A study by Rondo and Money (2001) examined the possibility of progressive human resource management and improved organizational efficiency and high performance. They noted that a growing number of environmental factors, such as the purchase and selection, training and development, retention, rewards, motivation, and working conditions, a number of practical strategies for managing human resources. HRM company strategy to buy correctly identify staffing needs and strategic staff. Not to fill the positions. In fact, it is to recruit the right people in the right place at the right time.
Human Resources for Organizational Efficiency: Barbara Mitchell and Amstrong (2003)2 present the following ten best HR practices that help organizations to attract hire and retain talents in these turbulent economic situations.
- Creating a safe, healthy, and happy workplace.
- Sharing of Information on important business matters.
- Performance linked bonus.
- 360 Degree performance management feedback system
- A fair evaluation system
- Knowledge sharing
- Highlight performers
- Open house discussions
- Reward Ceremonies
- Delight employees with unexpected.
In a tight labour market attracting and retaining top talent requires a thoughtful approach, tailored to the characteristics and needs of individual companies. The main goal is to hire the right kind of people in the right place at the right time at all levels of the organization, human and build a pipeline strategy.
A strategy for human resource management structure (SHRM) and the implementation of a set of internal policies and procedures which ensure respect for human capital business (ie skills and abilities in the combined workers) in order to achieve business goals can help.
The strategic vision of human resources is based on the assumption that affects the overall performance of the human resources company in place. Under contract with the technical activities of human resource management, strategic human resource management is a relatively new innovation that stakeholders are likely to have high expectations and pressure on the adoption of these methods (John Wright and McMahan, 1992).
Traditionally, the industry has been the assumption that the skills associated with the provision of human resources staff for traditional industry practice are necessary and sufficient to develop and implement effective methods for human resource management. As the example of the HR strategy emerged, this hypothesis has been challenged by those who argue that although you may need an HR professional to ensure expertise in the necessary HRM technical efficiency in business and organizational effectiveness. Obviously, the activities related to capacity allow members of the staff team to understand the characteristics of commercial considerations and can generate specific business needs SHRM.
Office leaders, the evidence in the claim that the efficiency of human resource strategy helps to strengthen the arguments for better performance, so that only the implement strategic human resource management systems.
For Citing this article use:
- S, V. (n.d.). INFLUENCE OF STRATEGIC HUMAN RESOURCE MANAGEMENT IN ENHANCING ORGANIZATIONAL PERFORMANCE IN AUTOMOBILE INDUSTRY in CHENNAI A STUDY.