Human Resource Policies, Practice and Audit

HR Practices and It’s Importance

• Human resources practices are strategic in nature. They represent a vital guidance system that coordinates
with your executive business plan.
• HR practices form the foundation supporting the way your company’s human capital will operate on your
behalf. For example, HR practices include formulating a method for measuring and analyzing the effects of a
particular employee rewards program.
• HR practices are the means through which your human resources personnel can develop the leadership of
your staff. This occurs through the practice of developing extensive training courses and motivational
programs, such as devising systems to direct and assist management in performing ongoing performance
appraisals.
• Human resources practices also include constructing avenues through which employees will have
opportunities for advancement. For instance, the design of a mechanism enabling the regular promotion of
employees offers an opportunity for your staff members to grow toward leadership positions.
 Best HR Practices Commonly Practiced in an
Organization.

• Safe, healthy and happy workplace

• Performance linked bonuses
• Fair evaluation system
• Highlight performers
• Rewards
• Knowledge sharing
• 360 Degree performance management feedback system
The Strength Of HR Practices In India And Their Effects On
Employees Career Success, Performance, And Potential
An Effectiveness Of Human Resource Management
Practices On Employee Retention In Institute Of
Higher Learning: - A Regression Analysis
HR Practices As A Mediator Between Organizational
Culture And Transformational Leadership:
Implications For Employee Performance
 Socially Responsible HR Practices And Employees’
Intention To Quit: The Mediating Role Of Job Satisfaction
 Key Learnings from the Research Papers
•HR Policies and Practices – Drafting of policies and implementing it in organization and making it as a practice is
required, as it gives a guidelines, human resource policies should align with business strategy. This means that HR
should focus on both the needs of the organization and the ones of its employees.
•Organization Culture – Culture plays a very big role in organization because it creates an environment for employees
to work, If employees don’t feel connected with the culture they tend to leave the organization, Thus creating a culture
fit organization is important.
•Employee Performance – Performance matters a lot because if the employee performs better the organization reaches
towards the measurable goals and employee also feels motivated, so maintaining the performance level of employees
becomes a major task for HR Managers
•Retention of Employees – Employees keep changing their job frequently due to various factors thus retaining them is a
big task, In such situation HR Managers need to make strategies in order to retain their talents because cost is associated
with each and every employees so retaining them for a long period of time is challenging.
•Performance Management – Measuring the performance of employees is very much needed and helpful for
organization, it gives an overview about the strengths and weakness of their employees and practicing a transparent and
un biased form of performance measurement is required.
 Key Learnings from the Research Papers
•Effective Training and Development – Training and development helps to groom the employees and it also helps in
increasing their knowledge and skills, Thus HR Manager has to train their employees in order to increase their
efficiency.
•Compensation and Appraisal System – Designing the compensation for employees and giving appraisals to their
employees on their performance basis is important because it helps in retaining the employees and attract different
talent in organization
•CSR Activities – CSR activities helps to build in an good image of organization and it also creates a positive image
in front of the employees and thus it creates an environment for employees were in they like to serve the organization
for a long period of time, Practicing CRS activities helps in maintaining good relations.
•Employee Intentions to Quit Job and Job Satisfaction – If the employees don’t connect with the work culture and
less growth opportunity in organization they think to quit their job and look for better opportunity, It is a job of HR
Managers to make sure that employees don’t feel demotivated with their work and they should get enough
opportunity to grow as well, Thus Job satisfaction plays a huge role in organization.
 Conclusion
•The role of HR Managers to draft and implement the HR Policies and practice them in the organization. It has to
be effective so that the outcome can be achieved and it also helps organization to grow with its employees.
•Their are lot of challenge's that HR Managers faces while implementing policies such as organization culture,
demographic, environment etc. But its the role of HR Managers to over come this barrier so to attract the talented
people in their organization
•They can attract and retain their employees by creating a socio culture in their organization which will make
them feel comfortable to work.
•Providing opportunity to grow within the organization so that they feel motivated to work.
•Drafting policies which are employee friendly and easy to implement
•Telling employees about values and culture of organization helps to blend the employees in the work culture.
•Thus it will help them to retain for a longer period of time
•Activities like corporate social responsibility helps the employees to connect well thus it makes a bond and
makes the employees serve the organization for a longer period of time
 Bibliography
• https://www.researchgate.net/publication/267725979_An_Effectivenes
s_of_Human_Resource_Management_Practices_on_Employee_Retent
ion_in_Institute_of_Higher_learning_-A_Regression_Analysis
• https://booksc.xyz/book/1425605/c1d0be
• https://booksc.xyz/book/8398939/9aff8a
• https://booksc.xyz/book/43918512/ae6596
Thank You