HR strategy is always a challenge for an organization that has different types of human resources. In 1985, Atkinson referred the organizations as “ flexible firms” who adopted a dual HR strategy. An organization is benefited from a dual HR strategy because the handling of different types of human resources become easier for it. Secondly, the conflicts among the employees, which can be caused because of the benefit of a single HR strategy to one group, are also reduced. On the other hand, the organization may also face some disadvantages of dual HR strategy.
For example, sometimes dual-HR strategy may increase the conflicts among the employees because of discrimination. Moreover, the organization may also see an increased employees’ commitment after introducing dual HR strategy. The employees may get the benefit from a dual HR strategy because they get a feeling of being an important part of the organization. However, if the dual HR strategy creates discrimination between different types of human resources then conflicts can rise. Q3. What are the relationships between the four key areas of HR? Is helpful to think of HR as four key areas/components?
The four major key areas of HR include the development of policies, Recruitment and retention, Human resource development and Performance appraisal and reward system. All these areas of HR are associated with each other. For example, the area of recruitment and retention is linked with HRD because HRD informs about the skills sets, which are not available to the organization, and based on HRD evaluation, recruitment and selection can be done. Based on the policies defined the other three areas HR work.
What other ‘ people management’ activities might be included within the functions of an HR department? The HR department is the people department, therefore; this function should deal with all people’ s related things. The HR function covers from recruitment and selection to career development activities and I believe that there is no any area, which HR might be included.
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