HRM PRACTICES (Blog -7 )

 HRM PRACTICES

WHAT IS THE HRM PRACTICES

Human resource management (HRM) practices refer to the various strategies, policies, and procedures that organizations use to manage their workforce. These practices can encompass a wide range of activities, including recruitment, selection, training and development, performance management, compensation, benefits, and employee relations.

Some common HRM practices include:

  1. Recruitment and Selection: the process of attracting and hiring qualified candidates for open positions within the organization.

  2. Training and Development: the process of providing employees with the skills and knowledge needed to perform their job effectively.

  3. Performance Management: the process of setting clear performance expectations, monitoring employee performance, and providing feedback and coaching to help employees improve.

  4. Compensation and Benefits: the various forms of financial rewards and benefits that employees receive for their work.

  5. Employee Relations: the processes and policies that govern interactions between employees and the organization, including policies related to workplace behavior, discipline, and grievance resolution.

Effective HRM practices can help organizations attract and retain top talent, improve employee engagement and productivity, and ultimately contribute to the organization's overall success.

HRM PRACTICES






LATEST HRM PRACTICES

  1. Remote Work Policies: Due to the COVID-19 pandemic, many organizations have implemented remote work policies. HRM practices have adapted to this shift by providing employees with the necessary technology and resources to work from home effectively, as well as establishing guidelines for communication and performance management in a remote work environment.

  2. Employee Well-being Programs: Many organizations have recognized the importance of supporting employee well-being, especially in light of the pandemic. HRM practices have evolved to include mental health support, wellness programs, and flexible work arrangements to help employees manage their personal and professional lives.

  3. Diversity, Equity, and Inclusion (DEI) Initiatives: HRM practices have also focused on promoting diversity, equity, and inclusion in the workplace. This includes implementing diversity training programs, creating inclusive hiring practices, and promoting a culture of respect and acceptance.

  4. Artificial Intelligence (AI) and Automation: HRM practices have also been influenced by the rise of AI and automation. This includes the use of chatbots for candidate screening, data analytics for performance management, and automated onboarding processes.

These are just a few examples of the latest HRM practices as of 2021, but the field is constantly evolving, and new practices are emerging all the time.

CONCLUTION

In conclusion, HRM practices are an essential component of organizational success. Effective HRM practices can help organizations attract and retain top talent, improve employee engagement and productivity, and ultimately contribute to the organization's overall success. As workplaces continue to evolve, HRM practices must adapt to changes in technology, demographics, and employee expectations. The latest HRM practices reflect a growing focus on employee well-being, diversity, equity, and inclusion, as well as the increasing use of AI and automation in HR processes. By staying up-to-date with the latest HRM practices, organizations can ensure that they are attracting and retaining the best talent, creating a positive workplace culture, and driving overall organizational success.

REFERENCES

Here are some references for further reading on HRM practices:

1.Armstrong, M. (2019). Armstrong's Handbook of Human Resource Management Practice. Kogan Page Publishers.

2.Bratton, J., & Gold, J. (2017). Human Resource Management: Theory and Practice. Palgrave Macmillan.

3.Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), 1-56.

4.Ulrich, D., Brockbank, W., Johnson, D., Sandholtz, K., & Younger, J. (2016). HR from the Outside In: Six Competencies for the Future of Human Resources. McGraw Hill Professional.

5.Society for Human Resource Management. (2021). SHRM Human Resource Competency Model. https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Documents/SHRM-HR-Competency-Model-FINAL.pdf



Comments

  1. SATHEESHMay 4, 2023 at 7:51 PM

    The whole post is summarised in the Table of HRM PRACTICES. Wonderfull notes. Nicely presented. Good flow of presentation with useful facts. It was interesting while reading. Thank you for sharing such knowledge.

    ReplyDelete
  2. JanithMay 4, 2023 at 8:18 PM

    Yep..All are including one table..its vvery useful ..

    ReplyDelete
  3. Mahinda MBAMay 5, 2023 at 4:30 AM

    By using figures ,tables and point form explanations your blog has become more valuable, good effort.

    ReplyDelete

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