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ERIC Number: ED460252
Record Type: RIE
Publication Date: 1996
Pages: 7
Abstractor: N/A
Reference Count: N/A
ISBN: N/A
ISSN: N/A
Building a Strategic Human Resource Function. Workforce Brief.
Weinberg, Ray; Mitchell, Stephen
A human resource (HR) function should be strategically integrated with a company's business plan to help the company achieve its business objectives. Four elements ensure that the HR function carries out this role: plan strategically, align activities, value employees, and be proactive. The major components of a strategic HR program--obtaining, maintaining, and developing human resources--can be built in a systematic manner. Each of these components has four key elements. The principal activities involved in obtaining employees are: staff planning, job analysis, recruitment, and selection. The key elements involved in maintaining human resources are: compensation and benefits, communication, dispute resolution, and work environment. The components involved in development are orientation, training, career development, and performance appraisal. The best way to get started in establishing a strategic HR function is to conduct an HR audit. Major components of audit formats include reviewing policies and procedures, focusing on compliance issues, and evaluating record keeping. (Contains 11 references.) (YLB)
National Alliance of Business, Distribution, P.O. Box 501, Annapolis Junction, MD 20701 (25 copies: $7.75). Tel: 800-787-7788 (Toll Free); e-mail: INFO@NAB.COM; For full text: http://www.psu.edu/institutes/nwac.
Publication Type: Guides - Non-Classroom
Education Level: N/A
Audience: N/A
Language: English
Sponsor: Department of Labor, Washington, DC.
Authoring Institution: National Alliance of Business, Inc., Washington, DC.
Note: Product of the National Workforce Assistance Collaborative.