Assignment 3—Choosing Practice from a Range Choose the practice (from a range of ‘best practice’ models) that is the most relevant to the HRM issue you have identified. (It can be the same as...

Running head: HRM management
HRM management
HRM management
Student Name
University Name
Contents
Introduction    3
Approach to HRM practice    3
Recruitment and Selection best practice model    4
Policy and practices    5
How these policies and procedures are enacted    7
Choice of HRM process makes to understanding and explaining the initial issue    8
Critically review and challenge the HRM practices    10
Conclusion    11
References    12
Introduction
Top management has a high level of responsibility in developing human resources management policies and practices in the organization. Visions and ideas should be embedded in the organization, with human components being considered strategic resources. Harvard University emphasizes two key points: line managers must take on more responsibilities to ensure consistency in their competitive strategies and compliance with human resources management policies. In the organization industry, employees provide organizations with a competitive advantage because they are middlemen who provide services and products. Unfortunately, the organization industry ignores human resources (Al-Kassem, 2017). As a result, organization is known for its demanding requirements, requiring frontline staff to pay low wages for long periods of time, irregular and unreliable working hours. Because of this harsh working condition, organizations seem to spend more on administrative expenses; this affects their income (for example separation pay, training, hiring as well as low productivity) as well as ultimately affects the organization's profitability. Organization adopts “good HRM practices” because in this industry, “HR is their important resource”.
Approach to HRM practice
Competitive advantage of the organization is their HR. The purpose of this study is to identify HR practices within the organization to address the issues faced by human resource management organizations. Although organizations find their HRM important, there is a lack of complete attention in development of HR systems as well as processes (Cook, MacKenzie & Forde, 2016).
Therefore, the challenge for organizations is to analyze as well as identify the best or suitable HR practices that may be appropriate for the organization. While there are no strict rules for human resource management, the principle of most appropriate practice is to execute processes that produce high performance and making sure that all these processes are consistent and reliable with an organization's strategy. Term “high performance” is often interchanged in terms such as “high commitment” and “high participation”. In high performance challenges, organizations determine a set out the best practices in an organization through a benchmarking process.
Recruitment and Selection best practice model
Best practices are techniques or methods that, through experience and research, demonstrate reliable production of expected results. The promise of using best practices in any field is to use all knowledge and technology to ensure success. The best practice model we use emphasizes the significance of improving an employee competency through good recruiting, training, as well as understanding of rewards through performance management. The concept of selective recruitment, extensive training moreover performance-related compensation should be a part of a best HRM practices. The high-performance human resource management requires enduring employee relationships. It improves the motivation and skills of employees and increases work efficiency. However, this does not change and adjust human resource practices based on the present stage of development of organizational formation, maturity, growth, and decline (Davis, 2014).
Recruitment as well as selection is a process by which an organization is committed to ensuring that the right people are mostly available and those activities which should be done by individuals or groups. R & S is the process of attracting candidates, and the candidate is employed from time to time on the employment of the organization. The recruitment ceremony involves the purchase of the staff and attracting the most appropriate candidate, the focus of the selection process is to select the most capable candidate from various job seekers. Generally, these activities are seen as manager's staffing capabilities, which include the processes necessary to attract, rent and retain qualified employees. The usage of appropriate technology in the candidate's R & S can significantly affect the development of a person's career (Gilbert, De Winne & Sels, 2015). Therefore, recruitment and selection is considered to be an important HRM function because it involves all organizational practices as well as decisions.
Policy and practices
Effective recruitment is important for meeting the country's ability to challenge, providing quality services to the people. Incorrect decision at recruitment level is likely to appear as poor performance over time, which can be expensive and weaken service delivery. Inappropriate decisions regarding recruitment show the reliability of public service sector as an employer committed to the purpose and transparent recruitment practices. Developing performance policies that regularly review employee performance based on job descriptions and goals. Good reward performance varies from organization to organization. Organizations who are part of an individual employees for series of exemplary performances, while organizations managed by the owners and partners provide prizes to each and every employee on the basis of organizational performance. While the awards are often considered positive reinforcements, this promotion is considered negative for our organization. In order to ensure that organization fills the vacancies for the most suitable candidates, this recruitment as well as selection policy that has been properly developed. The Human...