By Michael Armstrong
This e-book, a whole evaluate of the practices and approaches basic to HR, is written should you usually are not HR execs yet should have an intensive realizing of the way to control people. The textual content offers an intensive advent to the middle parts of HR together with: humans resourcing, functionality administration, studying and improvement and profitable humans. It additionally examines the contribution of HR to organizational goals and pursuits and the way it really is built-in in the enterprise.
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Additional resources for Armstrong's Essential Human Resource Management Practice: A Guide to People Management
Benchmarking’ can take place to identify ‘best practice’ as adopted by other organizations. But ‘best fit’ is more important then ‘best practice’. In other words, the innovation should meet the particular needs of the business, which are likely to differ from those of other ‘best practice’ organizations. It has to be demonstrable that the innovation is appropriate, beneficial, practical in the circumstances, and can be implemented without too much difficulty in the shape of opposition from those affected by it or the unjustifiable use of resources – financial and the time of those involved.
HRM and performance Much research has been carried over the last decade or so, most of which shows that there is a link between good HRM practice and firm performance. The HRM role of line managers Line managers have the key role in HRM. In John Purcell’s phrase, ‘they bring HR policies to life’. The role of the HR function The role of the HR function is to take initiatives and provide guidance, support and services on all matters relating to the organization’s employees. The role of HR specialists HR specialists develop integrated HR strategies, intervene, innovate, act as business partners operate as internal consultants, act as change agents, facilitators and coaches, and volunteer guidance on matters concerning upholding core values, ethical principles and the achievement of consistency.
Zz Functional expert – concerned with the HR practices which are central to HR value, acting with insight on the basis of the body of knowledge they possess. Some are delivered through administrative efficiency (such as technology or process design), and others through policies, menus and interventions. zz Strategic partner – consists of multiple dimensions: business expert, change agent, strategic HR planner, knowledge manager and consultant, combining them to align HR systems to help accomplish the organization’s vision and mission, helping managers to get things done, and disseminating learning across the organization.
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