Human Resources Management: The Implementation Of Human Resource Management

833 Words4 Pages
The formulation of human resources strategy and policies specialists should act as advisors to and educators of top management. It is important that all of general management, and most especially top management, are human resources literate. But being a general manager usually means being literate about a lot of stuff and an expert on rather little, and unless the CEO or the division (or business unit or regional) chief has a human resources background, she is unlikely to be a working force expert. Some of human resources management is pretty straightforward common sense. Take, for instance, the design and redesign of performance appraisal systems. Given the number of different goals that performance appraisal serves, it is common sense how to achieve an appropriate balance. It 's even harder to anticipate all the feedback effects that a change in performance appraisal practices will bring.…show more content…
Or, to take a somewhat more mundane but still very critical aspect of staffing and recruiting, consider job interviews: Should they be unstructured, so that a skillful interviewer can follow leads that develop in the course of the interview; or should they follow a script, so that there is a firmer basis for the inevitable cross-person comparisons that follow interviews? Should they be conducted one-on-one, which may encourage the candidate to relax; or many-on-one, to reduce interviewer caprice? The general point is that a specialist - someone who follows the literature on human resources management and is educated to appreciate the nuanced conclusions of human resources research - can help find answers to questions that general managers have and, even, to recognize important questions that might not otherwise have occurred to the general
Open Document