Human resource mgt Essay Example | Topics and Well Written Essays - 1500 words

Human resource mgt - Essay ExampleIn a research paper (Geary, 1992) was unfavourable of these assumptions. He found that managements reliance on temporary employees gave rise to a number of contradictions and tensions, and in the end was considered to be disadvantageous.A major advantage of tensile human resource practices is the low cost of labor as cited by (Smith, 1998) in his article. In his study he concluded that a larger symmetricalness of foreign-owned companies had lower labor costs as a result of the greater use of flexible work practices.The application of the most flexible work look balance policy not only increases the loyalty of employee that in like manner increase the fame of the company as best places for employment. (Dex and Scheibl, 2001) Mostly women do not bump it compatible to work in the technical field due to their care taking duty towards their family in this way a huge amount of gift is drop out of the talent pool. Due to the flexible environment by the firm a broader recruitment pool can be made available. (Center for honorable Business Cultures, 1997 Evans, 2001) With providing the employees with the facilities of flexible working hours the firm can also get the benefit by offering increased service hours for the customers. Since in this age of controversy and increased customer pressure in order to achieve a cutting edge in the business it is important for a firm to cater 24/7 service (Evans, 2001 Human Resources Development Canada, 2002). The provisions of service for longer hours will not only improve the corporate image but will provide the firm with increased market share (Dex and Scheibl, 1999 Center for Ethical Business Cultures, 1997 Evans, 2001).With undertaking the flexible work practices there are also some areas which should be addressed by the management in order to effectively undertake human resource practices. Studies of some of the best United States and Australian organizations (Gray, 1992) also suggest th at the cement which binds skilled and motivated employees to their organization, who are thus more enthusiastic, more committed and potentially more productive than their competitors employees, is clear and on-going communication between organization managers and their employees. The management of the SFL should also take the advantage of the communication process in order achieve the higher level of public presentation from the employees.A modern and a more permanent approach to motivation are through job enrichment (Wright, 2004). This involves move meaning into jobs. In other words, it is putting Herzbergs two-factor theory into effect by building motivators into the job. These motivators include achievement, growth, responsibility, advancement and recognition. This approach can also work for SFL staff. According to the approach the organization should plan to adjustment the job contents of the employees in order to motivate them as explained by Ross (1998) in his article A p ractical