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HRM Practice for Total Performance Organizations

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Almost every organization with more than 200 employees or more has at least one significant conflicting HRM practice, which undermines the total performance of the organization at least marginally - examples abound.

Discuss one or more conflicting practices you have experienced and recommend one or more alternative HRM practices appropriate minimize or even eliminate the conflict. Explain in detail.

Properly cite your sources.

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Solution Summary

The expert examines HRM practices for total performance organizations. The conflicting practices that the expert has experienced and recommend one or more alternative HRM practices appropriate to minimize or eliminate the conflict.

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CONFLICTING HRM PRACTICES AND RECOMMENDATIONS FOR IMPROVEMENT

Human resource management department in an organization is expected to be supportive of the needs of the various units in relation to personnel concerns. Its main objective is to ensure that all the units in an organization are equipped with the right number of employees with the right qualifications, at any given time. Hence, the performance of the HR specific functions must be well planned and addressed to the needs of the various units for employees.

The HR manager must know the right time to recruit and the right strategies to implement so that people who apply for positions, even at the start of the process, are the right people. After the application of the right people for the position, correct selection and placement ...

Solution provided by:
Elisa Valdez, PhD
Education
  • Bachelor of Science in Business Administration, University of the Philippines
  • Master in Business Administration, Saint Mary's University
  • Doctor of Philosophy in Education, University of the Philippines
  • Doctor in Business Adminstration (IP), Polytechnic University of the Philippines
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