Current Best Practices in HR
ClearSkates Corp.
Memo
To:
John Smith, Human Resources Manager
From:
Jessica Ferguson, Human Resources Department FA
Date:
July 26, 2014
Re:
RESEARCH REPORT-- Current Best Practices in Human Resources
As per your request, below you will find the best practices for the development of HR within companies for the year 2014. With trends constantly changing in human resource practices, it is important to understand as well as acquire the practices that our company can benefit the most from. Currently, several of these trends entail employee focus. A successful company must strive to enhance employee performance in order to work towards achieving the company’s strategic goals. This can be done by providing the most suitable, efficient tools for employees as well as prioritizing the goal of maintaining the employees in the company. Therefore, current research shows that HRIS systems and employee retention are two key practices in human resource management today.
HRIS systems Human Resource Information Systems can be defined as “a system used to acquire, store, manipulate, analyze, retrieve, and distribute resources” (Kumar & Parumasur, 2013). There are various versions of HRIS systems used, usually depending on how small or large an organization is (Troshani, Jerram, & Hill, 2011). These systems are divided into components that address several needs of an HR department. Some of these components include an administrative component, keeping track of the recruitment process, employee attendance, employee training, employee performance, payroll function, the health and safety practices, employee benefits and so on (Gary Dessler, 2013). The main reason several organizations are switching towards using HRIS systems is to end the old-fashioned method of paper use for HR practices (Kumar & Parumasur, 2013). This can increase the speed of HR functions, which further allows employees to focus on other tasks in the HR department. Also, this increases
Memo
To:
John Smith, Human Resources Manager
From:
Jessica Ferguson, Human Resources Department FA
Date:
July 26, 2014
Re:
RESEARCH REPORT-- Current Best Practices in Human Resources
As per your request, below you will find the best practices for the development of HR within companies for the year 2014. With trends constantly changing in human resource practices, it is important to understand as well as acquire the practices that our company can benefit the most from. Currently, several of these trends entail employee focus. A successful company must strive to enhance employee performance in order to work towards achieving the company’s strategic goals. This can be done by providing the most suitable, efficient tools for employees as well as prioritizing the goal of maintaining the employees in the company. Therefore, current research shows that HRIS systems and employee retention are two key practices in human resource management today.
HRIS systems Human Resource Information Systems can be defined as “a system used to acquire, store, manipulate, analyze, retrieve, and distribute resources” (Kumar & Parumasur, 2013). There are various versions of HRIS systems used, usually depending on how small or large an organization is (Troshani, Jerram, & Hill, 2011). These systems are divided into components that address several needs of an HR department. Some of these components include an administrative component, keeping track of the recruitment process, employee attendance, employee training, employee performance, payroll function, the health and safety practices, employee benefits and so on (Gary Dessler, 2013). The main reason several organizations are switching towards using HRIS systems is to end the old-fashioned method of paper use for HR practices (Kumar & Parumasur, 2013). This can increase the speed of HR functions, which further allows employees to focus on other tasks in the HR department. Also, this increases
References: Dessler, G., Chhinzer, N., & Cole, N. D. (2013). Human Resource Management in Canada. Toronto: Pearson Education Canada. Eric Ng Chee Hong, L. Z. (2012). An Effectiveness of Human Resource Management Practices on Employee Retention in Institute of Higher learning: - A Regression Analysis . International Journal of Business Research and Management , 3 (2), 79. Kumar, N. A., & Parumasur, S. B. (2013). Managerial perceptions of the impact of HRIS on organizational efficiency. Journal of Economics and Behavioral Studies, 5(12), 861-875. Retrieved from http://search.proquest.com/docview/1503663999?accountid=39340 Lockwood, N. R. (2007). Planning for retention. HRMagazine, 52(7), 128. Retrieved from http://search.proquest.com/docview/205059215?accountid=39340 Troshani, I., Jerram, C., & Sally, R. H. (2011). Exploring the public sector adoption of HRIS. Industrial Management + Data Systems, 111(3), 470-488. doi:http://dx.doi.org/10.1108/02635571111118314