Best Practices of Human Resource Management
Human resource management (HRM) practices have been under the scrutiny of academics, companies
and the media and continue to be a heated debate that does not have a single point of view. It is the
idea that there are universal principles in the area of HRM that generate ideal performance in
companies, regardless of the organization or industry in which these principles are applied. It is very
important to align the goals of the human talent area with the objectives of the organization so that
both the HR area, the business and the strategic areas are aligned. Therefore, to help the areas of
human talent to focus their efforts on best human management practices, we have compiled a list of
best practices. These practices can be applied in organizations to analyze how they can help in improving
employees’ commitment and retention.
A recent example of a good human management practice was the reduction of working hours at
Microsoft. The employees went from working 5 days to only 4 and the results speak for themselves:
productivity increased by 40% and they have also saved both on office supplies and electricity. However,
it does not mean that all companies should lower their hours as Microsoft did, at least; they can start
with simple actions that will undoubtedly bring them several benefits. Below, we have listed seven best
practices for the human resource departments of organizations.
1. Job security
The first practice has to do not only with preventing occupational risk factors but also with ensuring job
stability. This empowers employees and encourages them to develop a long-term vision with their work
and the organization, which will increase their commitment and performance.
2. Being selective when choosing personnel
Companies that are serious about the profits generated by their staff will go to great lengths to recruit
the best candidate. However, to achieve this practice, the business expert must follow some
recommendations like the skills and abilities must be consistent with the requirements of the position
and with the focus of the organizations for their sector. For example, they rely on Artificial Intelligence
(AI) and machine learning tools to measure specific skills in candidates.
3. Autonomous teams and decentralised decision-making
Another good HRM practice is to replace hierarchical decision-making with a model where teams decide
together to generate a greater sense of belonging by granting greater autonomy to teams. In this way,
they will feel responsible for taking care of the processes, seeking solutions to problems and achieving
results.
Human resource management (HRM) practices have been under the scrutiny of academics, companies
and the media and continue to be a heated debate that does not have a single point of view. It is the
idea that there are universal principles in the area of HRM that generate ideal performance in
companies, regardless of the organization or industry in which these principles are applied. It is very
important to align the goals of the human talent area with the objectives of the organization so that
both the HR area, the business and the strategic areas are aligned. Therefore, to help the areas of
human talent to focus their efforts on best human management practices, we have compiled a list of
best practices. These practices can be applied in organizations to analyze how they can help in improving
employees’ commitment and retention.
A recent example of a good human management practice was the reduction of working hours at
Microsoft. The employees went from working 5 days to only 4 and the results speak for themselves:
productivity increased by 40% and they have also saved both on office supplies and electricity. However,
it does not mean that all companies should lower their hours as Microsoft did, at least; they can start
with simple actions that will undoubtedly bring them several benefits. Below, we have listed seven best
practices for the human resource departments of organizations.
1. Job security
The first practice has to do not only with preventing occupational risk factors but also with ensuring job
stability. This empowers employees and encourages them to develop a long-term vision with their work
and the organization, which will increase their commitment and performance.
2. Being selective when choosing personnel
Companies that are serious about the profits generated by their staff will go to great lengths to recruit
the best candidate. However, to achieve this practice, the business expert must follow some
recommendations like the skills and abilities must be consistent with the requirements of the position
and with the focus of the organizations for their sector. For example, they rely on Artificial Intelligence
(AI) and machine learning tools to measure specific skills in candidates.
3. Autonomous teams and decentralised decision-making
Another good HRM practice is to replace hierarchical decision-making with a model where teams decide
together to generate a greater sense of belonging by granting greater autonomy to teams. In this way,
they will feel responsible for taking care of the processes, seeking solutions to problems and achieving
results.
