Application: Annotated Bibliography

Analysis of hr best practices

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Review of strategic HR best practices

Human resources best practices mainly comprise of strategic plans and functional activities that are implemented in an organization to help it improve its performance and increase the profitability (Vogelsang, 2013). The first strategic HR practice is performance management. Human resource leaders try to come up with a plan of strengthening the relationship between the employer and the employee. This practice comprises of performance standards, job descriptions, and regular performance appraisals. Therefore, for the practice to be effective the leaders must provide employees with the necessary effective tools to ensure their performance is enhanced. In addition, for the practice to be effective, the employer has the obligation to ensure that employees are enlightened on various issues and also on the effective usage of the tools provided.

The second practice is employee retention. For this practice, organizations tend to spend more to ensure that they retain the good or talented employees. Therefore, the HRM may offer extra wages and bonuses to the employers of choice. This is mainly focused in improve the employee morale and also improve job satisfaction. The organization must also be willing to provide the necessary materials for the employees to undertaking certain projects effectively (Vogelsang, 2013). This also helps to ensure that employees are able to maintain or continuously improve their delivery of services. The last HR practice is employee engagement. This practice seeks to improve engagement and focus on changing behaviors. Organizations consist of many different systems and employees face different issues. Therefore, in case employees are facing an issue to do with offering services. The leaders are obligated to ensuring they offer necessary resources so as to deal with the issue. In addition, the organization should also undertake the employees in a training plan.

Recommendations

It is necessary for an organization to adopt these practices in a strategic way so as to ensure they fully create value to the organization. As discussed earlier, the first strategic HR practice is performance management. Before adopting this practice, it is essential to ensure I address how I actually want to manage performance. Then, I should come up with a well-defined strategy to operate successfully. I can use technology by creating a balanced scored as a good platform and management system for implementing the HR practice. This may help in visualizing and monitoring the strategic goals which may help to enhance performance accuracy (Secord, 2003). This may help to the organization to work focusing on the set vision and mission which eventually improves the quality of services and products offered.

In employee retention, I can set the awareness of the retention-focused benefits packages the company is offering. From here, I can come up with an employee performance assessment plan so as to easily identify the talented employees. All talented employees may now get motivated through increased wages and bonuses as a way of retaining them. Retaining talented and committed employees ensure that the organization’s culture is maintained and hence ensuring that employees’ performance is boosted. Lastly, employee engagement can be adopted by first undertaking employee engagement surveys to examine the relationships between employee engagement and key business outcome. Then I can create and implement an engagement culture in the organization based on the results. An engagement plan creates a stronger relationship between employees and therefore they are able to work together as a team focused on achieving the organizational goals (Secord, 2003). 

References

Secord, H. (2003). Implementing best practices in human resources management. Toronto: CCH Canadian.

Vogelsang, J. (2013). Handbook for strategic HR : best practices in organizational development from the OD network. New York: American Management Association.