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Complementary Human Resources Policies andPractices

Stafng

Training andDevelopment

Compensation

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Training and development is a function of human resource management concerned withorganizational activity aimed at bettering the performance of individuals and groups inorganizational settings.

It has been known by several names, including human resource development , and learning

and development .

improving an employee!s performance developing the group and team skills needed to achieve organizational goals increasing overall efficiency improving customer service, which leads to customer satisfaction.

Staffing:- "he very first step in staffing is to plan the manpower inventory re#uired by a concern in order to match

them with the $ob re#uirements and demands.

%nce the re#uirements are notified, the concern invites and solicits applications according to the

invitations made to the desirable candidates. "his is the screening step of staffing in which the solicited applications are screened out and suitable

candidates are appointed as per the re#uirements

%nce screening takes place, the appointed candidates are made familiar to the work units and workenvironment through the orientation programmes placement takes place by putting right man on the right

$ob.

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Compensation:-Compensation &also known as "otal Rewards' can be defined as all of the rewards earned by

employees in return for their labour. "his includes()

Direct financial compensation consisting of pay received in the form of wages, salaries,

bonuses and commissions provided at regular and consistent intervals

Indirect financial compensation including all financial rewards that are not included indirect compensation and understood to form part of the social contract between the employer

and employee such as benefits, leaves, retirement plans, education, and employee services

Non-financial compensation referring to topics such as career development and advancementopportunities, opportunities for recognition, as well as work environment and conditions

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Summary * high)performance work system is the right combination of people, technology, and

organizational structure that makes full use of the organization!s resources and opportunitiesin achieving its goals.

* high)performance work system achieves the organization!s goals, typically includinggrowth, productivity, and high profits.

+any conditions contribute to high)performance work systems by giving employees skills,incentives, knowledge, autonomy, and employee satisfaction.

%rganizations can improve performance by creating a learning organization, in which peopleconstantly learn and share knowledge so that they continually e pand their capacity toachieve the results they desire.

-y taking a customer)oriented approach, HR+ can improve #uality by defining the internalcustomers who use its services and determining whether it is meeting those customers! needs.

*nother way to measure HR+ effectiveness is to analyze specific programs or activities.

"his analysis can measure success in terms of whether a program met its ob$ectives andwhether it delivered value in an economic sense