F11-014 - Dinh Thuy Dung.v.1.1.docx

An orientation for personnel management business need

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An orientation for personnel management, business need to consider about many views such as proactive, linking between strategic planning issues and cultural change or manage all system-wide interventions An orientation towards the employment relationship, business need have more plans than to concentrate in many distinctive values of people, for example, trust, commitment and collaboration (Mondy & Martocchio, 2016).
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4.2 Key Roles and Responsibilities of Human Resource Function Modern HRM consists of the following functions: Staffing: Job analysis, recruitment, selection, human resource planning Performance management: Promoted employee, giving award for talent employ Human resource development: Setting HR development Compensation: Direct, indirect and non-financial compensation Health & Safety: Giving the good working condition for employ, ensure the health insurance for workers And for some details: - Recruitment – the search for new potential employees - Selection – the interview process and hiring of new employees - Retention – ensuring that employees continue employment - Training & Development – managing the organizations training programs (Mondy & Martocchio, 2016). 4.3 ‘Best Fit’ approach or ‘Best Practice’ HRM departments often have apply different practices ways also how they done it in their operation and in most organizations. At the side of it, most this often harmonious and suitable use between represent “best practice” and “best fit”. Generally, when using represent “best practice”, it often tended to international standard, but “best fit” is refer which an organization will choose to manage their company because of concrete reason as historic factors, culture, and also industry trends (Mondy & Martocchio, 2016). For examples for “best practice” and “best fit”:
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An example of “Best practice” could be when new employment, who is recruited in this company need more time to more and more training for their new job. Besides, the company also had some programs, which they think it is suitable with most new employs. An example of “Best fit”: Best fit system shows a high margin of confidence regarding pay as a motivator. It follows the expectancy theory that believe that people will perform more and more better if they believe their effort will be rewarded. So, the best fit method focuses on the financial aspect and uses it as a driver for corporate human resource. David Morris (2007 , p. ? ) says: “Best fit proponents see rewards as the stick and the carrot. Since pay varies with performance, poor performers „vote with their feet . Excellent performers are attracted to the large pay differentials that reward their performance.” 4.4 Hard and Soft models of HRM If HRM is defined as “strategic approach to managing employment, relation which emphasizes that leveraging people s capabilities is critical to achieving sustainable competitive advantage” (Bantton & Gold, 2007 , p. ? ), it can be consider that HRM has twofold for the role, both for business also people-oriented. The key on HRM has been divided two distinct: hard
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