According to (Huselid, 1995) certain sets of HRM practices referred as "best practice" or 'high performance' and as per (Golhar and Despande, 1997) it is difficult.
Guest (1999) gave best HRM Practices which gave up the following list.
Selection and the careful use of selection tests to identify those with potential to make contribution.
1. Training, and in particular a recognition that training is an ongoing activity.
2. Job design to ensure flexibility, commitment and motivation, including steps to ensure that employees have the responsibility and autonomy fully to use their knowledge and skills.
3. Communication to ensure that a two-way process keeps everyone fully informed.
4. Employee share ownership programmes to increase employees' …show more content…
Mostly distinct jobs
2.1.3Theories and Perspectives of Human Resource Management.
There are several theories behind the practice of HRM. Two of these theories; Resource-based View and Ability and Motivation and Opportunity theories appear to be the most popular theoretical frameworks applied in the studies that link HRM and organisational performance.
The Resource-Based View (RBV) theory which blends concepts from organisational economics and strategic management it that HRM delivers added value through the strategic development of the organisation's exceptional, important, inadequate to imitate and hard to substitute human resources. The RBV establishes that competitive advantage no more lies in natural resources, technology or economies of scale, since these are easy to imitate but rather competitive advantage is dependent on the valuable, rare and costly and hard-to-imitate resources that reside with the human resources of an organisation. HRM's role is to ensure that the organisation's human resources meet those …show more content…
Although the measures adopted by the organizations are by and large equally applicable to males and females both, however, working women have different requirements, especially since they are also in most cases responsible for managing their homes and children. Consequently, they require a lot more leeway as compared to their male colleagues, particularly those having small children or those having additional responsibilities of looking after their aged in laws/parents. If these women are to have an opportunity of pursuing and doing well in their careers, they do need much more encouragement and
Guest (1999) gave best HRM Practices which gave up the following list.
Selection and the careful use of selection tests to identify those with potential to make contribution.
1. Training, and in particular a recognition that training is an ongoing activity.
2. Job design to ensure flexibility, commitment and motivation, including steps to ensure that employees have the responsibility and autonomy fully to use their knowledge and skills.
3. Communication to ensure that a two-way process keeps everyone fully informed.
4. Employee share ownership programmes to increase employees' …show more content…
Mostly distinct jobs
2.1.3Theories and Perspectives of Human Resource Management.
There are several theories behind the practice of HRM. Two of these theories; Resource-based View and Ability and Motivation and Opportunity theories appear to be the most popular theoretical frameworks applied in the studies that link HRM and organisational performance.
The Resource-Based View (RBV) theory which blends concepts from organisational economics and strategic management it that HRM delivers added value through the strategic development of the organisation's exceptional, important, inadequate to imitate and hard to substitute human resources. The RBV establishes that competitive advantage no more lies in natural resources, technology or economies of scale, since these are easy to imitate but rather competitive advantage is dependent on the valuable, rare and costly and hard-to-imitate resources that reside with the human resources of an organisation. HRM's role is to ensure that the organisation's human resources meet those …show more content…
Although the measures adopted by the organizations are by and large equally applicable to males and females both, however, working women have different requirements, especially since they are also in most cases responsible for managing their homes and children. Consequently, they require a lot more leeway as compared to their male colleagues, particularly those having small children or those having additional responsibilities of looking after their aged in laws/parents. If these women are to have an opportunity of pursuing and doing well in their careers, they do need much more encouragement and