In the present era, the companies have realized the importance of HRM. Human resource plays an important role in the success of an organization. An efficient and skilled human resource department can guarantee a huge success for the organization. Nowadays, developing quality across the entire firm is an important function of the human resource management (HRM) department, thus, it is essential for the business firms to use strategic HR practices. The best HR practices used by the organization are:
Equal Employment Opportunity Policy and Anti Discrimination Legislations
Management by Objectives Performance Management System
Equal Employment Opportunity Act and Anti Discrimination Legislations: EEO policy aims at equal treatment with all the employees and equal distribution of wages and powers between all the employees (Fisher, Schoenfeldt & Shaw, 2004). Anti discrimination legislation helps in attracting and retaining talented employees. Equal pay and other benefits are given for equal work. It is necessary to satisfy the employees if the company wants to gain success and develop its competencies. According to these policies, there is no discrimination on the basis of color, sex, caste, race, marital status etc. (Mabey, Salaman & Storey, 1998). According to the EEO regulations of the firm follows following practices and acts:
Equal Pay Act of 1963 (EPA): The Equal Pay Act will forbid sex-based wage discrimination. According to this act, men and women must get equal compensation for significantly equal work performed by them.
Age Discrimination in Employment Act of 1967 (ADEA): This act will protect the persons who are 40 years of age or older from employment discrimination b...
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...ating (Mabey, Salaman & Storey, 1998).
Both of these practices can be considered as one of the best strategic HR practices because they develop a feeling of satisfaction and equality among the employees. With the help of this practice the organization manages manpower resources and motivates them to work with zeal and enthusiasm (Fisher, Schoenfeldt & Shaw, 2004). The approach of MBO to manage instills a personal commitment to respond positively to the organization’s major concern as well as to the development of human assets.
Under MBO program, an employee and his supervisor meet together and define, establish and set certain goals or objectives which the employee would attempt to achieve within the prescribed time period (Tyson & York, 2000). These practices also allow the organization to develop it learning behavior and implement change in the organization.
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