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Possible human resource management strategies

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Possible human resource management strategies

  1. 1. © Copyright Envision Corporation. 2002. All rights reserved. Protected by the copyright laws of the United States & Canada and by international treaties. IT IS ILLEGAL AND STRICTLY PROHIBITED TO DISTRIBUTE, PUBLISH, OFFER FOR SALE, LICENSE OR SUBLICENSE, GIVE OR DISCLOSE TO ANY OTHER PARTY, THIS PRODUCT IN HARD COPY OR DIGITAL FORM. ALL OFFENDERS WILL BE SUED IN A COURT OF LAW. © Copyright Envision Corporation. 2002. All rights reserved. Protected by the copyright laws of the United States & Canada and by international treaties. IT IS ILLEGAL AND STRICTLY PROHIBITED TO DISTRIBUTE, PUBLISH, OFFER FOR SALE, LICENSE OR SUBLICENSE, GIVE OR DISCLOSE TO ANY OTHER PARTY, THIS PRODUCT IN HARD COPY OR DIGITAL FORM. ALL OFFENDERS WILL BE SUED IN A COURT OF LAW. © Copyright Envision Corporation. 2002. All rights reserved. Protected by the copyright laws of the United States and Canada and by international treaties. IT IS ILLEGAL AND STRICTLY PROHIBITED TO DISTRIBUTE, PUBLISH, OFFER FOR SALE, LICENSE OR SUBLICENSE, GIVE OR DISCLOSE TO ANY OTHER PARTY, THIS PRODUCT IN HARD COPY OR DIGITAL FORM. ALL OFFENDERS WILL AUTOMATICALLY BE SUED IN A COURT OF LAW. POSSIBLE HUMAN RESOURCE MANAGEMENT STRATEGIES WORK FLOWS  Organize for efficiency or innovation  Organize for control or flexibility  Use specialized or broad job categories  Use detailed or loose work planning STAFFING  Use internal or external recruitment  Who makes hiring decision  What’s important in hiring EMPLOYEE SEPARATIONS  How to downsize  Hiring freeze  Support for terminated employees  Preferential or non-preferential rehiring process PERFORMANCE APPRAISAL  Customized or uniform appraisals  Appraisal for developmental or control purposes  Multipurpose or focused appraisals  Use multiple or one input
  2. 2. © Copyright Envision Corporation. 2002. All rights reserved. Protected by the copyright laws of the United States & Canada and by international treaties. IT IS ILLEGAL AND STRICTLY PROHIBITED TO DISTRIBUTE, PUBLISH, OFFER FOR SALE, LICENSE OR SUBLICENSE, GIVE OR DISCLOSE TO ANY OTHER PARTY, THIS PRODUCT IN HARD COPY OR DIGITAL FORM. ALL OFFENDERS WILL BE SUED IN A COURT OF LAW. TRAINING AND DEVELOPMENT  Buy or develop skills  Individual or team-based training  On-the-job or external training  Job-specific or generic training COMPENSATION  Fixed-pay or variable system  Job-based or individual pay  Seniority-based or performance based system  Centralize or decentralize pay decisions EMPLOYEE AND LABOR RELATIONS  Top-down or bottom-up communications  Interactions with labor unions  Adversarial or cooperative relationship EMPLOYEE RIGHTS  Use discipline as control or learning  Protect employees’ or organization’s rights  Formal or informal ethics program CURRENT HRM STRATEGIES  Employees as significant resource  High-tech human resources approach

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