What are Human Resource Practice?

Answer 1

Human resource practices include:

1) Recruitment, hiring and firing: From the job advertisement to the application, interviewing and on-boarding process, through the final exit interview, the HR department is involved, and in fact, typically handles most of these tasks in their entirety.

2) Compensation and benefits: While the CEO, CFO and others may set pay and benefit terms, the HR or human resource department is typically responsible for managing employee pay and benefit administration.

3) Training and development: Although often overlooked, and sometimes neglected when budgets get tight, the human resource department should be providing employees with testing, training and growth opportunities to improve skills and performance.

4) Rewards and motivation" Another common human resource practice is the creation and management of employee reward programs. These could be certificates, plaques, cash gifts, or simply a call-out in the company newsletter or announcements. The purpose of this HR practice is to recognize and reward high levels of employee achievement, while boosting morale.

5) Employee services and support: Whether it's a counseling program or a referral to an outside specialist, many HR departments also function as resource centers for employees dealing with problems on the job or at home.

6) Employee recordkeeping: Legal requirements for employee files and records mean that the human resource department must also maintain extensive records on new, current and past employees.

Answer 2

In taking a premeditated and incorporated come within reach of, HRM is connected to the branch's deliberate trend in a methodical way. Such an approach is often reproduced in the bellowing practices -

• expounding a department's deliberate direction in place of articulating its Vision, Mission and Values statement
• launching the premeditated association and integrating HR programs in the course of a HRM Plan
• projecting its petite to protracted term human resource needs throughout a Manpower Plan.

simultaneously, all managers be obliged to assume a more open, bendable and caring fashion in managing workforce. Such an approach is mirrored in a numeral of ways. The three most familiar practices are -

• running people in point of fact for performance all the way through an unwrap Performance Management System that will identify for entity objectives attached to departmental purposes, customary instruction, and increasing staff on the occupation
• enhancing workforce's competencies to execute enhanced from first to last effectively training natives to accomplish departmental objectives and results
• delivering superiority service from side to side training and charming staff in developing a service background in addition to business process re-engineering and work reorganization.