Essays on HRM Policies and Practices of Grocer Inc Case Study

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The paper 'HRM Policies and Practices of Grocer Inc " is a good example of a management case study. One of the major contributing facets to organizational success is the human resource management functions. Companies are imparting increased effort on the HRM practices and policies to acquire a competitive edge. In the course of this case study, a number of HRM practices are tied to the retail operations of Grocer Inc are explored. These practices include selection and recruitment, HR planning, performance appraisal, induction, staff development, training, compensation plan among others. This case study discussion has offered the opportunity to assess the HRM policies and practices of Grocer Inc and to establish the facts that are an impediment for the effective HRM.

The concluding sections of this paper offer some recommendations for Grocer Inc. to acquire a competitive edge via HRM policies and practices. Analysis Business objectives and goals are supported with effective HRM policies and practices, and it is for this reason why these practices are referred to as strategic because it can advance organizational performance through enhancing productivity, innovation and customer satisfaction (Gratton, 2009).

Therefore, from selection and recruitment to HR planning, compensation, performance appraisal, training all HRM practices should be viewed as equally significant just like other components of the company such as financing and marketing. HRM has two facets; both as a business practice and academic theory, which tackles the practical and theoretical methods of managing employees. According to Schuler and Jackson (2007), its synonyms comprise industrial management, manpower management, personnel management and personnel administration. HRM means systems, practices and policies which affect or influence employees’ performance, attitudes, as well as behavior.

It is an organizational unit which handles matters linked to people example, training, administration, organizational development, performance management, hiring, compensation, communication, employee benefits, wellness, and safety. Hence, according to this description, Human Resource Management has five core function and they include; 1) Managing Relations, 2) Promotions, 3) Management and Evaluation of performance, 4) Compensation and 5) Hiring. The functions of HRM entails a number of activities and core among them is determining the organizational staffing needs and whether to hire employees or deploy independent contractors to fill such needs, training and recruiting best staff, making sure that they effectively and efficiently perform, and making sure that the management and personnel practices abide by different regulations.

In addition, the activities entail managing the approach of the organization to employee’ s compensation and benefits, personnel policies and employee records. What are critical in the HR section are responsibilities and functions that not any other person is capable of handling or wants, ranging from new employee recruitment to orientation, drafting job descriptions to attendance tracking, from monitoring and instituting policies to handling employee benefits (Wright, Dunford, and Snell, 2007).

This calls for generalist HRM to help executive management in developing a structure to minimize administrative costs. The key objective of HRM is to make sure that at any given moment the company is staffed correctly with the correct number of employees with the relevant expertise of the needs of the business. Hence, the HRM should unlock common sense, wisdom, experience and talent of several people within the organization through making the work fun, safer, rewarding, quicker and simpler.

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Gratton, L. (2009). Strategic Human Resource Management, Oxford University Press, New York

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