

Study with the several resources on Docsity
Earn points by helping other students or get them with a premium plan
Prepare for your exams
Study with the several resources on Docsity
Earn points to download
Earn points by helping other students or get them with a premium plan
Community
Ask the community for help and clear up your study doubts
Discover the best universities in your country according to Docsity users
Free resources
Download our free guides on studying techniques, anxiety management strategies, and thesis advice from Docsity tutors
The importance of human resources in achieving strategic goals. It highlights the three main components of any human resource strategy, which are structures, culture, and personnel policies. The document emphasizes the significance of personnel policy in ensuring consistency of action and equity in an organization's relations with employees. It also discusses the interrelation between the quality of personnel and strategic management, and the major policy issues that top executives should be concerned with. The document concludes by stating that successful organizations will be able to attract, motivate, develop, reward, and keep competent employees through appropriate human resource practices.
Typology: Study notes
1 / 3
This page cannot be seen from the preview
Don't miss anything!
Human resources are crucial to the achievement of stratetic goals. The thrée main components of any human resource strategy constitute structures, culture and personnel policies. The basic objective of personnel policy in an organisation is to ensure consistency of action and equity in its relations with employees. Typical conventional personnel and industrial relations management have integrated selecton, appraisal reward systems and so on with emergent business plan of the organisation. Any weakness in personnel policy may be weaken the effectiveness of functional policies. Further close interrelation between the quality of personnel and strategic management requires top executives to be concerned with major policy issues bearing on personnel ;such as Recruitment, promotion, transfer; | Training & development; | | Compensation & supplementary benefits;
Relations with employee unions and Collective bargaining. In addition to these activities the firms adopting growth strategies go for the human resource development, creating and maintaining harmonious organisational climate, team building, organisational development, empowering the emplioyees, management of diversified cultures and the like. Companies adopting stability strategy do not bring significant changes in human resource management. Companies adopting retrenchment strategies cut the size of human resources, cut the compensation package etc. Human resources, then, are critically important strategic resources. Successful organisations will be able to attract, motivate, develop, reward and keep competent employees through appropriate human resource practices. They will be able to create and implement strategic changes in an atmosphere of close cooperation and participation while trying to