Strategic HR Management: Key Elements for Organizational Success

This presentation provides an overview of key aspects of human resources management, emphasizing the importance of employees and stakeholders in organizational success. It covers essential topics such as recruitment and retention strategies, highlighting the need for fair treatment and legal compliance based on international labor standards and laws like the Fair Labor Standards Act. The presentation also delves into training and development processes, underscoring their role in improving employee performance and organizational productivity. Furthermore, it discusses effective organizational design to eliminate contradictions and promote efficient workflows, as well as strategies for fostering a positive organizational culture. Finally, the presentation addresses embracing organizational change through a structured process that involves employee input and rewards, supported by references to relevant academic literature. Desklib offers a wealth of resources, including past papers and solved assignments, to aid students in their studies.

The Management of
Human Resources
Name
Institution

Importance of Managing Human Resources
Human Resources entails employees and other
stakeholders
Forms the key element of production
Employees have different cultural and behavioral
background
Proper management leads to:
 performance appraisal
 efficient conflict resolution
low employee turn over

Recruitment and Retention
Recruitment: Process of attracting, screening and
selecting the most qualified person for a specified task.
Importance : Improves the organization’s performance
through availability of skills
Retention: Ability to stop make employee not to look for
other employers

Cont.’…
Retention strategies: Offer of better salary,
improvement of work environment, training of employees,
appreciation and recognition of good work
Importance: Reduces employee turnover and improves
the organizational growth

Fair treatment and legal compliance
International Labor organizations require fair treatment of
employee and legal compliance of organizations
Example of Laws and Acts: Fair Labor Standards Act
1938 Federal Civil Rights Laws, Family and Medical Act
Importance :
Helps the organization to avoid fines and business closure
Improves organization image

Cont.’’’
Strategies :
 hiring a right legal advisor
 proper education of the employees
creation of employee handbook
Scheduled HR compliance Audit

Training and development
Definition : On-job and off-job enhancement of knowledge
and skills .
Importance:
 Improves the employee performance
Address the weakness and strengths
 Maintain consistency in the production
 Increases innovativeness
 Reduces employee turn-over
 Increases the productivity of the entire organization and
adherence to the quality standards

Cont.’’’
Training and development process:
Identification of the business impact
Analysis of skills gaps
 Layer training methods
Evaluate of the sustained goals

Effective Organizational Design
Definition: Systematic step-by-step methodology that
identifies the dysfunctional aspects of work procedures,
systems, and structures and arranges them to fit the
organizational objectives in a more efficient and effective
way.
Types:
Departmentalization
 hierarchy of authority
 customers, objectives
special projects

Cont.’’’
 Importance : Eliminates contradictions such as:
 roles confusion
 inadequate information sharing
 slow decision-making process
 workplace stress

Promoting and sustaining a positive culture
Culture : The underlying assumptions,
beliefs, and ways of employee interactions in
an organization
Categories:
Clan culture
Market culture
 Adhocracy culture
 Hierarchy

Cont.’’’
Promotion and Sustenance:
Create a private office for every employee
 Set an open meeting policy
Establish an open-book management
Have clear communication of the mission , vision and
goals of the company
Create anonymous employee feedback mechanism
Provide work environment freedom
 Develop an objective pay policies.