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

military personnel resource mgt - render ExampleIn a research paper (Geary, 1992) was critical of these assumptions. He found that man eonments reliance on temporary employees gave rise to a number of contradictions and tensions, and in the end was considered to be dis gainous.A major advantage of flexible 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 proportion of foreign-owned companies had lower labor costs as a result of the greater use of flexible throw practices.The application of the most flexible work life balance policy not only increases the loyalty of employee but also increase the fame of the conjunction as best places for employment. (Dex and Scheibl, 2001) Mostly women do not find it compatible to work in the technical field due to their care taking duty towards their family in this way a huge cadence of talent is drop out of the talent pool. Due to the flexible environment by th e soaked a broader recruitment pool can be made available. (Center for Ethical stemma 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 competition and increased customer pressure in order to achieve a cutting pass on in the business it is important for a firm to provide 24/7 service (Evans, 2001 Human Resources Development Canada, 2002). The provisions of service for longer hours will not only improve the corporate visit 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 caution in order to effectively undertake human resource practices. Studies of some of the best united States and Australian organizations (Gray, 1992) also suggest that the cement which binds skilled and motivated employees to their organization, who are thus much enthusiastic, more committed and potentially more productive than their competitors employees, is clear and ongoing 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 aim of performance from the employees.A modern and a more permanent approach to motivation are through and through job enrichment (Wright, 2004). This involves putting meaning into jobs. In other words, it is putting Herzbergs two-factor theory into effect by edifice 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 conception to change the job contents of the employees in order to motivate them as explained by Ross (1998) in his arti cle A practical