POSSIBLE HUMAN RESOURCE MANAGEMENT STRATEGIES

9:25 AM Posted by Blony

. 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

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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