The paper 'Human Resource Employee Policy" is a good example of human resources coursework. Human Resource Employee relations strategy is an important tool for any organization. It enables the company to align human resource development with organizational strategic objectives, mission and goals so as to enhance the achievement of such objectives. It also identifies potential risk in human resource employee relations and the strategies put in place to deal with such a risk. This policy also describes the company’ s risk management for loss of staff and disputes as well as policies for Equal Employment Opportunity (E. E.O. ), family-work balance, discrimination, disputes and harassment at the workplace. Strategic Human Resource Management This section will describe how Human Resource Management policies are aligned with the company’ s strategies in order to achieve organizational objectives.
Human resource management practices such as training and development, recruitment and hiring and placement of employees should be integrated into wider business planning. Training and development of employees should be systematically linked with the company’ s missions, goals and objectives. Training and development from a strategic perspective shall involve management of employee learning keeping in mind the key corporate and business objectives (McLagan, 1989).
This can be done by integrating Human Resource Development with the needs of the organization as a necessity for organizational survival. All employees should participate in training and development in order to ensure full utilization of knowledge and skills of each employee; but such training shall be in line with the missions, goals and strategic objectives of the company. Developing talents within the organization is a key factor in enhancing effective employee performance so as to meet the expectations and needs of customers in terms of product offering and service delivery. In terms of hiring and placement, the company should first consider the strategic objectives of the company, and then consider the type of experience, knowledge and skills required for an employee to achieve such objectives.
The company should hire employees according to their ability to utilize the company’ s resources in order to achieve the objectives of the organization (Chien-Chi and Gary, 2008). Therefore, the company should first outline the required set of skills required for a given job. This shall be based on the duties and responsibilities of the potential employee in accomplishing the company’ s missions, goals and objectives.
The best candidate with the required knowledge and skills should be hired to deliver the required strategic objectives. Human resource management should also gain the support and participation of top management. In this regard, the Human Resource Manager shall plan for regular training of the top-level management on HRM activities. Human Resource management should also involve an analysis of its external environment. This includes analysis in terms of opportunities and threats which are then presented in both human resource and business strategy of the company.
The company’ s HRD should also use the company’ s assessment of competition so as to contribute towards the overall profitability of the company (Rose and Kumar, 2006). The HRD budgets should be allocated in such a way that the company attains cost-effectiveness in its attempt to gain a competitive advantage in the market.