate
them to align their goals
It should be used
monthly to valuate
management system and
how far it has enriched
workforce and
productivity. The
review process should
be elaborate so as to
assess merit pay and
pay hikes. It can be
accomplished using
advanced technology
instead of manually to
eradicate any form of
biasness in the decision
making process,
accumulating
information and usage
of objective measurable
Performance
Management forms
should elaborately
include employee
feedback on various
aspects of the
organization, employee
flexibility to adapt to
various changes and
challenges within the
organization and
behavioral psychology
during work. The points
could be assessed better
in order to provide with
competent training and
grooming sessions
which would guarantee
better performance from

11
HUMAN RESOURCE AND MANAGEMENT
with the company’s and
improve the internal
communication for an
all round progress.
criteria. their end and eliminate
the negativity affecting
productivity.