Premium Essay

Human Resource Best Practices

In: Business and Management

Submitted By chhunlin5533
Words 875
Pages 4
Organizations these days strive for success. This age is hypercompetitive in nature and only those organizations survive in this era those have some form of competitive advantage. People or human resource is considered to be one of the main sources of achieving competitive advantage in this age. Considering the importance of human resource in organizations, many organizations these days are promoting and practicing best HR practices. In the study, CIMB and Microsoft have been found to promote and practice many notable HR practices. Since our company “CARA SKY” has been trying to perform well but somewhere along the line of performance there is something misplaced or broken. CARA SKY Company has been suffering from employees’ absenteeism, which is being caused the morale of the employees. Having consulted the best HR practices in CIMB and Microsoft, the objective is to accommodate or apply some newer hr practices to reduce the problem of employee absenteeism in CARA SKY Company.
CIMB Bank is one of the reputed banks operating in Malaysia. CIMB has started its operation back in 1920s by starting a bank in Sarawak. For the last 95 years, CIMB has been operating successfully and also expanding their business to some Asian countries namely Singapore, Indonesian, Cambodia, and Thailand. CIMB has two mainstream banking products namely – CIMB banking solutions for conventional customers and CIMB Islamic window for Muslim customers (, 2015).The company vision statement is to be the Premier Investment Bank in Malaysia post liberalization and deregulation and mission statement is to invest in our people to derive a culture driven by innovation to deliver quality service whilst providing superior returns and value to our stakeholders.
Human resource being an importance resource for CIMB, CIMB has been following some of the industry’s best noteworthy HR...

Similar Documents

Premium Essay

Knowledge & Best Practices for Human Resource Management

...KNOWLEDGE & BEST PRACTICES FOR HUMAN RESOURCE MANAGEMENT MARK L. BRIGGS Capella University Authors Note: School of Public Service Leadership, Capella University MHA -5012 Organizational Leadership & Governance FALL 2013 TABLE OF CONTENTS INTRODUCTION: (Define Human Resource Management , Talent Development Employee Performance Defined Retention in an Employee Centered Organization)_ PART I “Knowledge & and Best Practices for Human Resource Management” 1.1: Evidence-Based Practices for Human Resource Management 1.2 Best Practices & Expectations for Accountability in Human Resource Management, and Talent Development in Health Care Organizations 1.3 Professionalism, Skills Sets and Abilities: Their Usage & Impact in effective talent development and employee retention 1.4 Finance & Fiscal Awareness: How Organizational Leaders use this knowledge when making Human Resource Management Decisions 1.5 Legal and Regulatory Requirements: Their Impact in Human Resource Management Decision Making in Health Care Organizations 1.6 Indirect Influence: How Organizational Leaders use this in Human Resource Management in Employee-Centered Organization PART II Recommendations: Talent Recruitment & Retention in an Employee-Centered Organization 2.1 Summary of Conditions needed for an employee-centered organization 2.2 Implementation Plan to execute conditions identified for an effective employee-centered ...

Words: 1563 - Pages: 7

Premium Essay

Knowledge and Best Practices for Human Resource Management

...Organizational Transition to Electronic Health Records Terry Badey- McClelland Capella University Omega Home Health Agency Omega Home Health Agency (OHHA) was established in 2010, to provide care services for disable and elderly adults in their homes in North Carolina. The organization is the second largest home health agency in the state of North Carolina. The agency is licensed by the North Carolina Division of Facility Services, as a home health care provider. Omega Home Health offer a variety of services, such as, in-home health care, mental health services, group homes, respite and adult day care. Our objective is to assist clients in maintaining their health, safety, as well as their well-being, which allows them to remain at home, through the professional and quality care provided by our agency. Our vision is to transform home health through innovative ideas and missions that embody a holistic environment for our clients. Omega Home Health Agency partners with Carolina’s Medical Center. Omega Home Health Agency’s employees are Physicians, clinicians, licensed Registered Nurses, Certified Nursing Assistants, Medical Technicians, Dieticians, Registered Health Information Administrators, Registered Health Information technicians, licensed Counselors, Qualified Professionals, and Behavioral Technicians. Omega Home Health operates seven facilities throughout North Carolina, with facilities in Statesville, Hickory, Charlotte, Huntersville, Mooresville, Lincolnton, and...

Words: 1419 - Pages: 6

Premium Essay

Critically Evaluate Best Fit and Best Practice of Human Resources Management

...Equality, Diversity and Inclusion: An International Journal Equality and diversity in employment relations: do we practise what we preach? Jane Holgate Sue Abbott Nicolina Kamenou Josie Kinge Jane Parker Susan Sayce Jacqueline Sinclair Laura Williams Article information: To cite this document: Jane Holgate Sue Abbott Nicolina Kamenou Josie Kinge Jane Parker Susan Sayce Jacqueline Sinclair Laura Williams, (2012),"Equality and diversity in employment relations: do we practise what we preach?", Equality, Diversity and Inclusion: An International Journal, Vol. 31 Iss 4 pp. 323 - 339 Permanent link to this document: Downloaded on: 01 December 2014, At: 02:26 (PT) References: this document contains references to 46 other documents. To copy this document: The fulltext of this document has been downloaded 3118 times since 2012* Downloaded by UNIVERSITY OF LEICESTER At 02:26 01 December 2014 (PT) Users who downloaded this article also downloaded: C.W. Von Bergen, Barlow Soper, John A. Parnell, (2005),"Workforce diversity and organisational performance", Equal Opportunities International, Vol. 24 Iss 3/4 pp. 1-16 http:// Vidhi Agrawal, Vidhi Agrawal, (2012),"Managing the diversified team: challenges and strategies for improving performance", Team Performance Management: An International Journal, Vol. 18 Iss 7/8 pp. 384-400......

Words: 10252 - Pages: 42

Premium Essay

Best Practice / Best Fit

...implement a best practice or a best fit approach to strategic human resource management. A best practice approach would suggest that a set of universal practices could be applied to various different organizations in various different trades. On the other hand, a best fit approach to strategic human resource management would suggest that different practises would need to be put into play depending on different variables such as company culture, processes and external environmental factors. A best practice approach could be beneficial to an organizations attempt of strategic HRM as it would help the organization to make a profit and to obtain their long-term goals. In order to ensure that they are using a best practice approach, the organization would need to make strategic changes to the recruitment and selection process, rewards, training and to ensure that employees remain motivated and committed. A best practice approach could also be beneficial to strategic human resource management as best practice activities often strive to improve overall performance of an organization by selecting key best practices that may better the company such as training, appraisal and reward systems. A best practice approach may also be beneficial to an organization in terms of finding a solution, as the best practice approach is more universal, the solutions are proven to have been successful with other companies. The best fit approach to strategic HRM would entail ensuring that human......

Words: 1503 - Pages: 7

Premium Essay

Is Best Ptacrtice Dead?

...Is Best Practice Dead? Abstract In the light of globalization, HRM becoming from being a mere support function to one of strategic importance and researchers have argued that HRM policies and practices are more significant because they can act as mechanisms for co-ordination and control of international operations. Meanwhile, “best practice” on HRM has been acknowledged to constitute a major constraint when MNCs try to implement global strategies, mainly because of the different cultural and institutional framework of each country in which the MNC operates. Some even argue that best practice is dead. This essay will examine that although best fit play an important role in the practice of strategic HR management, best practice is still valuable in the context of a multinational corporation (MNC). Introduction In the light of globalization, HRM is evolving from being a mere support function to one of strategic importance and researchers have argued that HRM policies and practices are more significant because they can act as mechanisms for co-ordination and control of international operations. Strategic Human Resource Management (SHRM) involves the development of a consistent, aligned collection of practices, strategies and policies to facilitate the achievement of the organization’ strategic objectives (Mello, 2002). The theory of SHRM does, actually, advocate two ways of linking HRM to strategy. The “best fit” approach is associated with the contingency approaches....

Words: 1512 - Pages: 7

Premium Essay

Strtgc Hrm

...Strategic Human Resources Management What is meant by a strategic approach to HRM? How can a strategic approach to HRM be a source of competitive advantage to an enterprise? Illustrate your view by reference to relevant literature and case studies drawn from GSN406 course materials. “The most powerful of the strategic configurations of power remains people... you must work on developing an organizational espirit de corp that aligns the hearts and minds of your staff with the aims of the business”. (Boar 1997, p. 196) Acronyms used in this paper: HR Human resources HRM Human Resources Management SCA Sustainable Competitive Advantage SHRM Strategic Human Resources Management Student: Jason D Bingham Student no.: Unit: GSN406 HR Management Issues Assessment: 1 (15% weighting) Word limit (( 1000) 1047 (excl. list of references etc.) Lecturer: Due date: Friday 25 May 2001 Table of contents 1.0 Introduction 1 2.0 Definitions 1 2.1 Human Resource Management 1 2.2 Strategic management 1 2.3 Competitive advantage 1 3.0 Strategic approaches to HRM 1 4.0 How SHRM can provide competitive advantage 2 5.0 Validation of SHRM: Case studies of successful......

Words: 1663 - Pages: 7

Premium Essay

Human Resource Management in Multinational Organizations

...Student's name Instructor's name Course name Date Human Resource Management in Multinational Organizations A Preliminary Research on Self-Initiated Expatriation as Compared to Assigned Expatriation Human resource management in multinational organizations is complex due to the cross-cultural and international aspects related to its nature. This article examines the phenomenon of 'expatriation': choosing to leave one's own country in order to live or work in another, usually for a long period of time. Multinational organizations require a certain level of staff relocation in order to improve their knowledge of emerging markets as well as maximizing their talent resources. In addition to assigned expatriates, meaning those moving to another country following an assignment from their workplace, the article refers to "self-initiated expatriates, meaning people who choose to move to another country on their own. Human resource needs for both kinds of expatriates are unique, and may differ from each other. Self-initiated expatriates may exhibit more motivation to live in a different country and uproot their family for a long period of time, and this motivation may facilitate an easier transition, therefore being less demanding for the human resource management (Mo and Jian-Ming 170-172) Workplace flexibility and the changing nature of work: an introduction This paper examines articles referring to how the changes in the work environment require flexibility on......

Words: 1107 - Pages: 5

Premium Essay

Human Resource Management

...Human Resource Management 1. Executive Summary Strategic Human Resource Management (SHRM) has established great in recent years in the fields of Human Resource Management (HRM). SHRM is the new concept for both the strategic management field and the human resource management field. The SHRM concept is based mainly on the HRM Practices, which are the main force driving organizational performance. SHRM is concerned with approaches to HRM practices as a critical strategic dimension affecting organization performance; which is the objective of this assignment. Strategic human resource management enhances organizational effectiveness and also productivity. The implementations of the HRM practices mentioned in this assignment are able to achieve their goals and objectives. This assignment on SHRM highlights its importance in TECO Electric and Machinery Pte Ltd. And it focuses on what best practices of strategic planning the organization can achieve organizational effectiveness and performance. 2. Introduction 2.1. Human Resource Management (HRM): Torrington, Hall and Taylor (2005, p.14) defines Human Resource Management is a series of activities which: first enables working people and the organization which uses their skills to agree about the objectives and nature of their working relationship and, secondly, ensures that the agreement is fulfilled. Armstrong (2008, p.5) defines HRM as a strategic and coherent approach to the management of an organization’s most valued......

Words: 591 - Pages: 3

Premium Essay


...Human resource management is a management of a workforce of an organizations. Now it is a good subject for students and a good skill for companies. Both human resource management practices and 'human resource bundles' result to superior outcome for organizations, and human resource management practices have more affect on outcome for organizations than human resource bundles. Some scholars think that human resource management practices have on organizational performance have a positive effects (Arthur JB, 1994). Many large companies use human resource management practices and have some good effect. Although human resource management creates some negative issues for some companies, it is a good model for other companies to follow because it have many advantages. Human resource management practices in term of theoretical and empirical academic studies will be discussed below. With the resource based view, strategic human resources management theory continuously Evolution, people realized, and contract with single human resource management activity, human resources management practice is complete of mutual complement and interdependent activity structure and imitate human resources management practice is almost impossible (Boxall, 2007). Therefore, thete is a theory basically formed: human resource management practice have some advantages for enterprise sustainable competitive. Nevertheless, many research mainly solve that enterprise should be how to implement human resource......

Words: 1394 - Pages: 6

Premium Essay


...Customers Mrs. Johanna Espinosa Human Resources Practices at Google in terms of some management perspectives: Exploring the Entrepreneurial Spirit. February 17, 2016 Daniela Dieguez Google has being named one of the best companies worldwide for the last couple of years. The success of Google products and services is mainly because of innovation expected from every employee and 20% time given by the company for this purpose. The company is known for its unique culture and Human Resource policies and is acknowledged as an innovator and best employer. They have developed practices and policies that are ideal for the working environment but without being critic. “Google is organized around the ability to attract and leverage the talent of exceptional technologists and business people. They have been fortunate to recruit many creative, principled and hard-working stars.” With no doubt, Google is the best place to work in. Google’s ability to leverage itself from competitors offers attractive packages, which serves as a pull factor for Google. Some of the benefits include: flexible hours, promote the human talent by providing creative, nurturing environments, free meals and implement more activities concerning the employee’s health yet at the expenses of high returns in investment. Google’s compensation programme rewards strong performance and its training programmes help overcome weaknesses and underperformance of its employees. Human Resources policies and work culture......

Words: 837 - Pages: 4

Premium Essay

Company Practices of Productivity

...In the article, The Impact of Human Resource and Operational Management Practices on Company Productivity: A Longitudinal Study, authors Kamal Birdi, Chris Clegg, Malcolm Patterson, Andrew Robinson, Chris B. Stride, Toby D. Wall, and Stephen J. Wood address the use of practices that enhance organizational performance and sustain competitive advantage. The article investigates the practice of strategic human resources management (SHRM) through a study of 308 companies over a 22 year timeline. Employee based practices such as empowerment, training and teamwork have been the focus for years on how to better organizational effectiveness. However now, seven managerial practices have been introduced to be used in conjunction with the previous three. The seven practices to be evaluated throughout this article are empowerment, training, teamwork, total quality management, just- in- time, advanced manufacturing technology, and supply- chain monitoring. Practices such as empowerment, training and teamwork are linked to having increase employee knowledge, which in return allows them to develop and utilize it. Empowerment is spreading the power of decision making amongst operational management and individuals/ teams. This type of initiative encourages employees, allows for flexibility, requires less supervision and ultimately envisions organizational gains. Training is fundamental in terms of teaching employees skills that not only prepare them for their job, but also enriching them......

Words: 831 - Pages: 4

Premium Essay

Impact Of Human Resource Performance

...Organizations have increasingly recognised the potential for their people to be a source of competitive advantage. Creating competitive advantage through people requires careful attention to the practices that best leverage their assets. This change in the mindset of executive decision-makers has spurred an increasing body of academic research attempting to reveal the effect of organisation’s HRM practices and its performance. The successful human resource practices that may increase performance in different areas such as capacity building, quality and financial performance. Human resource is one of most important components of an organization. The effective utilization of human resource paves the path to achieve organizational goals and ultimately...

Words: 1716 - Pages: 7

Premium Essay

Management Principles

...MODELS OF HUMAN RESOURCE MANAGEMENT (HRM) UNIT 10 SHRM, SESSION 2 P R E PA R E D B Y: M S S H A B N A M Unit 10 SHRM, Prepared By: Ms. SHABNAM LEARNING OBJECTIVES By the end of this session students will be able to:  Understand the HRM system  Explore various models of HRM  To gain an understanding in relation to the application of the various HRM models within organisations Unit 10 SHRM, Prepared By: Ms. SHABNAM HRM SYSTEM HRM system operates through HR systems that bring together in a coherent way:  HR philosophies describing the overarching values and guiding principles adopted in managing people  HR strategies defining the direction in which HRM intends to go  HR policies which are the guidelines defining how these values, principles and the strategies should be applied and implemented in specific areas  HR processes consisting of the formal procedures and methods used to put HR strategic plans and policies into effect  HR practices comprising the informal approaches used in managing people  HR programmes which enable HR strategies, policies and practices to be implemented according to the plan Unit 10 SHRM, Prepared By: Ms. SHABNAM VARIOUS MODELS OF HRM  The Harvard Framework  Guest’s Model of HRM  Best Practice Model  Storey’s Hard and Soft HRM  Patterson’s Model of HRM  Best Fit/Contingency Model Unit 10 SHRM, Prepared By: Ms SHABNAM Theoretical Perspectives on HRM The HRM models:  Provide an analytical framework for studying HRM ......

Words: 1344 - Pages: 6

Premium Essay

Strategic Human Resource Management

...concepts and practice of integration. If one is to ask a civil engineer, what are the key components in the construction of a building? His response will be a strong foundation. Therefore to effectively discuss the above proposal a proper foundation should be laid, that foundation in this case is a comprehensive definition of SHRM. According to Walker 1992 SHRM is the means of aligning the management of human resources with the strategic content of the business. Many critics of the discipline propose that the subject matter offers little in empirical data to add the term strategic to the HR function, however according to Watson and Watson 1999 HR management is essentially Strategic .Firstly HR management must consider the whole organization, whereas line or functional managers focuses on departmental performance. HR management looks at long term functional on immediate or short term performance. Therefore Fombrun et al (1984) postulated that if any organization is to function effectively there are three core elements to be considered, they are the organisation’s mission and strategy, organizational structure, finally human resource management. Conceptually, a central part of SHRM is the integration of the HR function with strategic decision making. Walker 1992 speaks of strategic fit, to further extrapolate, this means developing HR strategies that are integrated with the business strategy. H R practitioners supporting this view would therefore implement practices......

Words: 1003 - Pages: 5

Free Essay

Why Organization Needs to Collect Hr Data

...back at the workplace. We recommend that you maintain a full Development Record (Learning Log) (available on the VLE) for CPD purposes as you go through the programme (this does not have to be submitted with your assessments). The box below simply asks you to reflect on your key learning drawn from that and how it links (i.e. new development needs that you have identified as a result of your learning) subsequently to your updated Development Plan below that you are submitting with your unit assessment. Development Plan | NAME: | ZARINA ZHUSSUPOVA | MEMBERSHIP NUMBER: | 42818953 | COVERING THE PERIOD FROM: | JANUARY | TO: | JUNE | Planned outcome What do I want/need to learn? | What will I do to achieve this? | What resources or support will I need? | What will my success criteria be? | Target dates for review and completion | To get more knowledge of main principles of management recruitment in our National Company “KazMunayGas” (JSC) (hereinafter-KMG)To get more knowledge of how to give the written answers (to write official letters) to people with different requests: about sponsorship, employment, etc.I need to improve my knowledge in Excel, Power Point, PDF programmes To learn an...

Words: 1139 - Pages: 5