The Four Levels Of Human Resource Practice And Business Strategy

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The human resource practices are used by organizations as a critical strategic tool for the promotion of favorable behavior amongst employees and as thus leverage their abilities, skills, and knowledge for the purposes of increasing performance and productivity. The human resource function is thus significant in an organization since it involves placing the most qualified individuals in the correct positions and with the correct direction, these individuals perform their tasks to the advantage of the organization. Therefore, human resource management involves selecting the right people and providing career development, reward, and compensation to ensure that the organization attracts and retains the most competent human resources.
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Therefore, employees require induction, orientation, and training with a focus on the technical, business, cultural, and social aspects of business. The training should be done in four levels, which are; training to raise employee awareness on the cultural awareness, training focused on attitude formation and their influence on behavior, training for factual knowledge on the market, and training on adaptation skills. For instance, Japanese and Chinese companies have been successful globally solely due to strong training practices of employees with an emphasis on foreign principles of …show more content…
An organization should thus review its human resource actions and practice to reflect its changing business strategy with regard to business expansion, exploration of new markets, and downsizing. This process involves the use of employees to keep or gain a competitive advantage.
Moreover, an organization creates a framework that would enable the optimization of staff utilization to provide quality service to customers while at the same time keeping the staff motivated and satisfied. After strategy decision, an organization should identify the needed processes, skills, and people in a structured manner to ensure that its target is achieved through job analysis, organization structure, and workflow analysis. This ensures management support for human resources development thereby serving as an indicator of management commitment to and support for the human resources

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