HRM Policies and Procedures

2021-05-07
4 pages
872 words
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Human resource management occupies a very central position in any organization. It is essential in creation and execution of organizational strategies that will enable the organization meets its strategies, vision, and goals. It is impossible for any organization to build strong workforce without the human resources effort. The aim of this paper is to answer questions that cover several areas of human resource management.

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Examining the way that the Joint Commission has influenced the basic functions of HRM and the likely impact of the policies and procedures at your acute hospital

The joint commission revised the human resource chapter for the behavioral healthcare to ensure that the employees of various hospitals meet the competency requirements. The human resources areas that were touched during the revision included the job description for every position, human resource planning, orientation, training, and education of the employees among others (Bolton & Way, 2007). In providing the orientation to the staff, the organization is required to orient the staffs on the policies and procedures about the job duties and responsibilities, and the completion of the orientation process should be documented. The HR policies and procedure manual include aspects of employer-employee relations that include the recruitment, selection, hiring, benefits, working condition, compensation training transfer, performance appraisal, and career development among others. Incorporating these policies and procedure will reduce conflicts since the employees understand scope of their work and prevent the exploitation of the workers by the management

Importance and impact of collaboration between HR and department managers during the hiring process

The HR should collaborate with other departmental managers during the hiring process to enable them to make better decisions. It is worth noting that HR managers have excellent people skills, which in this case come in handy since job interview requires reading of people. The HR manager will provide the departmental managers with the tools and advisory support, serving as a liaison between the hiring managers and the candidate and giving the input in the final hiring decision and in offer negotiation (Bolton & Way, 2007). In the latter role, the HR manager acts as a neutral third party.

Factors to consider in developing a fair and competitive compensation and benefits plan.

In developing proper remuneration and benefits plan, one of the factors to consider is identifying what other organizations in the industry are offering. This is important to prevent the possibilities of the organization being shortchanged if it is providing lower benefits. The other factor relates to the top management stand on the benefits. It is important to consider the management perspectives on the benefits seek their opinion regarding the influence of the benefits in enabling an organization maintains competitive edge. Employees wish is another factor to be considered. Employees should be allowed to choose among various options for the plan to meet different needs of different groups. The organization should also consider the employee profile to reduce the chances of duplication in producing the benefits and to ensure no employee remains ignored in the review (Tapamoy, 2008).

The best appraisal method effective for the organization

The performance appraisal system enables the management to categorize the employees into performers and non-performers. The management uses Performance appraisal to assess the worth of an employee (Tapamoy, 2008). The various types of performance appraisal include the behavioral checklist, 360-degree appraisal, management, psychological appraisals. The best appraisal method in the acute hospital is the behavioral checklist. This approach provides criteria that the employees should follow in becoming a diligent worker. It is best used where the behaviors applied to certain jobs performed in an organization are different. In light of this perspective, the behaviors in a hospital setting differ concerning the type of the jobs assessed. This method is also the best since it evaluates the employees depending on their individual performance without making the comparisons (Tapamoy, 2008).

Strategy to manage both performances- and behavioral-based employee effectively

The organization needs to utilize strategic human resource management in managing the behaviors and the performance of the employees. Strategic human resource management focuses more on the organizational performance as opposed to individual performance. The depiction of this model is the link between the firm performance and firm HR architecture. The human resource structure consists of practices, competencies and the employees performance behaviors reflecting the development and the management of the enterprise strategic human capital (Armstrong & Armstrong, 2011).

To this end, the paper has answered the various question in relation to human resource function. It has established that the policies and procedures will reduce the conflicts and reduce employees exploitation. Besides, it has established that the collaboration will ensure that the people skills possessed by the human resource manager are utilized and act as a neutral party in negotiation of an offer. Some of the important factors to be considered in compensation and benefits plan is what other organizations in the same industry are offering and the best appraisal method is behavioral checklist approach.

References

Armstrong, M., & Armstrong, M. (2011). Armstrong's handbook of strategic human resource management. London: Kogan Page.

Bolton, S. C., & Way, R. (2007). Human resource management at the negotiating table: Vocabularies of motive and the NHS hospital service. International Journal of Public Sector Management, 20(4), 304-313.

Tapamoy, D. (2008). Performance appraisal and management: Concepts, antecedents and implications.

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