Put the right person at the right position
Staffing the people is putting the person on the right job. The skills, productivity intelligence and aptitude are essential in performing a job. It also postulates that a person’s personality traits will reveal insight as to adaptability with an organization.
Strategic human resource management has been defined as the linking human resource with strategic goals and objectives in order to improve business performance and develop organization culture that foster innovation and flexibility. Strategic Human resource Management critically analyses and identifies the factors impacting on strategic human resource management in contemporary organization. Maintaining a competitive advantage by becoming a low cost leader or a differentiation puts a heavy premium on having a highly committed or competent workforce. Competitive advantage lies in management’s ability to consolidate corporate-wide technologies and production skills into competencies that empower the individual to changing opportunities. However, below suggestions are the things to consider for staffing an employee:
1. A commitment to training and development to reach high-performing
2. Management personnel at the top must possess excellent interpersonal skill, are accessible and approachable and recognize employee performance.
3. The culture of the highest-performing organization makes internal marketing operational, empowers employees, is customer-center and focuses on teamwork and quality.
4. The HR must appoint a person whose responsibility it is to conduct timely employee opinion surveys on the following subject: organisation culture, organisation leadership, employee relations, equal opportunity and employment.
5. The emphasis placed on communicating rules and regulations and performance improvement and disciplinary procedures should be equable or surpassed by the clear and on-going communication to all employees of the organisation’s mission, strategy and desired culture.
6. Training and organisational development should be greatly expanded on. The most notable area is that of management training for managers and supervisors. In general, however, greater education and training are required in such areas as teamwork, change management, interviewing techniques, change management, culturaldiversity, communication skills and socialization into organisation’s culture via organisational development.
Strategic human resource management has been defined as the linking human resource with strategic goals and objectives in order to improve business performance and develop organization culture that foster innovation and flexibility. Strategic Human resource Management critically analyses and identifies the factors impacting on strategic human resource management in contemporary organization. Maintaining a competitive advantage by becoming a low cost leader or a differentiation puts a heavy premium on having a highly committed or competent workforce. Competitive advantage lies in management’s ability to consolidate corporate-wide technologies and production skills into competencies that empower the individual to changing opportunities. However, below suggestions are the things to consider for staffing an employee:
1. A commitment to training and development to reach high-performing
2. Management personnel at the top must possess excellent interpersonal skill, are accessible and approachable and recognize employee performance.
3. The culture of the highest-performing organization makes internal marketing operational, empowers employees, is customer-center and focuses on teamwork and quality.
4. The HR must appoint a person whose responsibility it is to conduct timely employee opinion surveys on the following subject: organisation culture, organisation leadership, employee relations, equal opportunity and employment.
5. The emphasis placed on communicating rules and regulations and performance improvement and disciplinary procedures should be equable or surpassed by the clear and on-going communication to all employees of the organisation’s mission, strategy and desired culture.
6. Training and organisational development should be greatly expanded on. The most notable area is that of management training for managers and supervisors. In general, however, greater education and training are required in such areas as teamwork, change management, interviewing techniques, change management, culturaldiversity, communication skills and socialization into organisation’s culture via organisational development.
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