HR polices and programs
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Think about your current or any previous employer you have observed. As you consider the HR polices and programs (Staffing, Compensation & Benefits, Training & Development, Employee Relations, etc.) , can you provide a potential explanation for at least two of these organizational policy decisions?
Specifically, looking at the organization's missions and goals, briefly describe 1-2 components of the organization's HR systems/approach that aligns with the organization's missions and goals and one component of the HR programs that does not align or is contrary to the organization's mission or goal? How so? Be Specific.
(Please begin by briefly (1-2 sentences) describing for us your organization's overall mission.)
Next, let's begin to explore how the organization would measure the success of a particular HR system? (e.g., qualitative and quantitative)
Please describe a specific metric that can be used by the organization to assess whether the "fit" exists and whether HR policies are effective?
Be specific - what specific quantitative and qualitative values should your organization (or organizations in general) evaluate in order to explore the extent of success of HR policies at your organization? Be specific-- if you suggest an organization survey-- that's how you would in fact gather the data-- but what is the actual data it's gathering? Indices of effectiveness in HR might include.
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Solution Summary
Think about your current or any previous employer you have observed. As you consider the HR polices and programs (Staffing, Compensation & Benefits, Training & Development, Employee Relations, etc.) , can you provide a potential explanation for at least two of these organizational policy decisions?
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The mission of my organization is to provide high quality organic food products to customers at very affordable prices and back it via world class customer service and support.
One of my organization's policy is to adopt a pay for performance compensation system wherein employees are paid a fixed salary and opportunity to earn performance bonus based on their performance measured against established benchmarks. The main reason for adopting such a compensation system is to make employee feel motivated and integral part of the organization, which ...
Education
- BComm, University of Delhi
- Post Graduate Diploma in Management (Equivalent to MBA), All India Management Association
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