Research Paper on "HR Best Practices"

Research Paper 8 pages (2837 words) Sources: 8 Style: APA

[EXCERPT] . . . .

No one that gives a good effort and is better for it will ever be punished or impugned. However, there will be an emphasis to check and recheck issues that are prone to error or audit and/or that will cause major headaches to the firm or the client. For example, even the highest professional misplaces a decimal point or misspells a name from time to time. As such, checking those things even one thinks they are done is a good idea (Yeoh et al., 2014).

Recruitment and selection will be done in a specific way. The person to be hired has to mesh with the prevailing culture. While diversity is a good thing and minority candidates will be looped in when possible, the stronger focus will be on who is qualified for the job and who will fit with the culture of the firm. Indeed, no negative feedback or thoughts will be extended to those that are LGBT, female or otherwise minority but they will not be given special treatment either. The key is whether the person fits in with the culture of the firm regardless of their background. Indeed, good accounting performance relates only to how well the ones and zeroes are calculated and that has nothing to do with race, gender, national origin or nationality. However, Houston is an area that has a lot of Latinos and a few other non-English speaking minorities, so those that are bilingual (or more) in nature will be given special treatment as they would be able to much more effectively help people whose first language is not English. One thing that will not ever be happening is that tests or measures that do not translate to eventual job performance will never be used. For example, intelligence testing is still done to some extent in many jobs and it can yield benefits. However, such testing has also been used in the past to exclude African-Americans and other minorities. If a test is a good predictor of job performance, it will be looked at and might be used. However, if there is no correlation or causality between high scores and high performance relative to a test, it will not be used. The firm will use evidence-based and third-party tests rather than ones that are internally created. Candidates will be selected via a balance of these third party tests and structured interviews that help prove and establish the rapport and energy that people will have together. If there is a "click" and energy there, this would tend to mean great things for the people if they work together (Nicholls et al., 2012).

There are two other things that will be looked to for this plan and they are retention and policy creation. Employee retention is important in the way that client retention is important but the former is probably more important over the long haul. While executive retention and succession planning is important and has already been covered, general employee retention is important as well. For example, if there are eighty people that are non-managerial in nature and eighty of those people have to be hired in a year, that is a turnover of one hundred percent. Even if not everyone in the group is new, that is a very bad performance level. However, if only five people had to be hired due to people quitting and so forth, that is a very good performance level. To help measure that, the strong employee relationship and culture mentioned throughout this report should be followed. People of any color and background should get the same plaudits and people should be elevated regardless of what they do in their private life, barring things like felonies and anything that involves trashing the firm. One way to measure why people still leave despite this can be done through exit interviews. While some may be apt to avoid an exit interview to avoid "burning bridges," people that are leaving can be assured and promised that their functional manager and colleagues will not know what precisely is said and who said it. This information can be held internal to the higher executives and the human resource executive of the department and reactions can be general in nature. Even if bad things are said, good references can and should be given to the people who offer the opinions that do not flatter the firm. If they want a letter of recommendation or reference, it should be offered unless it is clear that doing so would reflect badly on the firm. The departing people should be allowed to be as honest and frank as they wish to be so long as they are not making things up. A departing employee critiquing the management style of his former boss would be perfectly fine but referring to the same man as an "idiot" would cast a shadow on the review. Either way, the firm should be reputable and honest about how the reviews will be used and the firm should not deceive leaving people in any way. This does not mean that the exit interview will be taken at face value. However, it can and should be if there is merit to the claims levied (Brooks, 2007).

Last up are the policies of the firm. Policies should be concocted and created as needed and they should be updated when necessary. These policies should always be followed unless there is a good reason why not, and such situations will arise. Zero tolerance policies and/or those with no exception may sound good but there are situations where an exception can and should be granted. However, doing so sets precedents and should be done with caution. For example, if a person is habitually late or absent for no good reason, that person should be punished pursuant to the lateness and absence policy. However, someone with a cancer-stricken mother should be treated a little more gently. However, business continuity is important and this is why a change in job structure or unpaid live might be a better approach depending on the same situation. In short, no brash decisions or ones that are ignorant of relevant facts should be made (Busse, 2014).

Conclusion

In the end, human resource tasks are those that are often condemned as beign profit-based only and otherwise heartless. Indeed, there are people that suggest that only the bottom line matters and that this is soulless. However, a business operates to make a profit and that has to be the first and main motive in many to most cases. However, if an employee is a great employee and needs a little slack, there is a way to do that. However, it cannot be a repetitive and carless practice as lawsuits have been levied for less than that.

References

Brooks, B. (2007). Evidence-based human resources: the case for exit interview surveys. Journal Of Nursing Administration, 37(10), 421-424

Busse, R. (2014). Corporate culture, organizational change and meaning at work linking human resources with business ethics. Human Systems

Management, 33(1/2), 47-50. doi:10.3233/HSM-140811

Closs, D.J., Bolumole, Y.A., & Rodammer, F. (2014). Supply Chain Management

Opportunities for Regional Economic Development. Transportation Journal

(Pennsylvania State University Press), 53(4), 453-498.

Davis, L.R., & Matson, D.M. (2014). A river runs between them: An instructional case in professional services provided by a CPA firm. Journal Of Accounting

Education, 32(4), 49-57. doi:10.1016/j.jaccedu.2014.09.002

Ellinger, L.K., Trapskin, P.J., Black, R., Kotis, D., & Alexander, E. (2014). Leadership

and Effective Succession Planning in Health-System Pharmacy

Departments. Hospital Pharmacy, 49(4), 369-375. doi:10.1310/hpj4904-369

Kautter, J., Pope, G. c., Ingber, M., Freeman, S., Patterson, L., Cohen, M., & Keenan,

P. (2014). The HHS-HCC Risk Adjustment Model for Individual and Small Group

Markets under the Affordable Care Act. Medicare & Medicaid Research

Review, 4(3), E1. doi:10.5600/mmrr.004.03.a03

Nicholls, S., Wegener, M., Bay, D., & Cook, G.L. (2012). Emotional Intelligence Tests:

Potential Impacts on the Hiring Process for Accounting Students. Accounting Education, 21(1), 75-95. doi:10.1080/09639284.2011.598709

YEOH, W., RICHARDS, G., & SHAN, W. (2014). BENEFITS AND BARRIERS TO

CORPORATE PERFORMANCE… READ MORE

How to Reference "HR Best Practices" Research Paper in a Bibliography

Related Research Papers:

Outsourcing Best Practices: 5 Key Considerations Term Paper

Outsourcing Best Practices: 5 Key Considerations

Outsourcing in today's globalized yet cost-conscious environment can be an ideal way to use new sources of labor and technology to gain a competitive… read more

Term Paper 3 pages (909 words) Sources: 2 Style: APA Topic: Business / Corporations / E-commerce

---

HR Benchmarking Term Paper

HR Benchmarking

Success in the form of profits and recognition is the ultimate goal of any business activity. The past economic area placed the available capital and the technologies used… read more

Term Paper 2 pages (811 words) Sources: 3 Style: APA Topic: Management / Organizations

---

Best Fit Model Essay

Best Practices or Best Fit

Is the Best Fit Model a Best Fit?

Srategic reward systems were developed as a part of the human resources management (HRM) department. The purpose… read more

Essay 10 pages (3541 words) Sources: 10 Topic: Management / Organizations

---

Best Buy Thesis

Best Buy SWOT Analysis

Best Buy is one of the world's largest and most diversified retailers of home office products, consumer electronics, and entertainment software with $45B Annual Revenue as… read more

Thesis 7 pages (1762 words) Sources: 5 Style: MLA Topic: Business / Corporations / E-commerce

---

Strategic Directions of HR Term Paper

Future of HR: What do you think the future of HR will be in organizations? What do you have to support your opinion? How do you arrive at that conclusion?… read more

Term Paper 4 pages (1315 words) Sources: 3 Style: Chicago Topic: Management / Organizations

---

View 100+ more related papers  >>