How Three HR Activities Support The Organisation Strategy

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3hrc How three HR activities support the organisations strategy.

Recruitment
According to the CIPD/Hays (2013) resourcing and planning survey, recruitment is a very expensive function In HR i
In 2007 CIPD survey report "the changing HR function recruitment and selection" was rated as the highest priority(CIPD, 2007) (Redman and Wilkinson 2009, P.64) rate recruitment as the most serious HR function for organisational survival. Average cost of filling an average position is £2000 and manager positions being £5000.
With high turnover it is plain to see recruitment and selection will be expensive to organisations and also where HR can add value to the organisation.
Effective recruitment is key when it comes to the daily functions.
It
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Once it is decided that a particular vacancy needs to be filled that HR can go about how to find and attract ideal candidates, following on with an induction program
Recruitment and selection go together, They cannot be executed without the other this is where HR professionals play a major part, using their skills and expertise in both.
Through formal education and training or following a program developed and approved by CIPD HR professionals are expected to keep up-to-date on current skills and knowledge by ongoing professional development knowing what is needed in the future is a difficult area to fulfil without the relevant expertise. Beardwell and Claydon (2010,p.165) say the recruitment process looks for the skills and knowledge needed then goes by deciding on the most effective methods to entice a group of candidates. Poicies and Procedures
HR need to keep up to date with new legislations, policies and procedures. The policies are a guide on how issues should be dealt with in the organisation, Containing principles, morals and tasks for managers and
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The staff need to feel valued and motivated to continue adding to the success of the organisation . HR are there to implement this and ensure the staff are equipped with the support and skills to achieve this, allowing them to also give feedback and ask relevant questions on their future success.
Performance and appraisal reviews are important for the development of an employee
The review is to reflect on how someones performance is and ways to improve it in an impartial manner. a review can include, pay increase, discussion of current role and expectations for the future, would the individual like to develop further and be trained to further their career? They may even need to cover a problem that is interfering with the individuals work. Or maybe if a grievance has been filed.

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