Download e-book for iPad: Armstrong's Essential Human Resource Management Practice: A by Michael Armstrong

By Michael Armstrong

ISBN-10: 0749459891

ISBN-13: 9780749459895

ISBN-10: 0749459905

ISBN-13: 9780749459901

This publication, an entire evaluate of the practices and methods primary to HR, is written when you are usually not HR pros yet should have a radical figuring out of the way to regulate people.  The textual content offers a radical creation to the center parts of HR together with: humans resourcing, functionality administration, studying and improvement and worthwhile humans. It additionally examines the contribution of HR to organizational goals and targets and the way it's built-in in the company.

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Extra resources for Armstrong's Essential Human Resource Management Practice: A Guide to People Management

Example text

First, it is forward looking. It is about deciding where you want to go and how you mean to get there. It is concerned with both ends and means. ’ Strategies define longer-term goals but they also cover how those goals will be attained. They guide purposeful action to deliver the required result. A good strategy is one that works, one that, in Abell’s (1993) phrase, enables organizations to adapt by ‘mastering the present and pre-empting the future’. ’ The second characteristic of strategy is that the organizational capability of a firm (its capacity to function effectively) depends on its resource capability (the quality and quantity of its resources and their potential to deliver results).

They spend much of their time doing what they are told or asked to do, responding to requests for services or advice. They provide the administrative systems required by management. This is what Storey (1992) refers to as the non-interventionary role, in which HR people merely provide a service to meet the demands of management and front-line managers. For many HR practitioners their most important function is service delivery, which includes transactional activities such as recruitment, training and advisory services.

Job evaluation can also be used to clarify levels in an organization. Grade structures can define career ladders in terms of competency requirements (career family structures) and thus provide the basis for learning and development programmes. They can serve the dual purpose of defining career paths and pay pro­ gression opportunities. Total reward approaches ‘bundle’ financial and non-financial rewards together. High-performance systems are in effect based on the principle of bundling because they group a number of HR practices to produce synergy and thus increase their impact.

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Armstrong's Essential Human Resource Management Practice: A Guide to People Management by Michael Armstrong


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